Emerging Trends and Outlooks For Construction & Manufacturing

The commercial construction industry is an odd spot entering 2023. With the country staring down a potential recession, there may be fewer projects available thanks to high-interest costs and perceived reduced spending. But Forbes’ Bill Conerly notes that industry employment is on the rise for both actual building work and specialty trades. The manufacturing industry is in a similar spot—while momentum carried the industry through 2022, inflation and economic certainty paint a cloudy future for 2023, according to Deloitte.

“This year my motto is: Don’t just get ready, stay ready. If you haven’t started planning for next year, now’s the time — then you’ll be ready to tackle 12 months of come-what-may.” Dave Evans, Forbes

Even facing economic uncertainty, the simple truth is that things need to be built and skilled labor will always have a place. By researching market trends, assessing expert opinions and predictions, and looking into the statistics, we’ve created the ultimate guide to the commercial construction and manufacturing industries for 2023.

*Courtesy of the experts at Big Top Manufacturing, Revolutionized, Building Design + Construction, Forbes, Exploding Topics, Deloitte, Armacell, and more!

Labor shortages

It’s no surprise that the COVID-19 pandemic had a massive effect on available jobs and created a multitude of layoffs in the construction and manufacturing industries as it did many others. While the country started opening back up and alleviated some of the shortage, the pandemic is far from the only reason there is a labor shortage in these industries.

Nick Grandy, senior analyst at RSM US, believes there are 25% more unfilled construction positions than hires. Grandy compares the shortage to that of the early pandemic toilet paper shortage—a lack of inventory creating a market filled with desperate buyers.

Revolutionized’s Emily Newton writes that many long-standing construction professionals have either left the workforce, are near retirement, or have faced layoffs. In this industry, it can take a long time for information and skills to transfer from veterans to new hires, leading to a dearth of particularly qualified professionals. In addition, it’s more difficult to get those entering the workforce to consider construction in the first place.

Luckily, there are solutions on the horizon. CBS News’ Nancy Chen reports that there has been a 50% increase in the number of women in construction thanks to targeted marketing campaigns. Deloitte reports that despite the high number of voluntary exits in the manufacturing industry, organizations industry-wide are researching retainment strategies.

Reducing Costs

With inflation at work and a shortage of laborers, it’s crucial for companies to find a way to reduce costs around the board. Construction management firm Skanska found that construction spending will increase in many vital sectors, including manufacturing, transportation, highways, multifamily housing, lodging, and communications. In order to help meet the demand, industry leaders are looking for creative ways to reduce costs.

via Building Design + Construction

Material costs

Skanska’s Vice President of National Strategic Supply Chain, Tom Park, noted that a reduction in housing has eased demand for raw materials, making it both cheaper and less time-consuming to acquire many necessary building components, including commercial roofing materials, architectural interiors, lumber, and plumping.

Emily Newton found that while the labor shortage and sourcing difficulties led to a rise in the cost of construction materials in recent years, the burden should be eased in 2023, corroborating Skanska’s findings.

Outsourcing

In order to further reduce costs, companies will start outsourcing manufacturing more than ever before. The 2022 State of Manufacturing report found that 48% of companies increased their manufacturing outsourcing in 2022, and that number is expected to rise in 2023. Forbes’ Dave Evans says that while finding the right outsourcing partners are key, a good diversification of geographic partners will further slow any potential disruptions.

Construction sites

Big Top Manufacturing suggests that rethinking the literal foundations of construction and manufacturing sites is a key way to reduce costs without sacrificing quality. Switching to fabric buildings is not only more cost-effective but they take much less time to build, meaning these sites can start producing, and thus become profitable, much more quickly. These sites are surprisingly more resilient to the elements, don’t require as many expensive repairs, and are more environmentally friendly than traditionally-constructed buildings.

Emerging Technologies

A rise in emerging technologies means rapid changes are constantly occurring worldwide, and the construction and manufacturing industries are no strangers to technological growth. Advancing technology should lead to smoother training and more efficient processing industry-wide.

VR training

As mentioned above, many qualified professionals are leaving the industry, and the labor shortage makes it difficult to replace that productivity. An effective way to speed up training and reduce the skill gap is the use of virtual reality training programs.

Big Top Shelters notes this technology can allow new hires to get hands-on experience with concepts that are difficult or expensive to organically practice otherwise. VR also allows workers to see structures before they are built in real space, speeding up the process by allowing them to eliminate blueprint errors and test designs before work begins. This ultimately saves the company a great deal of money while also creating a safer environment.

