You don’t have to be a fan to know we’re in the heart of football season right now. So, in the spirit of the season we ask: are you recruiting the right players for your company’s roster? The marketplace is looking forward to an upturn, and savvy recruiters and hiring managers are preparing now to secure the talent they will need to boost momentum in 2024. But will you pick the right candidates?
#1 draft picks don’t always pan out
“Leaders invest a lot of time and effort in recruiting and talent spotting, but sometimes we just plain blow it,” warns Forbes Senior Contributor Don Yaeger. That’s because, as he puts it, “one of the hardest things to measure is what’s going on between the ears.”
Case in point, the recent Sunday night game between the 49ers and the Cowboys. Two top-3-pick quarterbacks – neither of whom was up to the job. Clearly, notes Yaeger, some players simply cannot master the tactical and leadership requirements to be a starter in the pros.
Our team here at Power-4 couldn’t help but notice the parallels with our own type of workforce recruiting.
It takes more than great stats
Not every star candidate has a star resume. If you let yourself get caught up in checking off bullet points – your list of essential skills and/or experience -- you can easily lose sight of the person behind that data. That could backfire because you’re not hiring a resume; you’re hiring the whole person.
Successful coaches look for great stats, but they also evaluate that prospect’s potential to benefit the franchise holistically, on and off the field. Attitude can be just as powerful as skills and experience. Maybe more so because you can’t change someone’s attitude, but you can teach and expand upon existing skills and training.
You might get lucky and find the perfect candidate who has it all – skills, experience, can-do attitude, cultural fit. More likely, that person doesn’t exist. Or they aren’t available just now. If you hire a strong candidate with obvious potential, you can help them grow into the job. That kind of investment can boost your team’s performance now and in the future.
Sometimes you have to trust your gut
We all know that hiring is both a science and an art, and there are times when the “art” side can push your team over the goal line. No candidate checks every box. But keep in mind that most employees are let go because they aren’t a good fit, not because they can’t do the job.
Listening to your gut can also tell you who may look good on paper but won’t be a good fit within your organization. Avoiding hiring mistakes saves money on turnover and saves wear and tear on team morale. No matter how skilled someone is, they must also have a history of being a great co-worker.
You’re looking for someone who is an “over-achiever” – someone with the initiative to proactively boost your team’s energy level and performance. How will you know?
Ask them! Who are you when you aren’t at work? What do you like to do, or what have you accomplished, outside work? Volunteering, college athletics, leadership in campus groups or community organizations can reveal a lot. Multi-dimensional people bring more value (and transferrable skills) to the team and are great assets to company culture.
Look for individuals who are passionate, people who have demonstrated the ability to adapt. Observe how well they listen when someone else is talking, and whether they make an effort to follow up in some way. What kinds of questions do they ask?
Above all, advises Don Yaeger, look for signs that your prospect will be a good role model for others. Arguably the best professional QB ever, Tom Brady was not drafted until the sixth round, at which time he was brought on as the Patriots’ third-string quarterback. Throughout his career, however, Brady showed himself to be selfless, always making things about the team, not about himself.
A good teammate is never a bad hire.
Team Up with a Professional Recruiter
Talent scouting is a full-time job, and you need to make connections now to address hiring needs effectively as they arise. Not just new connections for your pipeline, but individuals you may have talked with but who weren’t ready to move at the time. It is essential to stay in touch to stay top of mind with them and up-to-date on their current status. The right recruiting partner can build your confidence as well as your recruiting
Who else has their ear to the ground? Your own employees! They know who’s looking, and they know who they want to work with. A referral program lets you tap into their networks. Involving the whole team helps build a better, stronger organization. Could 2024 be the year you take the title?