14 Interview Questions Managers Should Ask Job Candidates to Determine Motivation

If you’re looking for employees with stellar motivation, these interview questions that can draw revealing answers.

Managers today often struggle with hiring the right job candidates, wasting countless hours on ineffective interviews that result in mis-hires that hurt their businesses. Instead of relying on traditional job interview questions like “Why should we hire you?” managers should consider using behavioral interview questions that eliminate vagueness and get to the root of the answer they’re looking for.

Behavioral interviewing is based on the premise that past performance is the best predictor of future performance. By asking job candidates to describe how they behaved in specific situations, rather than how they would behave hypothetically, managers can get a clearer picture of the candidate’s abilities and potential.

14 questions to determine motivation

I have studied behavioral interviewing over the years and have collected a plethora of questions that have worked well for many of my clients. If you’re looking for employees with stellar motivation, I offer these behavioral interview questions that can draw revealing answers:

1. Tell me about a time when you went beyond your manager’s expectations to get the job done.
2. Tell me about a time when you faced multiple hurdles while trying to achieve a goal. How did you react and what steps did you take to overcome those obstacles?

3. Think about a specific day you had at work when you felt particularly satisfied with your accomplishments. Can you describe what happened that day and what made it a good day for you?

4. If you were working with a team that was not motivated, how would you keep yourself motivated and inspire others to become more motivated?

5. Can you describe the work environment or culture in which you are most productive and happy? What specific elements of that environment contribute to your productivity and happiness?

6. Describe a time when you faced a challenging task or project. How did you stay motivated to complete it?
7. Tell me about a time when you went above and beyond your job requirements. What motivated you to do so?
8. Describe a project or initiative you took on that you felt passionate about. How did you stay motivated throughout the process?
9. Can you share an example of a time when you set a challenging goal for yourself? How did you stay motivated to achieve it?
10. Tell me about a time when you had to work on a project that was not particularly interesting to you. How did you motivate yourself to stay focused and complete the work?
11. Describe a time when you received recognition or praise for your work. How did that motivate you to continue performing at a high level?
12. Tell me about a time when you had to work with a difficult team or client. How did you stay motivated and engaged in the work despite the challenges?
13. Describe the work environment or culture in which you thrive and feel most motivated. How have you sought out or created such an environment in the past?
14. Share an example of a time when you took initiative to improve a process or solve a problem at work? What motivated you to take on that challenge?

When considering motivation, managers should assess several factors, such as what motivates the job candidate, what work environment the candidate finds motivating, and whether the work environment is consistent with the candidate’s need to take the initiative and be a self-starter.

It’s essential to hire candidates whose innate drive and tenacity match the job for which they are selected. For example, managers should avoid hiring candidates who prefer working alone for positions that require strong collaboration.