Learn From The NFL Draft And Recruit Like The Pros

This is an exciting week in the world of sports as the 2022 NFL Draft begins. For those who don’t follow the sport, during the National Football League’s annual draft, the 32 teams recruit former college football players through an arranged system over the course of seven rounds.

The draft is the best way for teams to bring in new talent, and the process of talent evaluation is extensive. Each pick is a risk, as you’ll never have a complete picture of a prospect’s ceilings, and the fit with the right team can change everything.

In that way, business recruiting is similar. Recruiters must hire who they believe the best candidate is based on the information they have, and they can’t ignore their gut feelings. If your organization wants to recruit like the pros, you need to approach the process like the pros. Embrace these NFL Draft principles for your next hiring cycle.

Analyze your team’s needs

Scouting is a major part of the hiring process, but it starts with self-scouting. Know your team’s strengths and weaknesses. An NFL team may need a wide receiver, but they won’t just bring in anyone to fill the role. They need a good scheme and cultural fit. What can that prospect do for your team that others can’t? How can they fulfill the team’s unique needs?

Ask yourself what the ideal candidate would look like. Maybe you’re a tech recruiter and you need someone a little more specialized this time. Perhaps you’d like your next shift manager to have stronger people skills. The insight you can from self-analysis will put you in a better position before you even start researching candidates.

ATD’s Angel Green recommends shifting to a continuous performance management process to keep analyzing your team’s performance. The more frequently you self-scout, the more prepared you’ll be when a need arises.

“Is a position about to open because performance is lackluster in an area? Do you need to add a utility player? Add some strength? Build for the future depth?  By constantly having a pulse on how your players are performing, you can be strategic in your recruitment efforts.” –Angel Green

But don’t reach

The flip side of the above point is to avoid simply hiring the first person that checks your boxes. In the NFL, a team may “reach” for a position of need when there are better options on the board or they could get the same player much later. A team may need a quarterback and take a less polished option early while other teams are getting quality players ready to make the jump.

Gut feeling matters, but don’t ignore analytics. The best resumes are data-driven and provide tangible measurements of performance. Just as the NFL has more analytic data available than ever before, use all available data at your disposal before you make the hire.

Bet on traits

A college football prospect is almost never a finished product. Even the best can’t-miss prospects need time to adjust to the faster, stronger competition of the pros and to learn the more complicated playbooks. Instead, what makes a player desirable is the traits they possess. Teams will bet that possessing valuable traits is enough, and the player can learn the “teachable” skills down the road. NFL scouts swear by intangibles, traits like confidence, mental toughness, and coachability, as some of the most important traits.

“Some guys carry themselves like they’re hoping something good happens. Other guys carry themselves like they expect to make something good happen. And [with the latter], you really can feel it.” –Stephen White, former NFL defensive lineman

Your hiring search is best served by following the same philosophy. You may have a deep wishlist of traits and skills you’d like your next hire to have, but it’s rare you’ll find someone that possesses them all. Decide what skills are a priority for you. Many soft skills, including communication skills and adaptability, are highly-transferable and hard to teach. Meanwhile, proficiency in a specific software may be something easy to pick up as the employee gets acclimated.

Consider floor vs. ceiling

NFL teams must balance players that can come in and play right away versus players that can become future superstars. You may find a player that seems pro-ready, but they might not get much better than they were when you drafted them. Meanwhile, a player with desirable traits in need of polish can lead your team to glory with the right coaching.

Are you looking for someone who can come in and fill a role immediately, or do you want to nurture growth and find someone that can play a major role for your organization in the future? Every organization needs both, and there’s no shame in being a role player or depth piece. But it’s important for scouts and hiring managers alike to look at a candidate’s floor and ceiling.

Sell your team

In the NFL, players don’t get to choose their employer, but neither party is served by a bad fit. A player telling a team they won’t want to play for them isn’t unheard of. Job seekers, meanwhile, DO get to make their choice. Modern Hire reminds us that interviews are a two-way street. You need to sell your organization and why you’re the best fit for this prospect.

Have a backup plan

You never know how the board will fall in the NFL Draft. You may desire a player, but your rival gets the chance to draft them before you do. In the business world, your ideal candidate may take a more lucrative offer or seek a benefit you just can’t meet. You can’t put all your eggs in one basket. Good NFL teams will find multiple players to fit their needs, and you need to as well.

Remember that we said to avoid reaching. Don’t stop interviewing after you find one candidate you really like. Continue to do your research and gather data. In that way., you’ll be prepared for anything.

Wrap up

There may be no “business world draft”, but recruiters can learn a lot from the big leagues. NFL teams must constantly evaluate their needs and choose which traits to prioritize, and a savvy organization will do the same. Embrace the above strategies and recruit like the pros!

