Rethinking Hiring Decisions: The Impact of Motivation Purity Bias
In the complex world of organizational selection, a new phenomenon has emerged, challenging long-held beliefs and practices. Termed “motivation purity bias,” this concept is reshaping our understanding of how hiring managers perceive candidate motivations and how they make hiring decisions. This blog post delves into the intricate details of this bias, exploring its implications for both theory and practice, as revealed by recent research.
Understanding Motivation Purity Bias
Motivation purity bias arises when decision-makers negatively perceive candidates who express extrinsic motivation, like financial rewards. They assume that these candidates lack intrinsic motivation, such as passion for the work itself. This bias is rooted in popular management myths that incorrectly suggest a zero-sum relationship between intrinsic and extrinsic motivations
Four studies involving hiring managers and business school students have provided robust support for the existence of motivation purity bias. These studies demonstrate that hiring managers often misinterpret candidates’ expressions of extrinsic motivation as a lack of intrinsic motivation. This misinterpretation leads to biases in hiring decisions, disadvantaging candidates who are upfront about their extrinsic motivations.
Simply put, when the candidate talks a lot about the importance of good compensation, the hiring manager concludes that they are “all about money” and don’t care about anything else. The hiring manager may then decide that the candidate is not a good fit for the team and is not really motivated to do the work.
Broader Implications
The pervasiveness of motivation purity bias in salaried employment decisions suggests its widespread impact on organizational practices. The bias persists even when candidates align their financial goals with their long-term personal aspirations, a situation typically associated with high intrinsic motivation. This finding indicates that overcoming motivation purity bias isn’t just beneficial for candidates; it’s in the best interest of organizations seeking optimal employee performance
This research highlights the need for a deeper understanding of naïve beliefs about motivation. Traditionally, motivation studies have focused on employee perspectives, neglecting how decision-makers perceive and interpret motivation. This misalignment then leads to organizations losing good talent by hiring managers who refuse strong candidates because of a wrong understanding of their motivation.
How to Behave on Interviews
Motivation purity bias challenges core assumptions in the interview process. Job candidates may believe they understand the image they need to convey in interviews and see expressing satisfaction with extrinsic job features as normal. Hiring managers view this negatively, complicating candidates’ efforts to manage their impressions.
For a candidate, the safer path is to build their image by first showing off their intrinsic motivation. Once they already created a positive first impression and the hiring manager wants to hire them, they need to bargain hard for proper compensation.
“There is nothing wrong with candidates saying that fair compensation is important to them. It doesn’t mean they don’t have the intrinsic motivation to do the job. They just behave like responsible adults with financial obligations they must manage.”
For the hiring managers, the same applies as for any other biases. Catching yourself in the act of motivation purity bias and putting it aside to give the candidate a chance to show that their motivation is more complex than just money is a must. Organizations might need to adjust their selection processes and educate hiring managers about the complexities of motivation.
Putting It All Together
The concept of motivation purity bias opens a new chapter in understanding organizational selection decisions
By acknowledging and addressing this bias, we can pave the way for more fair and efficient hiring practices that recognize the complex interplay of intrinsic and extrinsic motivations in the workplace.
Recommended by LinkedIn
Candidates, while it is important to negotiate a fair salary, be aware of this bias and lead by showing your intrinsic motivation first.
Hiring managers, there is nothing wrong with candidates saying that fair compensation is important to them. It doesn’t mean they don’t have the intrinsic motivation to do the job. They just behave like responsible adults who have financial obligations they need to manage.
What is your take on the topic? Do you think hiring managers consider the motivation of the candidate in all its complexity? When do you go for an interview how early do you bring up the question of money? How much do you focus on showing you have the motivation to do the actual job?
More on the topics of Recruiting and Career:
Originally posted on my blog about management, leadership, communication, coaching, introversion, software development, and career The Geeky Leader or follow me on Facebook and Twitter: @GeekyLeader