Behaviour, motives and preferences
– also in the young generation
SELF-DISCIPLIN
SELF AWARENESS
SELF INSIGHT
SELF REFLECTION
Introduction to IPA Core Meta Factors
‘By understanding motives and preferences, we gain insight into what drives and engages a candidate, and what values and preferences guide their decisions’
IPA Meta – In-depth insights into motivation, preferences and values
IPA Meta goes one layer deeper than classic personality profiles. Where IPA Core Personality describes a candidate’s natural behaviour, IPA Meta helps uncover the underlying factors that influence engagement, well-being and decision-making processes.
Remember in META, Core is included, so META covers behaviours, motives, preferences and values.
By using IPA Meta, you get a solid foundation to:
- Match employee motivation with company culture and tasks
- Create stronger teams with better internal dynamics
- Understand how values affect collaboration and leadership
- Ensure long-term engagement and job satisfaction
How is IPA Meta used?
IPA Meta can be integrated into:
🔹 Recruitment – Find employees who not only have the skills, but are also passionate about the job
🔹 Talent development – Identify potential and development areas to ensure motivation and growth
🔹 Leadership and team development – Create teams that thrive and perform optimally
🔹 Organisational analytics – Gain insights into how motivation and values align with company strategy
IPA Meta gives HR and managers an effective way to understand and manage employees on a deeper level. The result? More engaged employees, stronger teams, and an organisation that creates sustainable success.
Times are changing
Times are changing, and people’s perception of the world – and themselves in the world – has changed significantly over the last 20 years.
In relation to working life, we must first and foremost deal with the increased individualisation and its impact on people’s more concrete behaviour.
The strongest engine and driving force of the zeitgeist is the individual’s endeavour to create their own narrative as a basis for consciously building a personal identity and self-understanding.
Individuals today are more conscious of their behaviour and being than they were just a generation ago.This changes the way we need to gather knowledge about people in working life in relation to all the tasks we solve in both Recruitment & HR.
The background for this change
IPA Nordic’s basic assumption is that at each Main Factor in the IPA Analysis, our underlying personal values and motives support and reinforce the personal qualities and individualised work qualities we develop as people.
Our highest and most important values contain the deepest vitality and energy in our lives, and it is obvious that there is a connection between the way we think of ourselves in the world based on our personal values and our more concrete behaviour. Our values determine the highway of our working life.
Thus, the idea is that the four meta-factors underpin and “embrace” and qualify the more concrete behavioural traits in the IPA Analysis on each Main Factor.
The challenge
Our motives, and even more so our personal values, lie deeper and often unconsciously hidden in our personality. This means that it is more difficult to define and especially operationalise the factors we choose to work with in the IPA Core Meta Analysis.
The journey from motives and especially values to the “surface” in the form of behaviour that can be operationalised and measured is simply much longer and more influenced by both internal and external factors in relation to the individual.
Welcome to the understanding of META.