Robotics and IoT

Both robotics and the Internet of Things (IoT) are becoming commonplace in many industries thanks to their ability to save time and money.

Nidhi Aggarwal mentions the importance of IoT in allowing companies to remain productive with remote work sites, which became a necessity during the pandemic but persistent thanks to how much time and money they save. The more work that can be done offsite, the more money the client and the company can save while also keeping workers safe.

Robotics meanwhile serve to assist workers by decreasing the time tasks take while keeping laborers safe. Robotics don’t exist to replace human workers but enhance what they can do. Emily Newton notes how robotics can help with manual tasks like bricklaying to allow humans to work faster and without as much strain on their bodies. A common trend is the rise of exoskeletons that can reduce the fatigue common in many physical labor tasks.

Supply chain innovations

Supply chain disruptions have been a frequent topic when discussing these industries, and that isn’t going to change anytime soon. Industry innovations to stay ahead of disruptions while further lower costs will be essential.

At the surface level, finding ways to automate processes and lowering the amount of physical labor will save time that could be better focused elsewhere. Exploding Topics’ Josh Howarth says that reshoring, or looking to other countries for material processing plants, is estimated to be around $443 billion in the US. With this in mind, those manufacturers best able to incorporate new technologies that can reduce delays will be highly-profitable and sought out.

Dave Evans reports that the companies that will best weather potential disruptions are those that are agile and strategic and that taking time now to reevaluate processes and create redundancies will save time when delays inevitably occur.

Smart factories

All of the above will coalesce into “smart factories,” a concept that has surged in recent years according to Josh Howarth. Gartner defines these as “a concept used to describe the application of different combinations of modern technologies to create a hyperflexible, self-adapting manufacturing capability.” The ability to automate tasks, minimize errors, and promote worker safety will allow productivity to surge. Howarth reports that automotive manufacturers expect to have one-quarter of their plants as smart factories and that those factories could create $160 billion in value. Other industries will certainly follow suit.

“Industry 4.0 continues the push towards automation, employing technologies such as IIoT (industrial internet of things), big data, machine learning, artificial intelligence (AI), and advanced analytics.” –Josh Howarth

Howarth also believes there will be a rise in microfactories, or small, highly modular setups that make use of leading-edge technology like artificial intelligence, robotics, and big data, to enable hyper-autonomous manufacturing, thanks to the ascension of smart factories and the need to restructure supply chains. Microfactories can be built closer to points of trade and cut down on travel time, errors, and costs.

Environmentalism

As more companies make concentrated efforts to have less of an impact on our environment, green technology and environmental efforts will be prioritized heavily in 2023.

Key components of green building include energy efficiency, renewable energy, water efficiency, using recycled materials, reducing waste, increasing air quality, and smart growth. Emily Newton lists incorporating solar panels, recycling materials during and after projects, and using sustainable materials like bamboo as tangible methods to achieve these goals.

Via Armacell, green buildings accounted for just 8% of construction spending in 2013. In 2022, green buildings made up 47% of new construction processes, and that number is expected to skyrocket to 60% by 2025. These 60% are believed to be net-zero ready, or able to be built with zero carbon emissions.

Not only are these green buildings much better for the environment but will be profitable as well—Armacell cites that the green building market will be over $81 billion. Tax incentives are being created to further entice companies to invest in energy-efficient buildings.

The aforementioned emerging technologies should factor into making environmentally-sustainable buildings as well. By increasing digital efforts, utilizing VR training, and using robotics for environmentally-friendly construction, an organization will be able to lower its carbon footprint.

Final thoughts

The construction and manufacturing industries are in a challenging but exciting state entering 2023. Forbes’ Bill Conerly cites the growing costs and upcoming recession conflicting with the rise of employment opportunities and activity increasing as factors that make projecting the 2023 landscape difficult.

What is clear is that the pandemic forever altered the face of these industries, and companies willing to evolve and embrace new technology and rethink supply chains will be the most successful moving forward.

Learning About NexGoal

Want NexGoal to help you access the often-closed community of passive candidates and start sourcing top-performing employees for your organization? Filling positions in Sales, Quality Assurance, Quality Control, Manufacturing, R&D Design, Factory Leadership, and more, we would love the chance to showcase how our industry expertise and candidate database can benefit you. Contact our CEO, Kevin Dahl, at kevindahl@nexgoal.com to start putting this plan into action.

*Reference this article, and we will also include free paid promotions for your company on online job boards such as LinkedIn and Indeed.

