5 Ways to Hire Like the NFL Drafts
If you had the time and resources of the NFL, you would probably have a near perfect hiring success rate for your sales team. But you don’t have their resources. And therefore, your hiring success rate is probably in the range of the typical sales organization – 35-50% (new hires that make quota in year 2). Don’t feel bad – the NFL only has a 30% success rate (draftees that become starters). However, they can afford to have a lot of their hires flunk out. But you can’t! Despite the low overall success rate for the NFL, there is a lot to be learned, especially from the top teams. The perennially successful teams can have as much as 2x the success of the average team (depending on how it is measured). And there are clear examples of what NOT to do (which I can attest to as an Oakland Raiders fan :( ). So what do the best teams do differently or better? Here are some takeaways that are relevant to anyone building a competitive team. They are very feasible for a sales leader, can make a huge impact on the overall success rate for hiring, and cut the ramp rate – “time-to-quota” – for new reps.
They have a system
And only draft athletes that will fit and excel in their system. For sales this means the attitude, knowledge, skills and disciplines required for success in your market, strategy, process, and culture.
They know their gaps
They are clear on the ‘impact’ positions, and focus hiring efforts accordingly. This includes not only filling openings, but also developing or replacing existing personnel.
They continually upgrade talent
Winners only keep winning by constantly pushing their capabilities – in all positions. This sometimes requires flexibility – if a better athlete is available, they will fit them into the organization, even if it means transitioning moderately successful personnel out.
They know what can be taught
They are clear on the traits their athletes must already possess, and what they can teach. And then they teach it. For a sales team this means you must be honest regarding not just what CAN be taught, but what your organization ACTUALLY WILL teach.
They make accurate assessments
They precisely measure the traits and abilities the athlete must already possess. This includes not only looking at historical performance, but also assessments in the hiring process. This is harder in the business world, but much can be done here that is often overlooked, including assessments, rigorous interviewing, formal presentations, and implementing a more collaborative evaluation process.
Take a moment to review your hiring process, and ask yourself the following:
What is your system? What are the traits and capabilities of sales people that will be successful in it?
Of those traits, which ones must you hire for, and which ones are you prepared to train?
Does your hiring process provide an accurate picture of the candidate?
Who are the ‘impact’ players in your system, and do you have the best talent available in those positions?
Do you have a “continual recruiting” approach to consistently upgrade your team’s talent?
