• Assess the motivational drivers of your candidates

  • Make accurate predictions with regards to what they need in order to feel good and to be motivated to perform at their best

  • Improve your selection process and make sure that you select the right candidates for the right job while saving both time and budget

  • Increase the quality of hire and align the inner drive of your candidates with the ambition of your clients

  • Minimize the chance of an occupational mismatch

  • Increase the self-awareness of your candidates and provide valuable input for their Personal Development Plan

Academic studies show that job fit is a significant contributor to employee engagement,  their productivity and employee retention


Companies invest a lot in the selection, recruitment and training of their new employees. According to Forbes, 20% of the new employees leave their new employer within 18 months after their start at the company. An occupational mismatch costs the employer around 45.000 euro per candidate due to a reduced labour productivity and extra recruitment costs. Not taking into account the costs of the on-boarding and training programs.

How do you prevent an occupational mismatch between your candidates and the needs and ambition of your clients?

Identifying good candidates is a big challenge, and most employers recognize that they need to do a better job. Although the initial ads highlight soft skills and personality traits as an important part of the job applicant’s qualifications, the interview almost always focuses on the technical skills and experience because it’s simply easier to discuss and judge. As a result, most applicants end up being hired based on their experience rather than their attitude, even though the studies regarding hiring methodologies and both short- and long-term new hire success have made a few facts very clear:

  • Skilled and experienced employees with rotten attitudes fail quickly
  • Unskilled and inexperienced employees with excellent attitudes succeed in the long run

By filtering out the worst hiring predictors and focusing on the best predictors of job performance, you can improve those “flip-a-coin” odds and build a more effective and reliable hiring process. According to Forbes, employees who are truly motivated and engaged in their work are more likely to perform, to collaborate with their colleagues and to remain loyal to their employer. Analyzing the motivational drivers of your candidates, and matching their inner drive with the needs and ambition of your clients not only helps you as a recruiter to create a better match and to lower recruitment costs, it also helps you to minimize the chance on an occupational mismatch and to guarantee a quality solution.

Increasing your awareness and understanding of what drives your candidates is harder than it seems. Candidates who seem a right fit based on their CV and presentation, can easily appear to be different in real life.

My.Scarfforce helps recruiters to assess and analyze the the motivational drivers of their candidates in a quick and efficient way, and to find and select the candidates whose inner drive is a perfect fit with the needs and the ambition of their clients.

Matching the inner drive of your candidates with the ambition of your clients potentially means a better job fit and less recruitment costs