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The Most Effective Employee Retention Strategies

With the aftershocks of the Great Resignation still in play, many organizations have struggled to replace those lost workers. As worker wants and desires change, we’ll continue to see a shuffling as potential employees flock to places that can meet those desires. Smart organizations need a retention plan to keep their best employees engaged, satisfied, and willing to stay with the company.

Training a new employee can be an expensive affair—roughly twice their salary according to Visier. While you can’t prevent all employees from seeking greener pastures, creating a work culture people want to be a part of can limit the risk and help keep your best employees around. Embrace these modern strategies to encourage your top talent to stick around!

Have a good hiring process

Keeping your employees around starts before they even become your employees. Your hiring process sets the tone for the employee’s future with you, so the more transparent and accurate it is, the better.

Visier says to start with an accurate job preview and clear employee expectations. This means being honest about your culture and your potential employee’s role. Not every work environment and employee work style complement each other, and that’s okay. But if you’re dishonest, you’re setting yourself up for a messy breakup down the road.

A good onboarding process is likewise important to set the tone for a new hire’s early days.

Create a culture of value

Ultimately, an employee wants to feel like they fit in with the organization and that they matter to the parent company. A Pew study found that while low pay was the main reason people left their jobs (63% of respondents), feeling disrespected was a close second. 57% of respondents cited disrespect as a reason they left their job, with 35% claiming it was a primary reason.

“Your company likely has clear values and ideals in the handbook. Do you work on them to create a company that makes your employees proud? Maybe your company values equality, charitable acts or protecting the environment. Demonstrate those values through the work you do.” –Indeed

Take a deep look at your culture and how it treats its employees. Do your day-to-day operations align with the company mission statement? Are you recognizing employees for their accomplishments? This self-scouting is vital when asking why employees are leaving.

Focus on work-life balance

To create that culture, the work-life balance needs to not only be respected but prioritized. Pew found that 40% of respondents quit their job due to burnout—often caused by a lack of work-life balance. Combating burnout is an important step in maintaining employees.

Forbes’ Chauncey Crail lists remote work, flexible scheduling, and a reduced workweek as ways the modern organization can foster a healthy work-life balance. We’ve talked at length about how rejuvenating spirit that comes with remote work and how it can lead to better productivity. If you fear these concessions will be bad for your business, not only is that incorrect but you’ll be left in the dust as your competitors evolve.

Offer competitive benefits and invest in careers

Of course, even the happiest employees want to be paid what they are worth—no one is going to work for free.

The cost of living is high and grows at an exponential rate, and at the bare minimum, a company needs to keep up. But that’s not the only way to stay competitive. Ellie Taylor writes that as an employee takes on new roles and projects, they should be compensated for it. Taylor also adds that beyond base pay, retention bonuses, sales commissions, and additional bonuses after big projects will keep employees invested.

In addition to financial investment, investing in an employee’s career growth will keep them around. LinkedIn found that 94% of respondents would stay with a company longer if it assisted with their career growth. Emeritus lists mentorship programs and educational courses as ways to do so. We live in a skill-based career culture, and helping your employees gain the skills they need for a long and rewarding career will create skilled employees that can better help your organization.

“Today’s workforce wants to know what’s in store for their future and whether they can see themselves working with you long term. Stagnation can lead to disengagement, quiet quitting and eventually, actual quitting so provide your employees with opportunities to expand their skills and grow professionally.” –Lisa Shuster, Forbes

Learn from exit interviews

While these strategies are designed as a catch-all to help any organization, all companies are different and face different challenges. If you find you’re having trouble keeping people around, you need to pay closer attention to your exit interviews. Ellie Taylor mentions that many managers don’t see the workplace dynamic in action, especially if they’re busy. Exit interviews give you a better insight into how the employees view the organization. Taking these concerns seriously can lead to actionable results.

You may even learn what external factors are leading to turnovers. Your company may not be problematic, but if competitors are consistently offering higher salaries or benefits, it will give you something to think about.

Wrap up

Employees want more than money from their careers. They seek value and recognition and want to align with their employer’s vision. Keeping these simple ideas in mind is the core of any good retention strategy. Create a place of work that employees will want to stay with and make sure they’re invested in and rewarded properly and you’ll have an environment your top talent is happy to stay with.

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Why Should You Hire Former Athletes?

