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Can tech recruiters learn something from the premier league?

Our Data Specialist and Technology Consultant, Kegan McPhilbin, has been a Man United fan from early childhood. In recent years though, it pains him to admit that Man City have had the better recruitment strategy. In this crushing admission, he breaks down the differences between Man City and Man United’s transfer woes and successes, and stipulates how recruiters and hiring companies can learn from these lessons.

As a long-time Manchester United fan I’ve had the misfortune to witness the vast contrasts in the two Manchester club’s transfer strategies over the past decade. One having numerous transfer flops and constant changes in management and the other demonstrating how a club should be ran with a thorough recruitment plan resulting in years of success. It’s the same within tech recruitment, in that it requires strategic planning and careful selection of talent. Just as football clubs seek players who fit their team dynamics and long-term goals, tech companies must identify and recruit individuals whose skills and cultural fit align with their overall vision.

Here’s what we can learn from Manchester United’s transfer woes:

  • Manchester United’s transfer dealings have often seemed reactive and inconsistent.
  • They constantly struggle to find the right balance and stability.
  • They have demonstrated lack of ability to identify the right player, for the right position, at the right time.
  • Frequent managerial and leadership changes have shown a lack of clear direction and contributed to a less unified squad.
  • High-profile signings haven’t always translated to on-field success, leading to frustration among the fanbase and numerous seasons without silverware.

Here’s what we can learn from Manchester City’s transfer successes:

  • City’s approach has consisted of planning and a clear vision.
  • Huge focus on identifying players who fit their style of play and long-term strategy.
  • Meticulous planning from their manager and leadership teams making astute signings and blending established stars with promising young talent.
  • A methodical approach which has yielded consistent success, with multiple Premier League titles and other trophies.

Lessons for Tech Recruitment

Strategic Planning. Just as City’s success stems from a clear, long-term vision, tech companies must define their hiring strategy. Understand the skills and attributes that align with your company’s goals and culture.

Cohesive Team Building. Building a team with complementary skills and a shared vision is crucial. In tech, hiring individuals who fit the company culture and collaborate effectively often leads to better outcomes than simply hiring based on impressive resumes.

Consistency in Leadership. Stability in leadership allows for the implementation of a coherent strategy and fosters a unified team culture. Consistent leadership in tech recruitment ensures that hiring decisions align with the long-term vision of the company.

Smart Investments. Effective investment is about more than spending big; it’s about spending wisely and identifying talent that aligns with the overall strategy.

Strategic planning and cohesive team building, as shown by City, are more beneficial than reactive spending and short-term fixes, as shown by United. This is a lesson that resonates strongly in tech recruitment. Finding the right person, who aligns with your company’s vision and culture, is far more advantageous than overpaying for someone who may not fit well.

 

Looking to scale your Data teams? Get in touch with Kegan McPhilbin for a recruitment process as smooth as City during the transfer window (even though he’s a United fan).

 

kegan@formularecruitment.co.uk              |                020 3940 7464

 

 


 

Written by Kegan McPhilbin, Data Technology Consultant

 

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