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Tag: how staffing is like football
Flexicrew will show you four football plays to help you recruit your next star workplace quarterback.
There are many parallels between a workplace quarterback and a gridiron quarterback. Football quarterbacks motivate, and drive their team’s results. In fact, teams often win or lose based on how well their quarterback plays.
In business, your managers are your team quarterbacks. They require as much careful selection as any first-round draft pick. So, a good manager can motivate the team to achieve to its full capability, while a poor manager can discourage, deflate, and ultimately drive away high performers. In fact, studies report bad managers represent the number one reason people leave their jobs.
So for recruiters, the bottom line is knowing how to scout workplace quarterbacks that have the talent to execute the strategic playbook.
Here are the four plays that will land you a franchise workplace quarterback:
It is really important to hire a manager who coincides with a team’s values. Since a manager’s role is focused on people-to-people interaction—giving direction, feedback, and constructive criticism—a workplace quarterback really needs to understand:
The manager’s fit with the team culture really impacts his entire work group’s attitude and performance.
Also, remember that a manager will eventually hire others into the company. Research recognizes that most managers hire people who are a reflection of themselves. If they’re a strong fit culturally they will have a further positive effect on the team.
Flexicrew ranks cultural fit near the top of our recruitment and screening approach. That improves our success and decreases the chance of a poor fit.
First, we require that our clients write a job description that highlights job culture. Second, we ensure questions relevant to cultural fit when interviewing for your workplace quarterback.
We suggest you incorporate employee referrals as part of your search process.
Because current employees have an understanding of your culture and will likely recommend candidates who fit that culture. That improves odds for a win in drafting your workplace quarterback.
Football coaches search for franchise quarterbacks like a Tom Brady or Aaron Rodgers. They want one who ideally will be in the huddle for many years, not just one championship season. Your business likely has the same focus when hiring your workplace quarterbacks. That’s why we take the long view right from the start of the recruiting process. You know the qualities you need in a manager today. But how will your firm develop? How would a manager’s style and responsibilities have to change as your firm moves forward?
Our professional recruiters and your hiring manager huddle together initially to ensure the job description, interview techniques, and candidate review approach all take a strategic view of the managerial operational role.
Finding your next star quarterback doesn’t only require scouting external sources. Your company may already have employees with the right managerial skills. For instance, current managers could be looking to switch departments. Or individual contributors may be waiting to be promoted to their own workplace quarterback position. Hiring from within has many advantages. In fact it means expedited onboarding , familiarity with company practices, and internal hires have established relationships with other employees.
Yes, all these drive immediate productivity without having to study a new playbook.
However, internal recruiting requires caution. You can sometimes make a mistake assuming that a persuasive individual contributor can become an effective manager. The role of an individual versus manager requires entirely different skill sets. Even though continuing to promote top performers may seem like a natural progression. Yet, we’ve all heard of the Peter Principle. That’s why Flexicrew helps clients evaluate their internal talent to find ‘under-the-radar talent ready for more responsibility.
Fundamentally, a manager’s responsibility is more about working with others and less about production. Managers need to be ‘people persons’ and help their team solve unforeseen problems. So, that’s why we like to include situational interview questions like: “what would you do if…”. They can be useful for our recruiters to decide if a job-seeker is a good fit.
Also, we ask candidates how they would react to events they could experience on the job. We probe for situations your department has tackled previously. Situational questions should help form your judgment of the candidate’s decision-making skills, communication style and common sense.
In addition to questions specific to your company, we ask candidates for examples of how they’ve handled situations in other organizations. A flexible candidate should have sufficient examples in their background.
Our other post will help your recruiting success rate, “The 5 Common Hiring Mistakes to Avoid”
In business, there are several ways staffing is like football.
At Flexicrew we often discuss recruiting and sports analogies. And recently, one of our recruiters blurted out, “Staffing is like football.” We discussed this idea with several thoughtful employers and they also see parallels where staffing is like football.
Both football teams and employers have to manage their staff size to available budgets annually.
And that ain’t easy…
On salaries alone, NFL teams have considerable variability on base pay, bonuses, performance overrides, etc. Companies must predict business demand changes, performance increases, employee retention and continued evolving responsibilities. But, in a quote from Yogi Berra, “Never make predictions, especially about the future.”
Dealing with uncertainty creates situations where staffing is like football. Because of the uncertainty of future business conditions, there are justifiable business reasons to hold off on direct hiring and instead using a temporary staffing agency.
What if companies could use the NFL’s “practice squad” method? They could keep players around? They train, practice with the team and are available to play but at a greatly reduced salary.
Well, companies actually can…
Staffing is like football for savvy employers who take advantage of similar “practice squad” or “test drive” opportunities before making a large investment. Staffing agencies offer clients a chance to “test drive” a potential new hire. In fact there has been significant growth of the hiring tactic known as temp-to-hire. In this model, a company will hire a temporary employee through a staffing agency for an undefined time. During this temporary period, the employer gets the benefit of:
NFL teams have a set number of players they can keep on board. Their numbers rise and fall due to normal loss of key players from injury, sickness, poor performance, etc. They replace those players by hiring from their own practice squad. Or they can go outside their team for trades or to bring in unemployed players for a tryout.
Frequently, companies go through workforce issues caused by business growth, followed eventually by slowdown. This leads to shifts in employment levels with frenzied hiring followed by later reductions. The challenges of this hire-fire cycle include recruiting, training, retaining and firing employees. Frequently there’s pressure from economic downturns, product becoming outdated and sales falloff. That involves staff reductions of even their more experienced and talented employees.
But yes, there is an improved way: Flexible Staffing.
So growing reliance on staffing agencies for their staffing requirements gives a welcome reprieve to employers. This is true especially for those experiencing periods of high growth. Especially where delivery must keep in step with demand. With flexible staffing organizations are increasingly protecting their best and brightest resources. The ability to more effectively retain and nurture in-house expertise lets companies improve results. They can really focus and train the core competencies key to the company’s mission.
Today’s flexible staffing model allows companies to hold onto the key skills they need to advance. This way they ride out the ebb and flow of business demand. With this type of staffing model, an organization can make better use of in-house resources to attack vital activities. They can maximize their productivity by adding outsourced staff only when needed. The result is improved ability to balance cost with budget. Also it minimizes the inefficient business practice of hiring bursts and staff reductions.
For staffing agencies, this flexible staffing model improves their efficiency of moving staff between customers. Thus, they apply their own flexible staffing across accounts. Moving the job of staffing from an internal department to a staffing agency lets employers pay more attention to their core ability.
As a result, flexible staffing applies to all companies looking for gains in efficiency. Flexible staffing should be the goal of every firm that wants to score a touchdown.
Let’s wrap this up, shall we? Below is a recap of how flexible staffing is like football:
So that’s a wrap! However, there are many more ways to gain competitive advantage through wise use of flexible staffing.
Let Flexicrew Staffing do the hiring for you. Flexicrew is ready to bring your company the best employees. We will help you optimize your internal employee level. Plus, we support them with contingent workers to let them focus on your top priorities. Contact us today! Get started working with one of the key staffing agencies on the Gulf Coast and Southeast.