1. Intrinsic motivation

Self-motivated people are often powered by a strong internal drive to succeed. They can find a reason to care about every project, task or goal. The drive varies by person. Some employees thrive on pushing themselves to new limits, while others are pleased by successfully completing a job.

Since they don’t need extensive oversight, intrinsically motivated people are often a good fit for roles that involve remote or independent work.

How to hire for intrinsic drive self-motivation skills

Attract candidates with an intrinsic drive by using these tips to write a job description:

• Ask for applicants who can work with minimal oversight
• Emphasize skills such as self-motivation, discipline and self-regulation
• Request people who thrive while working independently

Assessing the skill

These methods can help you assess a candidate’s intrinsic motivation:

• Targeted questions: Ask what motivates a candidate to succeed.
• Behavioral questions: Ask candidates what they liked and disliked about past management styles and assess whether they preferred autonomous work or lots of supervision.
• Scenario: Present a situation where the candidate has to work through a challenging situation and ask how they would maintain motivation.

Related: Motivational Fit: 4 Interview Questions To Ask (With Downloadable Templates)

Roles where this skill excels

Roles that depend on intrinsic motivation include:

• Customer Service Representative: Because this role can involve interacting with frustrated customers, it can be helpful if agents are motivated regardless of the situation.
• Call Center Representative: These workers deal with high-stress conversations regularly, and intrinsic motivation can drive them to succeed.

2. Self-awareness

Self-motivated people usually have a high level of self-awareness. They have a deep understanding of their own thought patterns, triggers, emotions, motivations and behaviors. With that information, they can adjust their work environment or style to produce the best possible results.

For example, if a self-aware employee recognizes that busy environments make them lose focus, they’ll actively seek out a quiet, distraction-free workspace for important tasks.

Self-awareness is a valuable self-motivation skill in any industry, particularly in roles with a great deal of responsibility. Self-aware people are often honest about their own shortcomings and know how to overcome them.

How to hire for self-awareness

Consider these tips to write a job description that attracts self-aware candidates:

• Mention the need for regular self-evaluation.
• Include skills such as emotional intelligence, prioritization and an awareness of strengths.

Assessing the skill

These methods can help you evaluate candidates’ self-awareness:

• Self-evaluation questions: Ask candidates to describe a time they received feedback and how they responded.
• Sample scenarios: Present a challenging workplace scenario involving a project outside the candidate’s expertise and ask how they would proceed. Note how they acknowledge and work around their strengths and areas of improvement.
• Check references: After an interview, call references to see if their impressions align with the candidates’ self-assessments.

Roles where this skill excels

Roles that often require self-awareness include:

• Owner-Operator: Self-awareness helps owner-operators hire people with complementary strengths to enable faster growth.
• Manager: Managers must be aware of their weak areas so they can delegate tasks appropriately.

3. Dedication

Dedication is the practice of setting goals and following through on them. Dedicated employees stay committed to their objectives, even in the face of challenges and setbacks.

A dedicated employee is more likely to find creative solutions and persevere until they accomplish the task at hand. This skill is critical if your company frequently tackles difficult projects or relies heavily on innovation—dedicated team members explore all avenues in pursuit of a solution.

How to hire for dedication

To attract dedicated candidates, consider these tactics as you write a job description:

• Note that the position requires determination and creativity.
• Request applicants with a record of success on challenging tasks.
• State that you intend to ask for references who can speak to applicants’ work ethic as part of the application process.

Assessing the skill

These methods can help you evaluate an applicant’s dedication skills:

• Experience evaluations: Ask about a past project that required the candidate to exercise dedication and grit.
• Interview questions: Use questions that help evaluate the candidate’s staying power and follow-through, such as “What do you do when faced with a setback at work?”
• Scenarios: Describe a challenging scenario the candidate might face in the job and ask how they would motivate themselves to stay dedicated to the task.

Roles where this skill excels

Positions that often require dedication include:

• Engineer: Engineers often deal with setbacks due to design failures and poor test results. They must remain dedicated to the task to find a solution.
• Software Developer: Developers must stay committed to the project even as they encounter bugs, coding errors and unusual performance results.

4. Positivity

Positivity is the ability to be optimistic about any given situation. Positive employees acknowledge setbacks, mistakes and challenges, but they don’t dwell on them—they find a way to learn or grow from the experience. Because they don’t sit with negative emotions for long, they’re often better able to manage stress and stay productive.

When you’re hiring for self-motivation skills, it’s essential to recognize the value of positivity. Employees with this skill not only motivate themselves, but they can also boost morale and help other employees keep going through difficult times.

How to hire for positivity

To write a job description that brings in positive applicants, focus on these tips:

• Mention that you’re looking for applicants with optimism and a growth mindset.
• Express a preference for people who can maintain a positive attitude despite setbacks.
• Call out relevant skills such as problem-solving, resilience and emotional intelligence.

Assessing the skill

These methods can help you measure a candidate’s positivity:

• Behavioral questions: Ask candidates to describe how they’ve handled difficult situations or setbacks while maintaining a positive outlook.
• Experience examples: Request specific examples of how they’ve supported or motivated colleagues during high-pressure situations.

Roles where this skill excels

Positivity is often an essential skill in roles such as:

• Customer Service Manager: Service managers often deal with escalated complaints and employee difficulties, so it’s essential to maintain a positive outlook.
• It Technician: Many IT professionals spend their days fixing problems; positivity can make the job easier and less stressful.

5. Initiative

Initiative is the practice of assessing a situation, identifying opportunities and taking action without being asked. Employees with initiative often take it upon themselves to solve problems or find a better solution before their supervisors notice the issue.

Workers who can take initiative always look for ways to increase productivity, resolve inefficiencies or tackle issues. They can save your company time and money and help you develop more innovative solutions.

How to hire for initiative

Attract applicants with initiative by writing a job description that:

• Mentions that the position offers decision-making autonomy
• Shows a preference for candidates who are always seeking improvement
• Includes desired skills such as proactivity, persistence and problem-solving

Assessing the skill

Assess positivity with methods including:

• Past accomplishments: Ask candidates for examples of self-motivation in their professional lives. In particular, ask about times they showed initiative in the workplace.
• Scenario responses: Describe a situation in which the candidate notices an opportunity they can take advantage of and ask how they would proceed. Note if they act independently or request permission first.
• Self-assessments: Ask candidates to evaluate their ability to take initiative in past jobs and inquire about the changes they’d like to make moving forward.

Roles where this skill excels

Candidates often need strong initiative skills for jobs such as:

• Chief Operating Officer: This position has a high level of autonomy. The person in the role must take the initiative to solve problems, refine workflows and adjust strategy.
• Creative Director: Creative directors need to have the initiative to tackle new problems, invest in new technology platforms and adjust the team process to suit client and company needs.