Hiring advice from sport job recruiters.
Practical thinking on hiring and the sport job industry. Genuinely useful - and hand-written by humans here at Hirello, no AI slop.
Salary transparency only works before people apply
People want salary information before they invest time in a hiring process.
Candidates remember silence
Candidates can handle rejection. What damages trust is being ignored.
A career gap isn't a verdict
Employers often mistake chronology for capability. Good hiring asks better questions.
When governance and operations collide, nobody wins
Most CEO-Chair conflict starts quietly, when responsibilities stop being clear.
The candidate you wanted probably took another job
Good candidates leave the market quickly. Slow hiring has a cost.
Don't shortlist someone who can't get the job
A shortlist isn't a courtesy list. It is the decision field.
The application count isn't the result
Application volume is a vanity metric unless it produces appointable people.
If you can't give a genuine reference, don't give one
A vague reference helps nobody make a better decision.
Culture is what happens repeatedly
A value is only real when behaviour proves it.
People don't belong to organisations
Succession planning should develop talent, not pretend organisations own it.
Your selection panel should start before the shortlist
If several people will decide who gets the job, involve them before someone else picks the shortlist.
Everyone on the panel should see the same evidence
Panels don't need to agree. They do need to be judging the same candidate.
The hiring conversation should stay with the hire
One hire creates a lot of information. Most of it ends up everywhere except with the hire.
AI can help with the work. People should make the hiring decisions.
AI can help with the work of recruitment. The decision should stay with people.
Why are we still hiring from spreadsheets?
Spreadsheets are great. The trouble starts when one quietly becomes the recruitment system.