But how does it work in practice? New recruits take a 200-plus question career test to identify activities they enjoy the most and establish their long term objectives. Then, Spire structures jobs to fit employees, rather than finding employees to fit certain roles.
Investing in employees after you’ve only known them a few weeks, and publically promising not to fire them, could easily backfire – so is it too dangerous a move for most HR managers?
John Boudreau, a professor at the University of California’s Marshall School of Business, says companies – especially in the tech sector – could be putting themselves at risk if they make a similar commitment.
“The world moves much faster and [more] unpredictably now than it has before, and in ways that can significantly affect employment,” says Boudreau – even organizations with the most meticulous recruitment process could find themselves stuck with employees whose knowledge and expertise is irrelevant or outdated.