In the National Football League®, the teams that are the best talent evaluators are generally the ones that win the most games. So as the talent race heats up, the need to proactively seek out the top talent in your industry is more critical than ever. Take a lesson from the NFL’s proven recruitment model to help your business build the best team possible.

When it comes to hiring the best and brightest, talent recruiters may want to take a look at how the NFL recruits its players. Each of the 32 NFL teams invests heavily in its talent pipeline and is ready at a moment’s notice to fill a position of need.

NFL teams wouldn’t consider signing a player unless they have a high degree of confidence that he will make a contribution to their team. And it shows on the field. The teams that are the best talent evaluators are generally the ones that win championships.

It’s a recruitment model that could work well for your business, especially as the race for talent heats up.

“Next Man Up”

Recruiting specialists divide potential candidates into two groups:

Active applicants

These individuals are actively seeking new opportunities. They may or may not currently be in the workforce.

Passive applicants

These candidates have jobs and are generally not looking for a new position, or are just casually looking. Today, your future hire might be working for a competitor or in a similar industry. Even if they aren’t actively searching for a new employer, many are open to learning about new opportunities.

Passive candidates have a few things in common that recruiters should take into consideration:

• They usually don’t have a resume ready to go, so you’ll need to create other ways of learning more about their qualifications, such as a simplified online application.
• Your current employees are a great resource for identifying qualified passive applicants among their networks of former coworkers, industry contacts, friends, family and neighbors.
• Because passive applicants aren’t active in the job market, they probably aren’t talking with your competitors. Gain the advantage by identifying and proactively seeking them out first.

In the Huddle: Turn Passive Applicants into New Hires

Unlike the NFL, most companies don’t have a draft or free agency to fill positions in need. So where do you find qualified applicants?

Be Open to the Non-Traditional

A traditional resume can tell you a great deal about a candidate’s past experience, but not a lot about their personality. Video resumes are on the rise and some organizations are requesting them as part of the screening process.

Video technology is also expanding into the interview process. Since you’re not limited by geography, it enables you and colleagues in other offices to interview long distance. And you can provide candidates with video and web links to review and discuss during an interview. While it’s not a replacement for in-person interaction, video interviewing can help you screen candidates before investing in a live meeting.

Consider Boomerang Recruits

The best person for the job may be someone who did the job in the past. “Boomerang” employees offer a number advantage:

• They already know your business and culture
• They require little training since they’re familiar with the position
• They can bring fresh ideas from their previous employer(s), plus the know-how to implement them for your company
• You regain your investment in valuable human capital
• Since both parties are familiar with each other, the hiring process goes faster and costs less

However, before hiring a former employee, it’s important to address the reason why he or she left in the first place.

Building Your Best Team

Ask any recruiter about their biggest challenge and they’ll tell you it’s “finding quality talent.” Unlike the NFL where the teams that finish last get the first shot at top draft picks, companies that aren’t continually looking for quality employees may find themselves sitting on the sidelines.

¹ Jobvite, 2014 Social Recruiting Survey, page 2.
² Jobvite, 2014 Social Recruiting Survey, page 16.
³ LinkedIn Talent Solutions, US Recruiting Trends, 3 Must-Know Talent Acquisition Trends for 2015, 4th Annual Report, page 22.

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