4 Football Plays to Score Your Next Workplace Quarterback

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.

Ouch!

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:

Play #1:  Flexicrew Scouts for a Workplace Quarterback That Will Work Well with his Team in the Huddle

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:

  • How his team members function
  • Their work values and attitudes
  • Why they accepted their job when they were hired
  • Why they stick with the company.

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.

Employee Referral Program

We suggest you incorporate employee referrals as part of your search process.

Why?

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.

Play #2: Go Out Long for a Pass

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.

Play #3: Scan for Hidden Talent in a Workplace Quarterback

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.

Play #4: Flexicrew  ‘Reads the Whole Field’ when Recruiting a Workplace Quarterback

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

Manage your Business and your Budget

For seasonal shifts in demand you can count on Flexicrew Staffing for workers with the skills to do the job. Call on us for:

  • Temporary Assignment Positions – plan ahead to meet your seasonal needs
  • Long-Term Placement Positions – hire without the hassle
  • Temp-To-Perm Positions – try before you buy
  • Direct Hire Positions – select from the best

Football Taught Flexicrew an Important Staffing Lesson

Each Important Staffing Lesson from Football Every Recruiter Should Follow

In fact, anyone can value the positive characteristics learned through football like:

  • Goal setting
  • Teamwork
  • Perseverance
  • Discipline
  • Emotional charge from achievement.

Staffing Lesson 1:  Goal Setting

You have heard the old management expression, “Inspect what you expect.”  In football, coaches catalogue every minor statistic. Similarly, when Flexicrew measures and quantifies performance that frequently leads to meeting targets. And it allows us to set goals for improving customer service. Similarly, based on stats, a football player can set a goal or predetermine a number to attain. Meanwhile, there are multiple football team-oriented goals as well, which will help a player be accountable as part of the team.  Similarly, Flexicrew team-oriented goals require staff to contribute to the team outcome that improve customer service.

Goal setting is a great tool for staffing agencies. Goals help us grow and improve. Football or staffing both get started with good goal-setting routine.

Staffing Lesson 2:  Teamwork

Football requires a unique type of teamwork.   A football team has up to 90 players. Recognizing an individual’s role and that of your teammates is vital. Trusting teammates to do their job is also of utmost importance. That’s why all teammates count, including on the second and third team players.  Working toward common goals helps Flexicrew team to build trust over time and produce better client outcomes.

Staffing Lesson 3:  Perseverance

Football provides challenges a player must tackle.  These will test him and help to build a player’s perseverance.   Common difficulties like losing a big game, fumbling the ball or missing a critical tackle are much like staffing. Even unique challenges, like lacking strength or speed or catching a ball, may even tempt a player to give up.

But, staffing stumbling blocks are obviously of a different nature.  We sometimes can’t convince an employer to use our services.  Occasionally we can’t find enough skilled job seekers to fulfill an assignment.  Now and again an associate we hire doesn’t work out and we have to replace him.  Certainly these disappoint us.  But, Flexicrew members persevere by getting support from our 16 locations to meet customer requirements.

Football and staffing teach determination – sticking-with-it to overcome tough obstacles. Both promise a pleasant payoff for jobs well done. We help each of our recruiters with a mentor or support system, to bring individuals through the rough assignments to create the best for clients.

Staffing Lesson 4:  Discipline

Football demands player discipline and a first-rate work ethic. That applies whether it’s attention to eating and exercise regimen or executing plays.  Coaches continually monitor player performance and give constant evaluation. Coaches and fellow players evaluate every play in practice and games. Constant reevaluation promotes improvement and dependability.

Flexicrew naturally evaluates their team daily to be sure they meet their targets, making sure quality candidates are hired quickly. On our team, it helps to have other recruiters and peers give cross-evaluations.

Flexicrew team members improve and take responsibility for individual growth and help others when useful.

Staffing Lesson 5:  Emotional Charge

Playing football can give players an adrenaline high. There is a certain emotional return from giving your all into a game with your teammates. And, when there is positive achievement it is a moving experience.

Football teaches constructive ways to be grounded by the solidarity within a team.

Surely, some folks dislike football, but they still can appreciate the values taught by football. At Flexicrew, whether one is a client service coordinator or an accountant working with a team of coworkers, the end result is the same. Like football, we work hard, mentor each other, persevere and remain resilient through the complicated projects, and do our best to reach our staffing goals for our clients.

So Flexicrew uses each important staffing lesson we observed from football and takes them to heart.  We would value the chance to join your team and tackle your workforce obstacles before they intercept your performance.