Last week, I shared a theory developed by Victor Frankl that differentiates “happiness” (that is short lived) with “meaningful life” (that is lasting and transcends life’s circumstances).

Frankl demonstrated the single-minded pursuit of happiness without meaning is a dismal dead end.

While at some level we all acknowledge the truth in Frank’s findings, its remarkable how difficult it is to apply this principle in our day-to-day lives—especially when it comes to recruiting top talent and retaining our best agents.

How many times do you find yourself selling short-term happiness (ie. better splits, technology solutions, benefits of being in your office, etc.) rather than promoting long-term meaning in the recruiting process?

Of course, we’re all guilty of this. It’s what we’ve been taught to do, and it seems like the right thing. For Frankl, it took some very dire circumstances to realize the harm in such an approach.

During his time in the Nazi concentration camps, Frankl noticed a number of his fellow inmates who focused attention on their own gratification eventually lost all hope of survival.

In contrast, those who focused on a purpose beyond themselves (typically long-term objectives involving loved ones or unfinished important work) saw the difficult circumstances as an opportunity to restore faith, hope and love—both in their own lives and the lives of others.

Frankl not only documented a greater survival rate among the second group, but he also noticed these individuals were like magnets to the other inmates. They became leaders without the title.

There are two important lessons a hiring manager can take away from Frankl’s research.

Your long-term wellbeing is important. Are you focusing on short-term happiness or some long-term meaningful objective? Do you have a loved-one, shared goal, or important work that you’re striving to accomplish (beyond what you do in your job)? If not, you too are in Frankl’s first group. Your survival may not be at risk, but your long-term wellbeing is in jeopardy.

There is a secret to attracting others. Have you ever noticed how some leaders seem to have a magnetic attraction? Everyone wants to be on their team. Why? Frankl would argue these leaders possess and live out a meaningful purpose in their own lives. They exude energy around that purpose and inspire hope. They may have a title, but they wouldn’t need one.

The Thanksgiving holiday is a great time for reflection. Take some time to focus on the reality that Victor Frankl calls us all to consider. It’s worth the time—both for you, those you lead, and those you hope to attract to your team in the future.

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