Not Everyone Who Can Do the Job Wants the Job

On paper, they’re perfect.

Right degree, right years of experience, strong technical skills.

But in the interview or worse, six months after joining — it turns out something’s missing: genuine motivation.

In hiring, being able to do the job isn’t the same as wanting to do the job. And that gap is often why good resumes turn into shortlived hires.

Let’s explore why it happens, how to spot it early and why staying power often matters more than pure skill.

1. Over-focus on hard skills 
Hiring managers love ticking boxes: years in role, software knowledge, certifications.

2. Rushed processes 
When timelines are tight, interviews become checklists instead of conversations.

3. Assumptions about brand pull 
“We’re a known company of course they’ll want it.” But candidates often want purpose, growth or culture, not just brand.

4. Candidates say what you want to hear 
Especially in competitive markets like Malaysia and Singapore, candidates often sell enthusiasm to get the offer.

Hiring someone who can but doesn’t truly want: 

• Increases turnover — disengaged hires leave sooner 

• Lowers team morale — colleagues pick up the slack 

• Adds hidden cost — re-hiring, retraining and lost productivity 

And it weakens your employer brand when former hires share why they left.

It’s not about candidates sounding cheerful.

It’s about alignment: 

• Do they see this role as a next step, not just a backup? 

• Does the team culture fit their work style? 

• Does your mission matter to them? 

• Are they curious to grow beyond the JD? 

Alignment builds staying power.

1. Ask about motivation, not just history 
“Why this role, now?” “Which part excites you most?” 

2. Look for research and questions 
Candidates who truly want the job often ask thoughtful, specific questions. 

3. Test for resilience 
Ask: “Tell me about a time you struggled at work. What did you do?”

Look for growth, not blame. 

4. Watch for energy shifts 
When talking about your product, team or mission — do they lean in or drift?

Local markets move fast.

Candidates may apply broadly, so you must filter for genuine intent not just ability. 

Also, multilingual or niche roles often have small talent pools. Hiring someone who leaves quickly means a longer replacement cycle.

• Add culture and motivation questions to your interview template 

• Align interviewers on what “fit” really means (values, team style, growth mindset) 

• Share real role challenges honestly, to let candidates self-select out 

• Partner with recruiters who pre-screen for motivation, not just keywords

Skills open the door.

But what keeps someone through hard months, shifting targets and market change? Motivation, resilience and a sense that this role is chosen, not just accepted.

Hiring should be a mutual choice.

The strongest teams aren’t built only from qualified resumes, but from people who choose to be there — and stay.

Want to review your process to hire for both skill and will?

📩 Let’s chat.