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The Athlete Advantage For Your Recruiting Needs

Ron McDaniel of GR8TR Today Magazine interviewed NexGoal CEO Kevin Dahl regarding the firm’s recent success and plans for the future.

Following a 14-year professional hockey career that spanned the NHL and the Olympics, Kevin Dahl found himself quickly transitioning to the entrepreneurial world. In 2009, he co-founded NexGoal, a national recruiting firm with a niche in finding and placing former athletes from all levels of competition into new careers.

NexGoal works directly with both clients and candidates to take the stress out of the job search for all parties involved. Many of their corporate clients share the belief that individuals who exhibit the core values of confidence, persistence, time management, and coachability make up their best employees.

Mike Stone (L) of PAFI and Kevin Dahl (R) at the NHL Alumni Symposium.

Recently, I had the opportunity to interview Kevin and learn more about NexGoal’s recent success and what’s in store for 2022 and beyond.

Question: How has your athletic experience translated into the business world? How have you leveraged your experience as a professional athlete towards a career in recruiting?

Kevin: I found my journey in entrepreneurship to be similar to my athletic career in terms of the effort required and the adversity I faced. Athletes need persistence, work ethic, drive, leadership, and coachability to be successful at their chosen sport, and those same tenets are valuable in the business world.

My hockey tenure also taught me how to manage people and teammates effectively and what it truly means to be a part of a team. The importance of building a winning team full of true competitors is equally as vital as with any sports team. Hockey is a long season that, like recruiting, requires a consistent, daily effort.

Recruiting is about attention to detail, which plays a major role when comparing one’s natural ability with the intentionality and effort it takes to succeed. Winning in sports AND being on a good team requires a lot of concentration on small details. Natural ability alone can only get you so far but combined with the hunger to learn and ‘practice makes perfect’ mentality, the sky’s the limit.

Question: What first attracted you to starting NexGoal?

Kevin: When I retired from the game and started looking for jobs I had to go through the experience of putting together a resume and reaching out to people to help me. I didn’t have a lot of experience in those areas and learned there were a lot of athletes in the same boat.

After my experience in putting together a resume and putting my skills on paper without real-world experience, I realized I could help others do the same. That eventually led to starting NexGoal.

Question: What were the greatest challenges you faced working in recruiting as a result of COVID-19? What adjustments have you made in lieu of remote and hybrid workplaces?

Kevin: COVID-19 caused a lot of industries to rethink how they conducted their day-to-day business, and we were no exception. Through trial-and-error, we learned how to rely on technology like Zoom and adapt to our team working remotely. We were able to adapt to a new way of working with zero turnover. Because we had first-hand experience, our recruiting team could relate to organizational needs, and we knew what our clients were looking for.

The pandemic caused what many call the “Great Resignation,” where workers reevaluated their careers to find something that better aligned with their values. Our own research found that a good culture and feeling valued made workers the happiest, so we’ve become more thorough in our initial conversations and write-ups with new clients.

Question: In what industries and positions has NexGoal experienced your greatest growth?

Kevin Dahl, NexGoal

Kevin: We reinvented our client list in wake of the pandemic. Based on our own experience, we knew what changes companies needed to make to survive the pandemic. We researched specific industries that were successfully remotely operating and looking to grow, and we learned which industries were putting hiring on hold. We’d previously had success with the Medical Device and Mortgage/Title industries. These industries adapted to the pandemic well, so we focused our energy on working with them. Our efforts led to great success.

Question: What sets NexGoal apart from its competitors?

Kevin: At the end of the day, our Recruiting Process is what sets us apart. We’re thorough in researching our client partners and our job seekers, and we have a scout’s eye for talent. This business is about building strong relationships, and our clients keep coming back to us. We’ve consistently received great testimonials from our partners.

“Since becoming a partner to assist us with our recruiting needs, NexGoal has done an excellent job identifying talent for our organization that aligns with our company culture, our values, and what our customers have come to expect from our sales team!”

Steve Wilson, US National Sales Manager, A Global Medical Device Company

Question: Why do clients always stay with NexGoal for a long period of time?

Kevin: Our clients stay with us for long periods of time, some over ten years, and many of our placed employees remain with our clients to this day. We became a true partner in their recruiting efforts.

This is where the athlete’s mindset comes into play. We’re competitive and persistent in our recruiting efforts, and we don’t settle for anything less than the best.

Question: Beyond recruiting, are there any resources you provide for job-seekers and employers alike?

Kevin: Yes! We take pride in keeping our audience up-to-date with all the latest hiring and workforce trends. From tips and tools to enhance job-seekers’ resumes, cover letters, interview
techniques (and more), to our guiding principles for employers monitoring remote/hybrid work, leadership, and company culture, you won’t want to miss what we have in store for 2022! Be sure to visit our Career Advice Library and sign up for our Job-Seeker and Employer eNewsletters.

