Talent Acquisition Example – NFL Draft – Lessons Learned 1 & 2




My complements to the National Football League (NFL) for a job well done with their 2018 “draft”. Yes, their process for gaining new, primarily college talent onto their 32 professional football teams. The NFL got a lot of thing right with this year’s draft, from which I see a lot of lessons other business industries can learn and gain much benefit. Over the next few weeks, I will use this backdrop of the NFL 2018 draft as my platform for a blog series covering these lessons and their application to businesses in general.

Going from general to more specific lessons learned I’ll start with how the NFL truly exemplified Global Human Capital Acquisition’s (GHCA) motto, “putting the human element back into human capital acquisition”. They totally understand the fact that their players are their most valuable resources. Just as in all other businesses, the frontline employees are where your core business products and services are delivered, thus where a business’s success or failure is defined.

The NFL got this right in two ways, first understanding the value of their current and future players, their human capital. Next, understanding it takes time, dollars and significant human involvement and interaction to field the best talent.

Lesson #1, because businesses are so enamored with technology (bright shiny gadgets) most companies invest disproportionately in technology vs their human capital. The NFL realizes that their game is played “on the field” and that is where their success is define and driven.

Lessons Learned #1 – EVERY other industry must realize this reality. Regardless of how current or cutting edge your technology, your employees are still and will ALWAYS be your most valuable resource and capital investment.

Lesson #2, because businesses are so focused on applying technology to solve talent acquisition problems they have drastically reduced the “human aspect” on the front end of, identifying, attracting, recruiting and finally hiring their human capital. In the NFL some teams do this much better than others but collectively they fully understand that they must invest time, dollars and significant human involvement and interaction to field the best talent.

Lessons Learned #2, similarly, EVERY other industry must realize, to be competitive they must place the appropriate level of importance and emphasis on fielding the best team. As technically skilled talent pools continue to shrink, the true competence and skill of “talent acquisition” will increasingly become a “game changer”, shaping the outcome of who wins and losses.

The companies who have figured this out are already beginning to dominate their industries, on and off the field. Their dominance is about current and cutting-edge technology being effectively applied and utilized by their highly drafted, top ranking “human capital”.