At NexGoal, we specialize in matching organizations with top-tier talent with a focus on former athletes and those with the athlete mindset. While our history working with and being founded by former athletes may make us biased, the experts agree that you can’t go wrong filling your company with ex-athletes. Studies show that former athletes may make 5-15% more than their peers. Meanwhile, Japanese companies are heavily turning to retired athletes in order to achieve competent workers. Many hiring managers and CEOs like ASM Sports Groups’ Christopher Vidal have found former athletes to be some of their best candidates.

The traits that allow athletes to succeed at their chosen sport translate seamlessly to the business world. Even those who didn’t play organized sports can still embody the traits of a successful athlete—this is what we refer to as the “athlete mindset.” If you’re seeking to fill your organization with quality talent, you can’t go wrong with hiring someone with the athlete mindset thanks to these virtues.

Goal-oriented

No matter the sport, every athlete is a competitor striving for ascending heights. Their goals may be different, but each athlete is working towards an ever-changing finish line. From making the varsity squad to becoming a world champion, everyone starts somewhere and creates a clear vision of where to go next.

All Business’ Jon Forknell points out that this teaches former athletes to excel both on their own and as part of a team. Both of these tenets are highly desirable in the professional world as well. Athletes know that to achieve their goals, they’ll have to put in the work themselves. The coach isn’t taking the shot for them, writes Forknell.

But most sports are a team effort, and even those that aren’t can benefit from teamwork. Knowing how to succeed as a team to help the squad reach its goals is crucial for athletes and professionals alike.

Coachability

Think of your favorite athlete. No matter how gifted they are or how much inherent potential they had, it took years of coaching for them to achieve their goals. An athlete’s willingness to grow and accept criticism, feedback, and direction from a mentor is something that serves them well in life after sports.

“If you aren’t able to humble yourself and submit to the coach, you’re not playing.” –Vaughn A. Calhoun

GradLeaders points out that even solo sport athletes have coaches. Someone that grew up being coached and knowing how to accept criticism without becoming offended will be off to a better start in the workforce than someone less disciplined.

The contemporary career climate evolves at breakneck speed thanks to ever-changing technology and world events. Being able to accept guidance is critical to keep up.

Balanced

Being a student-athlete can be tough as you’re expected to wear different many different hats (sometimes literally). Balancing academics with team events, practices, and games, potentially for multiple sports, means that athletes must have excellent time management skills and the ability to balance their many duties.

“Playing a sport through high school and then in college, and maintaining a good GPA is not easy. It reflects very nicely on the resume of an athlete, and shows to the potential employer that the person can manage their time effectively.” -Chris Valleta

Not only does this make former athletes fantastic at scheduling, but they know how to prioritize and compartmentalize in the workplace. A former athlete is well-positioned to know what tasks to prioritize and how to stay focused when things get hectic.

Emotional strength

Being an athlete isn’t all glory. Because of the competitive nature of sports and other extracurricular activities, most of those in any given event will not be the winner. It takes a lot of effort to win, but one must also learn how to lose with dignity.

Businessman and former NFL player Chris Valletta says that athletes having a network of teammates and coaches helps facilitate a sense of belonging, a boost in mental health, and a group to lean on in hard times, helping keep them strong.

Athlete Career Placement mentions an athlete’s discipline as one of their most valuable traits. Knowing how to focus on a goal and compartmentalizing failure in order to focus on the next steps give them an edge in staying emotionally strong when things get tough at work. The past few years have shown that changes can happen quickly, and having the emotional strength to come out on top is crucial.

Wrap up

Remember—one didn’t have to play a sport at a high level to have the athlete’s mindset. Not all had the privilege or physical gifts required to have a long sports career. These intangible traits we recognize from former athletes are found in many, and these are the types of candidates that can truly make an impact in your organization. Consider former athletes and those with the athlete mindset for your next opening and you won’t be disappointed with the results!

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Why Don’t Workers Want To Return To The Office?

One of the few bright spots of the pandemic was the switch to remote work as a norm, at least in the eyes of employees. Before the world started to open back up, remote and hybrid work models allowed companies to stay afloat. While we aren’t out of the woods yet, more of the world is opening up, and many companies are eager to return to the office for business as usual.

Many employees don’t share that view, data finds. Remote work comes with many perks and benefits you can’t find in an office, and few want to return to the old ways of business.

This coincides with the Great Resignation/Great Reshuffling, as employees are fleeing from jobs that don’t align with their needs and values. Employees have more power than ever before, and there’s a shortage of qualified workers. If you’re looking to attract top-tier talent to your organization, you’ll need to keep up with the times. It’s clear—workers don’t want to return to the office. With help from the experts, we examine why.

