Drives Test

The drives test provides insight into what motivates a candidate to perform their best on the job.

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What is a drives test?

Everyone approaches their careers with slightly different priorities. One person might be looking for a job that has plenty of learning opportunities, that will challenge them and expand their skill set, while the next person might be looking for a job that offers security, and provides them with stability.

Candidates apply for roles they think fit their preferences, but some applicants are a better fit in this regard than others, and they might not know exactly what the role is offering. This test focuses on what makes an employee go above and beyond.

There are several factors that impact job performance. While an individual’s cognitive and technical abilities set a bar for their minimum level of performance, their motivation is what drives exceptional performance.

By ensuring that a candidate’s preferences align with what can realistically be offered in the role, you can set that individual up to be a top performer.

About the Drives Test

Hackman and Oldham’s Job Characteristics Model from 1976 laid the foundation to better understand what impacts employee satisfaction, engagement, turnover and performance.

The model lists five core job characteristics: skill variety, task identity, task significance, autonomy, and feedback.

The idea is that with the right level of each characteristic, an individual would be motivated to perform their best on the job. Not only does this work out from the employee’s perspective, where they enjoy their job more, but the employer also sees the benefits from enhanced performance.

Why should you use a drives test for recruiting?

The insights provided by the drives test allow you to see how each candidate aligns with the role, team and/or company. You can check to make sure you can offer the opportunities that motivate them to perform their best.

Checking for alignment saves candidates from a job they won’t enjoy, and employers from hiring someone they would struggle to motivate. It helps to identify candidates who are more likely to be engaged in their work, love what they do, and stay with the company in the long run.

Results can be used to ask follow-up questions during an interview to better understand if there is a good fit between the candidate and the role. Managers also often use these results post-hire. That is, they’ll refer back to them to ensure the employee’s needs are being met and to facilitate discussions about how their role might be enriched down the line.

Drives Model

Rather than using this test as a standalone data point where candidates are ranked against one another, it is advisable to combine it with other tests to provide additional information on a candidate’s fit rather than qualifications.

Pre-employment assessments are often used to ensure candidates meet a certain cutoff in an area of knowledge or a particular skill. The drives test is unique as it sheds light on a softer, less tangible side of the individuals applying to a company and how they might get on once in the role.

View a sample report

Results for the Drives Test along with other assessments the candidate takes will be compiled to produce a candidate report.

The report is automatically generated and available both online and as a downloadable pdf so they can be shared with other team members and employees alike.

App screenshot

How our test assesses drives

Inspired by Hackman and Oldham’s Job Characteristics Model, Neuroworx developed a framework to comprehensively capture elements of a job that impact employee motivation. With nine work drives, or motivating influences, our test efficiently assesses candidate preferences.

Candidates are given 20 points to spread across the nine drives, awarding more points to those that represent crucial motivators. This brief test takes about 5 minutes to complete and is not very demanding on candidates. Descriptions are provided for each drive for added clarity.

Results are easy to interpret, as the drives are simply listed in the order the candidate prioritised them along with the allocated points. This provides a picture of that candidate’s preferences and can be reviewed for alignment with the role.

Naturally, popular drives often vary across industries and settings. For example, Innovation is often a top motivator for individuals working in tech or product development, while Purpose is more highly valued by those seeking employment with non-profit organisations.

They remain relatively constant but may fluctuate or shift slightly, depending on what happens throughout an individual’s career.

This test was developed and reviewed by organisational psychologists and psychometric experts to ensure the results are meaningful and not disrupted by irrelevant bias or insensitivity. It is consistently one of our most popular and highly valued tests.

Our test platform

Our platform offers an extensive library of hundreds of tests, giving you the flexibility to select and combine them in any way that suits your hiring needs. From understanding specific role requirements to assessing general cognitive abilities, our diverse library ensures you can tailor your assessment process precisely.

Our test questions come in various formats, including multiple-choice, true and false, ranking and situational judgment, all ensuring comprehensive candidate assessment.
Role-specific simulations.
Experience real-world scenarios with our role-specific simulations, providing accurate insights into candidates' performance, readiness and fit for the position.
Adaptive scoring.
Our adaptive scoring system evaluates responses in real-time, by adjusting to the candidate's ability level, enhancing accuracy and reliability.

Curated by our
team of experts

Expert 1 Expert 2 Expert 3

Scientifically validated by psychometric specialists

  • Our team of assessment experts is made up of I/O psychologists, psychometricians, and subject matter experts who work closely together to ensure each test is accurate and reliable.
  • Our subject matter experts are rigorously vetted and typically have several years of experience working in their industries and hold advanced credentials.

Frequently asked questions

Which tests will measure motivation?

As well as the drives test Neuroworx provides, there are a number of different tests that can be used to measure motivation, including the Motivation Scale, the Achievement Goal Questionnaire, and the Intrinsic Motivation Inventory. These tests can help researchers and clinicians understand how motivated an individual is and what might be motivating them.

What are indicators of employee motivation?

There are many indicators of employee motivation, including job satisfaction, organizational commitment, and performance. Job satisfaction is a measure of how happy employees are with their jobs, and it can be measured through surveys or interviews. Organizational commitment is a measure of how attached employees feel to their organizations, and it can be measured through surveys or interviews as well. Performance is a measure of how effectively employees are performing their jobs, and it can be measured through performance reviews or other forms of assessment.

What is the cost for Neuroworx’s drives test?

We believe in simple, transparent pricing. We operate monthly and annual subscriptions so you can pick the perfect plan for you. Don't worry if you're not sure: you can always upgrade or downgrade later, or speak to us to discuss the option of a custom made plan to fit your needs. This is all you ever pay – no set-up or hidden fees.

Can I get a free trial?

Yes, sign up (no credit card required) and we'll give you a 7 day trial completely free. You'll get unlimited access to create as many jobs and test as many candidates as you like. You can cancel any time and you won't be charged anything.

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