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Attraction of talent is linked to two types of factors within an organisation, “push” and “pull” factors, which proactive measures it takes and which factors makes the organisation attractive to 3rd parties. As a British citizen I am going to take the example of Manchester United and Wayne Rooney. Wayne Rooney joined the club in 2004, after it paid the highest fee for a player under 20 years old at the time. An extensive bidding war between Man Utd. and Everton had been going on for some time, and Manchester United were counting on heavy scouting and marketing investment, as well as Mr Ferguson’s knowledge, as a manager to ensure they secured the deal. What were the outputs of these many millions of pounds of investment? The club won 4 League titles, 1 FA Cup, 4 Charity Shields, 1 UEFA Cup and 1 FIFA Club World Cup, all during the years after signing Rooney. Whether there is a direct link between Rooney’s signing and this success is not going to be discussed in this article, but let us assume it has had some effect (due to him being widely-known as an outstanding footballer). Even though there may be a demand for talent, there has to be a supply of it as well. Manchester United were able to create a strong and growing brand image of a successful football club, which provided glory to whoever was good enough to join. This is the “pull” factor for attraction of talent, hence supplying the talent needed. This last point may be considered as a reason behind the club’s ability to sign high quality players over the past few years, and as the law of economics states, they are paid exorbitant amounts of money. Many may say that companies such as large banks or consultancies are able to ensure extensive talent attraction in similar ways. University career days and internship opportunities are examples of proactive attraction of talent strategies; extensive successful corporate history and opportunities for employees’ personal development are examples of indirect “pull” strategies. In several ways football clubs can therefore be seen as businesses, not only because they, like all public companies, have shareholders or owners, but also because they use the same Marketing, HR and PR strategies for ensuring attraction of talent. (Jeremie)
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talent, attraction, manchester, strategies,
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