Data supports it

This isn’t hyperbole; workers are resistant to returning to the old ways of business. A Bloomberg survey in May 2021 found that 39% of workers would consider quitting if employers weren’t flexible regarding remote work. The number was even higher among millennials and Gen Z, at 49 percent. Keep in mind that millennials are the largest group in the US workforce, making up over a third of the working population.

A Future Forum Pulse survey of global IT workers found that 75% of workers want flexibility in where they work, and 93% want flexibility in when they work. Meanwhile, a recent Pew survey discovered 60% of workers that could do their job remotely would prefer to work from home either all or most of the time. That number was up 6% since 2020.

Something to keep in mind: not every job can be done remotely, and remote work is a scale, with hybrid models existing.

Commuting is a pain

We know employees don’t want to return, but why not? One of the largest reasons is also the simplest: giving up the commute and working from the comfort of home. Even the best offices with great company culture can’t compete with not having to commute every day. The most recent US Census found that the average American spends just under 28 minutes each way during their daily commute. Presumably, these Americans also go home, meaning almost an hour a day is dedicated just to traveling to and from work.

That’s a lot of time in transit that could be spent on other endeavors, so it’s hard not to empathize with employees. But there is another aspect many employers don’t realize: environmental concerns. Forbes contributor Mike Swigunski noted that many big businesses have committed to becoming carbon neutral but haven’t offered employees any way to be part of that goal. Decreasing the time spent commuting is a considerable boon to the environment.

Efficiency

Working from home does have its own distractions, but so does working in an office. Coworkers will always chat, conversations will be more frequent knowing a person is readily available, and so much time gets wasted in inefficient meetings. Without being bogged down in the day-to-day of office life, workers are able to be more productive remotely. In fact, Apollo Technical highlighted multiple studies confirming this trend.

 

“Several studies over the past few months show productivity while working remotely from home is better than working in an office setting. On average, those who work from home spend 10 minutes less a day being unproductive, work one more day a week, and are 47% more productive.” –Owl Labs

Output should be the key factor employers care about, and there is tangible data showing employees are able to not only meet but exceed expectations while working remotely. Based on this, savvy employers will find remote employees to be a positive.

Technology makes it easy

In a previous age, even fifteen years ago, a nation working remotely would be almost inconceivable. But our technology makes it a reality, and the ease of access is a huge appeal.

Many organizations fear that without in-person interactions or regular meetings, communication breaks down and corporate culture suffers. But this isn’t the case. Zoom and its competitors allow teams to regularly meet as often as necessary. And meeting time isn’t always used wisely anyway. Having employees commute to the office for small matters actually does more harm than good, as highlighted by Bloomberg.

Meanwhile, a well-made online onboarding process can make your new hires feel at home, and the dedication to remote work models can be viewed as a perk of a positive culture. Work-life balance is one of the most desirable cultural tenets, after all.

Mental health

Speaking of work-life balance, remote styles have proven to be a boon to the mental health of many workers. The pandemic created feelings of fear, uncertainty, isolation, and anxiety across the globe, and the virus isn’t gone yet. Anxiety among younger workers has increased exponentially during the pandemic. Many became accustomed to the comfort of working from home, away from crowds and constant eyes, and a return to the old ways can be triggering.

“People can just come up and start talking, or see what you’re doing on your computer. There’s no door to close so that you can have a moment to yourself,” Alexis, one of many young workers with social anxiety identified by BBC’s Kate Bishop, revealed.

Many workers even view the demand to return to the office as a control technique and that the return could be a way for managers that feel they’ve lost power to regain control.

“They feel like we’re not working if they can’t see us. It’s a boomer power-play.” –Portia Twidt

What can employers do?

In order to succeed in keeping talented workers around, employers need to adapt. If working remotely is a possibility in your industry, potential candidates will want to work remotely. Your competition is going to adapt, and you must too. You may feel like you’re giving up a lot, but working with your team will create happier, more loyal workers, and your organization can benefit from perks like lower office expenses, too.

Harvard Business Review discusses finding a hybrid model that works best for you. Employees don’t have to be 100% remote if it doesn’t fit your organization. Maximize the days employees are expected to come into the office by filling that time with productive meetings, training, and events.

Wrap up

The science shows that remote work is here to stay, and employees want it. The multiple benefits of working from home add up to a very appealing model that even the best offices can’t match. If you want to attract and maintain valuable employees, your organization needs to accept that forcing a return to the office can be costly. Discover the perks of a remote workforce and find a hybrid model that works best for both parties. Otherwise, you may find your organization falling behind.

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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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