In business, we often find ourselves using sports metaphors to capture the essence of a situation, such as noting that a new hire “knows the ropes” (from expertise in sailing) or that someone has “jumped the gun” (referring to acting quickly without thinking things through, from the starter’s pistol in the world of track and field.)
With that in mind, it’s useful to consider that every year, as college basketball teams compete to see which is the best in the nation, America is fixated on March Madness. Hiring managers can learn a lot from basketball’s March Madness as they go through the process of recruiting and hiring new employees.
For example, when you see an underdog rising to the top during March Madness, you can view the process as comparable to when a new applicant uses hard work and talent to distinguish himself from the competition, notes a recent article by Tom Gimbel at Entrepreneur.
Applicants who may not immediately look like they are the best, at least on paper, can still rise to the top as HR managers get a chance to see them in action (during interviews).
The very process of screening through applicant resumes is akin to the weeding out period when poorly performing basketball teams fall by the wayside. You can look at your initial cuts (such as eliminating candidates who do not possess a college degree or lack experience using a particular application) in the same way that basketball teams are eliminated because they are ill-prepared to deliver the goods on the court, notes Gimbel.
Lester Picker, writing in the National Bureau of Economic Research, raises a question of bias that all hiring managers should keep in mind. He asked whether March Madness leads to “irrational exuberance in the NBA draft.”
The answer was that NBA personnel do not irrationally give too much weight to the most recent, dramatic and colorful data (players who make big, unexpected scores and teams who win unexpectedly). In fact, observing players giving an exceptionally good performance under all the hype and media attention is like watching a job applicant shine while under the glare of intense questioning by HR professionals.
Finally, when you like a promising candidate who is on the bubble, you are advised to follow up and make an offer before he is snatched up by one of your competitors. This is just like when teams identify a supremely talented player during March Madness and inundate him with lucrative offers.
Because sports metaphors like March Madness are so useful in describing the highly competitive world of recruitment and hiring, we should expect to see them remain as powerful tools amongst hiring managers and recruiters.
Spring has sprung. Kids are busting out their cargo shorts and sun dresses and heading to the quad. Plans are being hashed out to get to Spring Break to catch those DJ Pauly sets. Epic! And, yes, some of our more industrious youth are starting to fish for those coveted summer internships.
With advances in technology, employers have access to streamlined methods to locate and recruit potential job applicants. However, almost half of all new employees are not meeting the requirements of their jobs in the first year and half of employment, according to data from hiring managers reported in research carried out by Leadership IQ.
Joel Passen, Head of Marketing at Newton Software, describes 5 ways that corporate recruiters can improve their job postings and online application process. Read the full post here and learn more about Newton’s award winning cloud-based 
Six months ago, one of our software engineers at 
