Drafting the Right Person

NFL_DraftThe 2014 NFL draft is now in the rear view mirror.  Did your team(s) select the right players?  As a Titan’s fan, I’m always left guessing but overall, I’m happy to see they picked a strong running back, and time will tell if Zach Mettenberger is a good pick.

When hiring for your organization, do you treat it like the NFL draft?

Though not as glamorous as the draft, there are some pointers from the draft that you can apply to your job searching process.

Do your research

Scouting_FootballNFL teams spend countless hours and a small fortune on scouting.  They research players, view their performances and decide if the player would be the right fit for their team.

Should you treat your job search any different?

When interviewing for a position, a candidate will submit a resume and fill out an application.  Since they have done their part, you need to do your part and conduct research.

  • Call former employers:  If you call the HR department, most likely you will receive a boilerplate statement, “Candidate worked from point a to point b.”  But if the candidate has the supervisors name listed, why not call them too?  If they left on good terms, then the direct supervisor may give a more accurate picture.
  • Call references: People often chuckle when I mention this one due to the fact that references are hand picked from the candidate.  I don’t disagree with their logic, but I challenge them to be creative when reviewing the references by seeking the answers to the following questions.
      1. How long have they known the person?
      2. How they know the person?
      3. Can they give an example of the person’s work?
      4. Can they explain the person’s character?

If you get those answers from different personal references, you can get a better understanding of who the person is.

  • View LinkedIn: Hiring based upon social media sites has recently been scrutinized; however checking a LinkedIn site can help you get a a better idea of who someone is.  Also be sure to review written recommendations; though I would be cautious of endorsements due to how easy it is to endorse someone on LinkedIn.

Draft Someone Who Fits In

Quarterbacks_DraftDuring the first night of the draft, Jon Gruden kept questioning why teams had not drafted Johnny Manziel.  Gruden’s question was finally answered by the Cleveland Browns when they picked Manziel in the 22nd spot.

But why didn’t the other teams pick Manziel first?

The Jacksonville Jaguars had the opportunity, but chose quarterback Blake Bortles instead.  But why Bortles over Johnny Football?

It is simple, Manziel wasn’t what they were looking for in their draft pick.  The Jags needed a quarterback who they could develop into their system and could prevail when faced with certain adversity issues.  Take a look at some of the performance examples of Blake Bortles.

  • No injuries: While at UCF, Blake was sacked over 50 times!  Despite this issue, he was never injured.  This may seem like a laughable point, but considering that Jacksonville has offensive line issues, this statistic bows well for Blake.
  • Performance under pressure: In addition to the 50+ sacks, Blake was able to complete over 50% of his passes while under pressure from the defense.  This puts him in the top five amongst Automatic Qualifying (AQ) conferences.
  • Comeback Kid: Continuing with the under pressure theme, Blake had six second-half come from behind wins last season.  This ties the record with the most in college football for the 2013 season.

Add these examples to the fact Blake played college football within a two hour drive to Jacksonville and you can see why the Jags chose Blake Bortles.

Similar to hiring, you have to find the person who fits your company’s culture; not just a person who can fill an open position.  Many times companies will hire a rising star in their industry and then be dissatisfied with their results.  Don’t be fooled by a rising star and instead look for someone who has the natural fit for your company culture.

Does your company handle hiring like this?  When hiring, what strategies have you used that proved to be successful?

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About Jeremy M. Price
For twelve years, I had the pleasure of working in community banking. Starting in customer service, I worked my way up to a senior level marketing and human resources director. It was great leading teams that improved strategic initiatives including, but not limited to brand awareness, digital communication, employee development and product development. This experience has now led to an exciting role with CRS Data. As the Product Marketing Analyst, I am currently reviewing the company's banker suite product. This product is able to help community banks reach their fullest potential in real estate lending. I am extremely fortunate to share time with my son while enjoying life in East Tennessee. The two of us enjoy the views of the Smokey Mountains, eating good food and having fun. During my free time, I enjoy running races, traveling and listening to great live music.

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