Question: Where can people learn more about you and get connected with NexGoal Recruiting?

Kevin: You can learn more about NexGoal and get in touch with our recruiting team via this Contact Form. Find us on Twitter, Instagram, Facebook, and more here.

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Testimonial: Former UTA Guard Accepts New Mortgage Role

At NexGoal, we take our athlete career placements very seriously – which is why our Project Coordinators spend so much time working with each candidate to put them in the best position to succeed. Once our candidates are placed, we like to take the time to share that candidate’s journey with all of you.

Our client, a nationwide leader in consumer direct and traditional mortgaging, keeps its partners, clients, and communities at the centerfold of everything they do, and they offer the number one CRM operating system in the mortgage industry. With their commitment to people and the community, they were looking for a like-minded Senior Loan Officer to join their Dallas, Texas, team.

We were fortunate to be able to work with Rodrick Epps, a former point guard for the University of Texas at Arlington Mavericks and the Fort Wayne Mad Ants. A leader on and off of the court, with his driven attitude and proven skills as a licensed Loan Originator, we knew Rodrick would be a slam dunk for the position. Rodrick’s four years of successful mortgage industry experience meant that this would be a seamless transition.

Rodrick said his decision to work with NexGoal was easy once he spoke with one of our recruiters, Emma Sullivan.

“Emma presented herself to be very helpful and professional in reference to facilitating the career opportunity. I really enjoyed the ease of communication and being informed thoroughly throughout the process. 10 out of 10 experience,” Rodrick said. The two stayed in regular contact throughout the process, and Rodrick said Emma was always available for any questions or concerns he had.

Rodrick praised the NexGoal team following the acceptance of his new position. “Others seeking a new career opportunity or a new opportunity in the same field should choose NexGoal because you will experience an easy-going streamlined process while having any and all concerns alleviated.”

Over the past 10+ years, we have specialized in placing former athletes in careers with our various corporate clients. The core of our business surrounds athlete job seekers, and Rodrick was quick to advocate that other former athletes like himself and competitive-minded job seekers come to NexGoal when looking for their next opportunity.

The NexGoal team would like to thank Rodrick for his feedback and kind words, and we wish him continued success in his new role as Senior Loan Officer.

Are you looking to work for an industry leader and advance your career in the mortgage industry? We have the opportunity for you! We look forward to placing you in your next career. You can get started by filling out our Athlete Candidate page here.

Employers: Are you looking to bring on highly qualified candidates like Rodrick, who may not find you on their own? Reach out & discover how quickly we can connect you with top active & passive job seekers near you!

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4 Lessons Athletes Can Carry into the Business World

At NexGoal, we choose to tap into the network of former athletes because of the highly transferable skills they’ve acquired throughout their athletic tenure. Whether they competed on a professional, collegiate, or high school level, these athletes understand what it takes to succeed. Employers want to fill their organization with employees possessing these high character traits. Knowing how to thrive individually and as a team, and having hard work and dedication ingrained in their DNA, athletes today have a real competitive edge when entering the business world.

Perseverance & Competitive Drive

Athletes are continually facing new challenges, but much to their chagrin, it’s impossible to win them all. Despite this, they are built to overcome losses to tough competition and still find ways to improve when they are on the winning side. Under demoralizing circumstances, athletes maintain a high level of intensity and determination they believe will pay off. What others may view as a setback, the tenacious athlete will consider as a new obstacle to overcome. To avoid getting discouraged, setting immediate, manageable steps is vital.

Former Green Bay Packer Tony Moll credits his athletic background for their’ roll with the punches’ business model, “making audibles left and right.” Discover how Moll turned his winery hobby into a successful business venture through the lessons he learned on the football field. 

Optimism & Confidence

Athletes believe in their abilities to produce significant results, especially under pressure or when the odds are stacked against them. Basketball legend Michael Jordan never distressed over missed opportunities but instead focused on performing his best in the present moment. 

           “You have to expect things of yourself before you can do them.” -Michael Jordan

While there needs to be a balance between optimism and realistic goals, athletes will certainly not lack confidence and will provide the ‘self-starter’ mentality your organization covets. Inclined to accepting constructive criticism, their tenacity and hopefulness allows them to quickly correct course and prove their worth in the next presented opportunity. 

Leadership & Communication

An athlete’s qualities often place them in a natural leadership position as their work ethic and confidence begin to set the standard for other employees. Knowing the power of being a unified team versus being a group, athlete employees promote team chemistry and consistent communication. They are energizing, organized, and resourceful when it comes to their job performance, and therefore serve as natural motivators in the office. Even the more reserved athletes are used to believing in their abilities and therefore lead by their actions when the words are not enough.

