A competitive trait as a necessity for a job

...A job at any company I owed (or had any stocks in) anyway.

As I've always said, given that there are seven billion plus people in the world, the chances that someone will find the perfect role for their personality, let alone innate drives are minimal. To increase these chances, some searching is needed. From the employee as much as the employer. The employee may do some summer jobs while in school, hear anecdotes from relatives or career advisers at school, their parents...

Ideally zoning in on what they want to do. Still, however, the numbers they are competing with don't work in their favour. The employers can help with this. Though it doesn't seem immediately beneficial for an employer to be helping, when finding the best person for the available role at the time as their primary objective. The onus from the beginning of any career tends to be on the worker. To carve out their C.V., to include the relevant buzz phrases and buzz words to best appeal to the interviewer. But one way that the manager, or whichever representative is doing the scouting, can help (themselves and the worker) is by appealing to the competitive instincts of the potential new staffer. 

Let's look at the motivations of young and old when getting a new job. None of which have anything to do with the false pretences encouraged by stylising themselves with the pretentious fronts that last as long as the interview itself and have less than nothing to do with how they're fare come job commencement:

These motivations have to do with, financial gains, good work/life balance, good benefits, a friend at the company and bonuses. One way to tie all these in, in a way beneficial to both company and employee, is appealing to the competitive aspect of their persona tying into this motivation. 

This is of course assuming that s/he is honest about their motivation. But the truth here is easily gleaned; how honourable does the reasoning sound? Like a choice of politician I'd far prefer one who states their stances warts and all, brash or not, than one who seems too good to be true. Because history shows they always are. Though if the role is for a creative writing position, these Billy B.Sers would probably be in favour. Especially for a job with any of today's big media companies. 

If the prospective employee is motivated financially, then the offer of a piece rate contract, or bonus orientated perhaps shares in the company would be most prevalent for them. If they have friends working there, giving them their friends' targets hit and ask them how they would better these would be the best approach. Good work-life balance, then comparison with the most similar current employee and how quickly they enabled the work life balance to work even more in their favour via progression and how the prospect would propose getting there faster would be the best way to proceed. 

The benefits here are more than the skin-deep goal orientation that does simplify managerial jargon and bureaucracy that often alienates new staff early on in their tenure. More than this it will save the company money from investing in those that say but don't do. But also, the staff will endeavour to be more than just a quite attentive member of the roster, they will desire work to be more than a means to an end, but something that gives them meaningfulness. Something more than a short term burst of pleasure but the authenticity that will drive them to pursue. And the employer gets an investment that will pay dividends not just in what they contribute but the way they push their peers within the company to do the same. And as already stated, share common traits. 

A a gauge of employ-ability this interviewing process can be continually refined. One potential downside is that the Man united fan types might occasionally use underhanded tactics to achieve their goals. A throwing each other under the bus culture is never one destined for success (see the current tory party) so the company work space should be decorated with placards and posters of role models who embodied sportsmanship. Team games or sports events would also encourage bonding between staff. 

Even a dartboard out in the open and a ballot box once a week for who should feature on said dartboard out of gamesmanship archetypes. Just to channel any gamesmanship characteristics at, rather than their colleagues. 

What better a pool of people to choose from and leave the company to when you're ready to hang up the gloves/suit?