Passion: a 2-Way Street

Passion is everywhere in recruiting nowadays. It’s almost a required word in job postings. It’s in blog posts. It’s a part of performance reviews. It’s talked about on Twitter. Now, it’s the topic of a Forbes column.

Generally, I get it. I like the idea. Passion – we need that. We need people with it. It works – in business, in sports, in politics, in deciding who you want to be around. You want to be surrounded by passion.

But too little is made of how fleeting passion is; how much it can wax and wane, be created and destroyed, how it is not just something we have or don’t have, but something we have one day about one thing but not the next day about another.

Give people all the things every management and human resources publication and training course and college business class talk about, and the passion goes up. 

Appreciation. Thank-yous. Flexibility. Autonomy — the chance to do your work your way, your creative way, how and when you can do it best. The chance to learn new skills. The chance to grow. Money – give people more money, and voila, the passion rises.

I’ve seen people who seem miserable at their jobs get better bosses or different working conditions and almost overnight they’re far more passionate.

I’ve seen employees get new bosses, or become part of new (merged/acquired) companies, or get new policies, and become far less passionate.

It’s important to hire people who are passionate about what your company is doing. But it’s also important to understand how and why people become passionate, or less so.

 

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Helping People Who Move for Their Spouse's Job

Several Michigan employers are involved in a new program to help employ the spouses of people who relocate.

In short, companies pay about $5,000 for each person in the program (and potentially more later if the person is hired). The spouse of a relocating employee gets career counseling and priority consideration for jobs.

Stryker, Eaton, Kellogg’s, Whirlpool, and others are involved. More here.

No Resume? Smart Move by TiVo

As I said before, we can talk until the cows come home about what this mysterious word community means — generally, though, to me, it’s an online or offline sense of belonging.

So I’m not yet saying this offering from TiVo and find.ly is a community. I don’t yet feel any sense of connection to the community managers, or the other participants.

But not requiring a resume? That tells me TiVo gets it. 

Requiring a resume — that feels like a job site. Not doing so: that feels like something else, something less immediate, something less commital, more for — oh, no, I’m using the overused phrase — the passive candidates.

I think it’ll raise some questions in people’s minds who are thinking of joining. For example, it makes it clear that your professional information is shared with TiVo and your personal information stays private. But, could that make a passive candidate wonder if their Facebook profile will be updated to say “Jane Doe has joined the TiVo community”? 

Anyhow, join the community, and you’ll be directed to a page, powered by Jobvite, that shows TiVo’s open jobs. And, TiVo will keep its eye on your profile — using the social media site you choose — to see how you may fit into its job openings in the future.

When Products Blur and Blend

Vendors, often startups, sometimes ask my advice about the human resources market. 

One company that I was in touch with July 4 had some interesting thoughts, some of which I thought I’d share here.

Her email reminds me of what I found last week in Las Vegas, at the SHRM conference (see here and here for my posts on the event): that many companies describe their products just like other companies describe their products.

One company will say it’s the first end-to-end solution in human resources, technology for all of the lifecycle of an employee, from candidate to former employee. “Talent management,” they say. Other companies make the same argument, and have for years.

Or, they’ll say they’re the only “fully integrated solution” — except for their competitors, who say something similar.

Anyhow, as mentioned at the outset, here’s the latest email I got, this one from a not-new seller of services to human resources and recruiting departments. Perhaps it’s a good summary of how others feel.

Todd, I am trying to follow the scene, which is confusing — everyone is “partnering” with everyone else to provide a “full solution.” So you have various technology solutions that seem to offer the same thing while everyone is claiming to be different … RPOs, recruiting technologies, sourcing platforms, CRMs, talent filters, job boards, social networking recruiting platforms, blah blah. Meanwhile everyone is on everyone else’s website (in the alliance or partner area). I assume that some of these offers are integrated right into the larger platforms — but I am not really sure. So, it is really hard to clearly delineate and differentiate between all the offerings – at least in terms of WHAT THEY DO (or claim to do) and under what heading/category.

Is it really as obscure and amorphous as it seems to me?

… EVERYONE and their grandmother has a social networking app to fit with their technology … and so forth. In terms of how each offering is indeed different is very confusing unless we are talking details.

So we (as “consumers”/recruiters) can’t separate what one company does SO DIFFERENTLY from the other. … Do you have a better solution? Am I missing something or is everyone selling the same thing while everyone claims to be different? The offerings just seem to blur and blend to the unpracticed eye (although I have been in this field for some years now)…”

I’d love your thoughts.