To Kathy Harris, a critical HR challenge mimics the sports world: there is always a smart plan behind building winning teams.

Harris, managing director of Harris Allied, a New York City-based executive recruiting firm, explains that while much has been made of the “charismatic leaders” of professional NFL or NBA teams in determining success, fielding a winning team means you need more than only charismatic leaders. 

“What you really want is a team comprised of stars, with a charismatic leader as a key part of the mix,” Harris says.

Harris, who founded Harris Allied, brings an unusual perspective about how star athletes are wooed and signed. As sister-in-law to Franco Harris, former Penn State and Pittsburgh Steeler great and Pro Football Hall of Famer, she had a front row seat to how Franco was recruited. She says making it personal to a star player like Franco made all the difference in his career choices.

“This is as true for business and HR as it is for college and professional sports,” she says.

Harris laid out how employers can strategically and successfully build teams of star talent.  For one thing, they must know who the “stars” are in their industry. Great teams don’t happen by accident; they are planned and executed flawlessly.

Effective "talent scouts" are also aware of who is being tapped to speak at industry conferences, is writing compelling articles for trade publications, or being quoted in blogs. 

Next, teams with star talent know the competition and what they can offer. Statistically, companies hire from competitors more than from any other sources. So savvy employers know how their competition compensates and what is needed to attract stars. 

Another must is personalizing the star’s potential role during the interview process. Harris explains that star talent is highly motivated by opportunities for professional development and a defined career track. For example, it means creating the chance for the stars to get their hands on cool new technology, or have the opportunity to work on game-changing projects.

“Successful employers find out what the star candidate is looking for from a career perspective,” she says. “And they deliver that path to success.”

On the front end, great team building means an organized, professional recruiting process, so when a coveted candidate comes in for an interview, the team is ready with their company's “elevator pitch” and tailored speaking points about the role. 

“At the same time, they streamline the process to avoid losing the candidate to a more nimble competitor,” she says.

Harris also offers these related tips for building a winning, star-powered team:

• Manage bad press and address any negative buzz head on
• Play good defense as well as offense – remember, it’s not just about you being able to attract and hire the star talent. It’s making sure your closest competitor doesn’t nab them first
• Know your network and where the talent pool is, because you should assume your competition knows exactly where to find and attract top talent
• Play to win. Don’t be coy.  If a person is “press release-worthy” then be prepared to move quickly

Finally, any messaging to potential candidates -- both online and in real time – must be consistent and include a defined employer brand. 

“The interview team must be prepared to discuss the company’s industry position, growth opportunities and employee value proposition,” she says. “Communicating that value proposition means that those conducting interviews must speak with a single message and voice.”