You rocked your fantasy football draft by getting Aaron Rodgers and LeSean McCoy on your fantasy team, but how do you attract superstars to your small business roster?
Having the right team players—whether on your fantasy team or not—can make or break your year. You have to evaluate potential hires for talent and hope they gel with the rest of your lineup. A good hire can take you all the way to the end zone, while a dud can cost you valuable time and money.
How to Find the Right Players to Fill Your Vacant Fantasy Team Positions
As a busy entrepreneur, you need help scouting new team members. There are several ways you can go about it. One of the most reliable ways is to ask your current employees for recommendations. Your staffers will know several talented workers looking for placement in the field.
Another option, although more costly, is to pay a headhunter to curate a list of new recruits. A headhunter can cast a wider net and find people with specialized skills. A cheaper choice is to turn to social media. You can search candidates on LinkedIn or post an open job on Facebook or Twitter. Be wary of this last option, however, as it can flood your inbox with hundreds of qualified—and unqualified—applicants.
Rookie vs. Veteran
Should you pick up fresh talent straight out of college or a veteran player with a bit of mileage? Rookies will have energy, fresh ideas, and a starting salary. The downside? Your company will be where they make their first mistakes.
A veteran comes with expertise and connections, but you’ll pay extra for that access. Another downside to older workers is that they often become stuck in their ways, which can hamper a business that needs to pivot often.
You’d hesitate to recruit a football player with frequent personal fouls, so be careful when making a hire that could disrupt your entire team. A slacker or individual with anger issues can aggravate the whole office.
The Superstar vs. the Workhorse
One football drafting philosophy says pick the superstar player on the board, regardless if they fit your opening. Another philosophy says you should draft for need, filling an opening with a solid player who will provide steady returns.
Does your company need a rockstar to drum up sales or a skilled player who can keep operations going? Superstars can inspire the rest of your team, but are often high maintenance in terms of salary and drama. Workhorses can get the job done, but lack the sizzle to attract new clients. Have a solid grasp of your strategic objectives to decide if you should hire the superstar or the workhorse.
It’s far more expensive to hire new staffers than to retain top talent. Target recruits who have the potential to step into a leadership position. Scan resumes for past management roles and ask in interviews for examples of leadership activity. Doing so will position your team for long-term success.
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