Bring on the madness! It’s that time of the year where college basketball holds a tournament to crown their champion. Along the way, there will be buzzer beaters, exuberant celebrations, tears of defeat, and one team left cutting down the nets. Millions of Americans will fill out a bracket (and watch their brackets “bust” as the tournament progresses). Some teams automatically make the tournament by winning their conference. Other “at-large” teams are chosen for the tournament by a selection committee, based on various criteria including the schools’ record, strength of schedule, key wins, etc. The same care and effort taken in selecting and seeding the field should be used when hiring candidates out of the talent pool, and similar elements should be evaluated. Here are a few analogies:
Cinderella:
One of the most exciting stories in sports is that of a “David” conquering a “Goliath” and college basketball is no different. This is the story of the underdog, a team that no one outside their locker room thinks will actually win. They are able to overcome the odds and upset the favorite because they have confidence, heart, leadership, or some kind of intangible that is difficult to measure. Maybe a candidate doesn’t have the exact traits typically desired. Maybe they don’t have the highest GPA because they lacked the necessary time since they were working extreme hours to support themselves, which will allow them to outwork other potential candidates. Find out what motivates them, how they respond to problems, their sense of morals, and their ability to innovate. These qualities could be their X factor.
The Heavyweights:
The opposite of Cinderella. These are the overwhelming favorites who enter the tournament with a high seed and have basketball analysts predicting them to go all the way. From the outside, everything looks great and they look like the real deal. They’ve won a lot of games and beaten tough teams. But do they have an Achilles heel that will prevent them from climbing the mountain? For a tournament team, this flaw may be a lack of depth, chemistry, or defense, among other things. For a job prospect, they may have a great resume with their own “strength of schedule” or experience, but take a closer look. Maybe they don’t work well on a team. Maybe they crumble under pressure. Try to see if they have the intestinal fortitude that will take them all the way to the top.
Pretenders:
These are teams that are clearly not good enough to make the tournament – but they make it anyway because they come from a weak conference or have a lucky run in conference play. Take a similar stance when scanning resumes. Look for a couple of attributes that the applicant needs to have; such as a particular degree, certification, minimum GPA, experience, etc. Just like not every team can make the tournament, not every applicant should get an interview.
The Final Four:
Making the Final Four is an accomplishment in itself, since those teams usually represent the best of the best. Which is why winning the national championship is even more impressive. To help determine who is your national champion, or the candidate you will offer a position to, consider if they asked intriguing questions, shared pertinent industry news, and explained how they could play a role in your company’s growth. What is their attitude like? Are they willing to do whatever it takes? Will they be a good fit in your office environment?
On the Bubble:
Selection Sunday is a very stressful day for some teams as they wait to hear their name called. They have no other choice as there is only one tournament that teams truly want to participate in. Desirable candidates aren’t going to wait around because there are plenty of other opportunities for them to pursue. Top candidates can be snatched up by another employer in the blink of an eye, so let them know the timeline for your decision, and don’t wait too long to offer them the position.
One and Done:
As it is a 64 team tournament (excluding the play-in games), 32 teams will play one game and go home after. If you’ve made the decision not to hire someone, you should always reach out and let them know. Let them know what areas they can improve on. They will have a positive impression of you and your company, and maybe someday that could come in handy in the form of a referral or something of the like.
Take Away:
If you’re going to make it to the championship game and win, you need to have the right players, all pulling together as a team, provided the proper motivation and coaching. A team brings together different skill sets that include strong ball movement; unselfish play; and the ability hit threes and drop down free throws under pressure. Your business is no different. You need to put in place the right players and coaches, instill that winning attitude, and get everyone working as a team towards a common goal …. Building the best company around. In order to do this, it all starts with the recruitment process.