HR professionals have a lot of information and tools at their fingertips to evaluate talent. But all of that information (hard skills, previous work experience, college degrees) doesn't always mean they hire the best candidate for the job. A prospect is a prospect, after all, and even the most pedigreed can be a bust — so it goes whether you're scouting a sales manager or a franchise quarterback.
Even in the data-driven machine that is the NFL, there's still an element of instinct in recruiting and in determining how raw talent will mesh with a prospect's character and other intangibles. It might be a cliché, but those intangibles can mean the difference between a high-paid superstar and a high-paid flop.
Professional sports are replete with talented prospects who just didn't pan out. Take Peyton Manning and Ryan Leaf, two of the top quarterback prospects leading into the 1998 NFL draft. "Manning and Leaf were blisteringly hot prospects as they entered the National Football League's annual draft — college quarterbacks of exceptional promise, either of them certain to be that year's No. 1 pick," according to The New York Times.
The Indianapolis Colts selected Manning No. 1 overall; the San Diego Chargers took Leaf with the No. 2 pick. And then their careers diverged. Manning is a record five-time league MVP who has led two different teams to three Super Bowl appearances. Leaf, meanwhile, played sparingly during four seasons and left the league.
Leaf's story isn't unique. To mitigate those expensive misjudgments, the NFL rolled out a "new evaluation system that seeks to probe a prospect's personality: somewhat nebulous qualities like motivation, passion and mental toughness," writes the Times.
Those evaluations aren't perfect. Intangibles such as character and personality are an important part of talent assessment in business, whether it's major league sports or a local retailer, but those traits aren't always easy to identify. And that's why recruiting is part measurable science, part imprecise art.
h/t: The New York Times
Photo: Can Stock
関連資料
製品やお客様事例、最新の業界のインサイトなどをご紹介しています。
電子書籍
新しい世界に向けた仕事の再構築:2024年のHRトレンド予測
貴社では、昨今の急激なビジネスの変化のスピードにどの程度対応できていますか? 従業員を対象にした調査によると、41%が自分のスキルを伸ばすために必要なものを持っていないと考えており、59%がさらに多くのキャリアガイダンスを求めているという結果が出ています。そこでこれまで以上に重要になるのが、HR担当者が最新のトレンドを把握し、それが従業員や組織にとって何を意味するのかを理解して活用することです。例えばAIはトレンドの1つですが、60%以上の組織では、人財開発プログラムの最適化にAIテクノロジーを活用していません。
ブログ投稿
The 5 Employment Laws Every Manager Must Know
Employment law is complicated and can have big repercussions for your company if employees fail to adhere to it — either out of ignorance or neglect. A talent contractor for Comcast was just forced to pay $7.5 million to settle a lawsuit over unpaid overtime — a violation of employment law. While you can't expect everyone at your company to be experts in the law (that's why you should have an attorney on retainer), your managers should be trained on the basics. Otherwise, you make your company susceptible to lawsuits.
ブログ投稿
10 ways to conduct one-on-one meetings with impact
One of the basic premises of being an effective leader is to have regular one-on-one meetings with your staff. Yet often, these meetings feel like torture to the employee, lacking forethought and focus. In such cases, leaders need to recognize that the value of these interactions extends beyond mere formality. To make these one-on-ones effective, leaders should prepare for each meeting, set clear agendas and actively listen to their employees' concerns and feedback.