Preparation & Consistency

Athletes operate under a goal-oriented, disciplined business approach that ensues consistent job performance and refined skills. Through intense preparation and a commitment to learning, the athlete’s strategic mindset keeps them relevant in a competitive market. Athletes don’t believe in such a thing as over-preparing, and having knowledgeable employees means having powerful employees. 

Throughout their athletic career, they have grown accustomed to balancing their commitments to academics, training, and family and friends their entire lives. Through effective time management and intense focus, athletes can concentrate their energy on the task-at-hand and keep their priorities’ in-check’ to be successful.

Wrap Up

If you are actively seeking quality employees for your organization who you can feel confident relying on, get in contact with us today to discover how we can work together! We utilize industry-leading technology and our pipeline of candidates to find your ideal employee. 

“What impressed me about NexGoal was the time they spent up front, understanding the core competencies required for our roles. We receive candidates that have the intangible winning qualities like hunger, drive, and passion.” -Bret Anderson, Millennium Labs.

If you are a former or current athlete, we hope this article helped you uncover your potential for your post-athletic career and how the skills you’ve acquired can transfer into the business world. Find confidence in how these desirable traits can make up for other areas your resume may lack.

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Becoming a Better Leader in the Workplace

Whether you are the CEO of your company or simply taking charge of one objective in a new business project, being a sound leader is critical. Leadership doesn’t come naturally for everyone, but thankfully, it doesn’t have to. One great example is in Author, Director, and Management Consultant, Peter Gasca. In a piece for The Entrepreneur, Peter admits his lack of natural leadership but credits his mentors and his ambition for new challenges as the root of his leadership growth. Being an introvert doesn’t make you a pushover or incapable of leadership. In fact, introverts are often better listeners than extroverts, which a key characteristic of leadership. Review the four simple priorities Peter recommends every aspiring leader set early in their career.

In this breakdown, we reveal three critical factors to becoming a better leader in the workplace: 

Communication

If you exhibit an uplifting, optimistic spirit, others will follow suit. If you appear discouraged or disinterested, your team will become concerned and uninspired. Being vulnerable to your team does not make you weak, but rather a leader that employees will want to follow. Admitting when you’re wrong will cultivate respect from your peers and your employees by elevating a sense of accountability.

The most renowned leaders are great listeners who show a genuine interest in workplace conversations. Get ‘in the trenches’ and be a part of the team. When discussing long-term goals and analyzing the bigger picture, allow your employees to feel they are a part of the team as well. Be intentional in constructing a bond with them and occasionally discussing matters outside of work. Consider stepping outside your office and walking amongst your team members or employees, but do not micromanage or talk down to others. Instead, take a mentoring approach and seek out what’s best for their career development. 

Trust Your Team

Have confidence in your subordinates, have faith in your peers, and encourage their involvement. As you begin to learn your employees’ skill-sets and strengths, you will know who to trust most in critical situations or with new projects. When you start trusting others, they will start trusting in you. Additionally, you will be offering them opportunities to grow and take on leadership responsibilities themselves. 

When you invest in your employees, you will see individuals grow into more productive, engaged, and happy employees. Seek out feedback for new ways to garner motivation, reward employees, and become a more effective leader. Foster creativity in your team by challenging them in areas you believe they will excel. When an issue does arise, or a mistake occurs, always give your team the benefit of the doubt. Get to the root of the problem and do your part in ensuring the problem does not happen again.

“Leadership is the ability to guide others without force into a direction or decision that leaves them still feeling empowered and accomplished.” – Lisa Cash Hanson

Celebrate Others’ Wins

When you notice somebody is doing a good job, go beyond the ‘pat on the back.’ Acknowledge and honor them publicly. When they take a bold step in sharing a new idea or comment during a meeting, show your appreciation for their contributions. Hearing compliments of their work will not only provide a sense of accomplishment but will increase confidence, provide affirmation, and bring a sense of job security. The happier your employees are, the more productive and passionate they will become. Not much is better than happy and appreciative employees having your back.

Although it is important to celebrate others and have fun, you must also remember to stay assertive and hold your team accountable to gain respect. Don’t let your team get stationary. Your employees are relying on you to help keep their goals a priority. Lastly, when discussing an employee’s room for improvement or growth, do so privately to refrain from publicly embarrassing or belittling them. 

Wrap Up

What are your preconceived notions of quality leadership? Rid yourself of the ‘my way or the highway’ mentality. It is not about being the loudest in the room, the most-liked, or most recognized. Authentic leadership involves wanting the best out of your team and aspiring to see others grow. The best leaders aim to inspire, entrust, and keep morale high. It is not a quick and easy process, but you can lead your team to success through pure intentions and deliberate planning.

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