Fostering Excellence
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Hiring for Passion

Three Attributes of the Passionate That Advance Your Bottom Line

It is a truism that those with a passion for their profession or tradecraft make better employees. Passion brings with it many intangibles in employees who are highly are desirable in a new hire. These intangibles have tangible impacts on your business performance and bottom line for a variety of reasons:

Lower Management Cost – Employees who are passionate about their work require much less management overhead. They are self-starters, and stay engaged longer. They care about the company goals and need little reminding to work to fulfill them. Passion brings with it high levels of initiative. Passionate team members seek areas of improvement, and seek to solve company problems. They are self-motivated and do not need intervention from leadership to keep them engaged.

Higher Trained – Employees with passion for what they do seek training and personal improvement. They are rarely satisfied with their current level of performance and are constantly retraining. These types of employees go beyond their college degrees and bring to the table professional certifications that make them valuable team members.

Dedicated to the Profession – Employees who are passionate about their profession are often involved in that profession outside their current employment. They will participate in training others in their profession, or blog about best practices. They may be advocates for professional training, and will network within the profession to share best practices and experiences. They will volunteer with non-profits and utilize their professional skills to assist those organizations thrive.
Passionate employees should be deliberately sought after and nurtured. As a business leader, you will want to find these employees and spend most of your time collaborating with and cultivating them. If you take care of your best, your best will take care of you.

How can you identify the passionate in your candidacy pool when hiring talent? Look for indicators that they are passionate about their profession: advanced training, professional advocacy, blogging, volunteerism in the industry, etc. Dig deep with the references and look for indicators of high initiative and self-starting behaviors.

Michael Farr, PMP, is a Chief Master Sergeant in the U.S. Air Force and founder of He is passionate about recognition and enabling professionals to motivate their organizations through recognizing their member’s excellence. When he is not slaying dragons with his kids, he can be found at @fosterxcellence on Twitter and @fosteringexcellence on Facebook.

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