Discover the motivations of your candidates and employees with our DRIVE questionnaire.


  • What’s the objective of this questionnaire?
  • How is it constructed?
  • How to interpret it



Motivations ?

It might seem difficult to evaluate the motivations of a person because very often, people know what they don’t want to do but are more hesitant when it comes to knowing what they really want to do.

  • The DRIVE questionnaire allows us to identify what engages your candidates and employees
  • It is constructed using various universal models of motivation, each created by renowned psychologists.
  • It defines 20 motivating factors – engagement isn’t simply influenced by one unique factor

We often have the tendency to think that it’s enough to study the personality in order to understand an individual. We can’t underestimate the importance of motivations- an essential element in the engagement and satisfaction of someone within a professional context.


Why concentrate on motivations?

Let’s imagine that we have two candidates or two employees with similar personalities. Their personality is in line with our expectations,whether it be for a specific job or for internal mobility. It’s at this moment that the motivations come into play. Each person will have different motivations which will distinguish them from each other.

Evaluating the motivations allows us to:

  • Validate that the candidate’s expectations are in line with the job
  • Identify what motivates the employee to help put together a career development plan 

By taking the motivations into account you engage your employees in the long term- reducing turnover, and frustrations for both the employee and employer

The combination of motivations and personality allows us to understand what the person wants to do as well as what they can do. By amalgamating these two analyses, we get what we call are someone’s “Natural Talents”


What is a natural talent? It’s what you do better than anyone else!

  • “Because I do it naturally, it’s part of my personality”
  • “Because I’m motivated by this!”



For a person to be satisfied in their job they need to be in line with their professional environment. This spans across three categories:

  • The Organisation- The company culture (we’re not all  receptive to the same working environment)
  • The Team Those with whom they work daily, such as their colleagues or manager
  • The Job- The tasks in which that person wants to invest themselves.

We refer to these three levels of satisfaction as the Person/Environment fit.

Contrary to someone’s personality, which stabilises around the age of 30, motivations depend a lot more on context.

What motivates you today may not motivate you in two years’ time.

When analysing a DRIVE report, make sure to verify its completion date to make sure the questionnaires are as up-to-date as possible.



In the DRIVE report, you’ll find all of the information to enable you to understand what motivates an individual across the following three categories:

  • Job: The information relating to their three ‘preferred activities’ allows you to ensure your employee is working on the tasks that motivate them the most.
  • Team: The two styles of leadership which motivates them most and their ideal type of leadership which will encourage them to give the best of themselves.
  • Organisation: The cultures which allow the candidate to flourish gives us information on the type of company culture that the employee will thrive in.
  • We explore these three categories of satisfaction further in the following pages of the report


Download the DRIVE interpretation guides HERE.

For some people, the three categories each hold equal importance. For others, it’s possible that one of these three categories will have less impact. For example, certain profiles can adapt to any company culture, while  some can be satisfied with any style of management.

In the report you’ll also find these three categories divided up into 20 fundamental motivating factors – also called DRIVERS.

These motivations are easy to interpret. They appear under the following categories:

  • Motivations linked to specific tasks- What the person wants to do
  • Motivations linked to relationships- How the person wants to do it
  • Motivations linked to the organisation- In which environment they want to do it
  • Personal motivations- Why they want to do it

To make it easy to analyse these drivers, they are presented in order of importance for each person. The more the gauge is in red, the less important it is.

In this example:

“Create new things” is indicated in green.
This means that it’s a crucial motivation for this person, being in situations where they can think outside the box to find new solutions. They like to innovate and use their imagination in the context of work. If this person is not encouraged to think like this they could be frustrated by the lack of opportunity to express their ideas.

“Have an attractive salary” is indicated in yellow
This person likes to earn a lot of money. The idea of earning money or material things plays a role in this person’s motivations at work, however, it’s not the only factor. Other motivating factors are more important in order for this person to feel more satisfied and compensated at work

“Evolve in a secure environment” is indicated in red.
This person needs change and uncertainty. They appreciate evolving in a changing environment. A routine and stability in terms of work is not stimulating for this person and could lead them to be disengaged. They’re looking for a company that looks towards the future and is willing to take risks.

The 20 DRIVERs are the same for everybody. They are listed in order of importance for each individual.

Be careful, we’re talking about motivations here. It’s not because this DRIVER is indicated in yellow or red that the person can’t perform this task. For example a yellow/red for “analyse data” doesn’t mean that this person can’t do this task, but rather, that it’s not necessarily what will motivate them.

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