Maslow’s law has been around for a while now and it most definitively defines the motivation a consumer has while purchasing a product, it’s being used very effectively by brands to align their marketing.
This got me thinking, how can we use this hierarchy of needs to fulfil the needs and cater to the motivation of prospective hires. I have a framework, which has worked well for me and should work for most of you.
This not only helps market the job better but it also helps you understand what you are looking for in a prospective hire. The identification and assessment become easier owing to the fact that you are clear in your head what the other party is looking for.
Maslow categorises needs in five different segments :-
Physiological Needs
This is most relevant for entry-level positions, freshers just out of school or people starting over. The people in this category are looking for a decent salary to cover their bases.
Security (safety) Needs
This is where your prospects are looking for a stable job, a job where they can spend 5–7 years and grow. A work environment where employees feel safe and secure is a must have.
Love and belongingness(Social Needs)
This is where culture comes into play, you are known for a culture which thrives like a fraternity and lures prospective hires.
Self-esteem(Esteem Needs)
In a recent survey by LinkedIn, the most common reason for people to switch jobs was career growth. Career growth boosts one’s self-esteem. One feels to have arrived owing to the designation and role one holds. People want to be associated with brands that give them social recognition.
Self-actualisation
This is what impact one’s work has on the world. After a certain age, the lure of money is not enough to overcome the inertia of changing one’s job, the want of doing meaningful work is the driving force here.
You can adjust your job description and align your hiring pitch based on what motivator you can provide to your future employees.