According to author Harrington J. chapter in “Total Innovative Excellence” for an employee whose salary is US $60,000, it will cost the company anywhere from US $30,000 to US $45,000 to hire and train a replacement. So why not starting it of with the right motivation? And why, with the right motivation, when it is the motivation that is right to begin with? I argue differently and believe that the motivation is often rather imaginary and targeted towards what is wanted as desired motivation. This makes applying and the review of applications more time-consuming for both employees and applicants. To reduce that I suggest to deviate from the letter of motivation and reduce it to a 6-7 sentences e-mail with what “realy does motivate or not”. Following you can find my arguments, with backgrounds drawing from psychoanalytical theory, which is much about what happens “unconciously”;
Unless your bills are paid by themselves, the primary motivation to apply for a paid job is very likely to get paid. Even if it is our dream job, we’d still want it to pay. Now we could mention it in letter(s) of motivation, but somehow it appear(s) unpolite to have a salary as prime motivator. Why? After all we want motivated employees and it seems that salary should not be the key factor for motivation, because the motivation should come from “within”. Ironically, it is also not neither nor. Because the salary is important, does not mean the rest or the motivation is not. Maybe there is no other motivation then the salary, and that may be okay too, if it is what sustains or has one grow in the company. After all, we don’t know.
Now what’s a letter of motivation? It describes the applicants motivation. However, motivation(s) tend to be different and successfull letter(s) of motivation tend to not cater towards that, but towards the motivation that one could imagine as an ideal motivation to land the job. If we were real about this, we would understand that we don’t know what type of motivation a company is expecting, other then what our motivation is so that we find a good match that is as real as it can be.
Even though we slightly know about it, we tend to ignore it and enter the I call it “double-folded application trap”. We know what motivates us most likely and what does not. And something similiar might apply to the employer. Both know, there is no such thing as the super ideal candidate. As applicants we pretend for it to be not like that, because we want to get the job and as employers and recuriters we hope the ideal candidate with the ideal motivation is out there too. Now it starts; the ideal letter of motivation begins being targeted as well as waited for to be recieved.
Hours may be spend perfectionising it, because of how little it should lead to rejection. If the letter of motivation was most real, it would probably reject some ideals and illustrate a different motivation to none. It may even lead to self-rejection, because less criteria and a different motivation would be present. While self-rejection could be suitable, it also is less favorable for economic and competative reasons. It means at this point a letter of motivation is submitted, which can run risk to be rather imaginary. What is left is the question of what is real for those who wrote and for those who read it (even worse with story-telling). Are you really okay with working over hours or is this something you want to do out of a heart-break, which means you won’t sustain in that position?
This makes applying as well as recuriting tyring, because one has to first fish through what is real and what is less likely and that for multiple job applications and their reviews. Now, should we end the letter of motivation? I would say yes and reduce it to an e-mail introduction of required 5-7 sentences instead. After all the job appliction has already been read so that when someone is applying it can be assumed that there is “a motivation” and the five liner might illustrate which one it is or not. Maybe someone even has a different motivation that can be suitable too. And what even is ideal, when in the lack of it, new ideals or candidates with different skills and motivations might be found too? Maybe someones real motivation even suprises “I am going to be a mom in a month and want to secure a job before giving birth. I am a quick learner and would like to grow with you. It is only possible if my child can be a part of this. See my CV attached.”
Hope you enjoyed this. Let me know your thoughts in the comments.
Image Source: What it means to be “real” according to psychology by Steven Handel.