TRIBAL TRENDS – TRANSFERS: Liverpool meet van Dijk price?; Arsenal NINE player clearout?; Matic to Man Utd?;

first_imgWith the amount of rumours swirling around at this time of year, even after the winter transfer window, it is sometimes difficult to decipher the truth.These are matters of importance.As the transfer talk is now directed at the all-important summer market, there are enormous amounts of speculation swirling around Europe and the UK.Not to worry however, because here at Tribalfootball, we have broken down the week’s hottest transfer rumours, and inform you whether you should believe the paper talk or not.Here are our top five trending transfer stories for the past week:Virgil van Dijk – SouthamptonClubs Interested: Liverpool, Chelsea, Manchester CityThis is more like it. Ultimatums. Go on then. You’ve got your price. Now, do you want to meet it or not?And fair play to Southampton – who is the superior party in this negotiation – for standing up to Liverpool over the Virgil van Dijk transfer.Okay, the Saints were, maybe, over zealous with their public shaming of an action that all clubs undertake. But this isn’t the first time Liverpool have come for one of their players, no, not even close. So, Southampton have now taken a stand against the Reds. £70m. If the FSG want Jurgen Klopp to get his number one target, then that’s what they’re going to have to pay, according to the Sunday Express.Yes, Les Reed has remained defiant in his stance. In his eyes, the 25-year old is going nowhere. But if Liverpool come to the table and meet Southampton’s demand, I’m sure Reed won’t say no.It will up come to whether Liverpool have it or not.Whether they have what it takes to compete with the – financial – big boys. If there a ‘big’ club, and Klopp truly believes in van Dijk, then pay the money and go for it.Likelihood: Only if Liverpool want to be at the topArsenalPlayers to Sell: Alex Oxlade-Chamberlain, Olivier Giroud, Jack Wilshere, Calum Chambers, Wojciech Szczesny, Chuba Akpom, Kieran Gibbs, Lucas Perez and Carl JenkinsonHold your horses. Nine players! It may sound like a little bit too much, and that’s because it probably is. The Independent claims that the motivation for this drastic clearout is to pave the way for huge contract extensions being prepared for Mesut Ozil and Alexis Sanchez.Yes, the Gunners will have to pay their two superstars between £280,000 to £300,000-per-week, but is that going to force them to sell nine players?Sure many of the names listed can leave; Wojciech Szczesny, Chuba Akpom, Kieran Gibbs, Lucas Perez and Carl Jenkinson can happily go and find new homes. Their wages would be better off in the coffers of Alexis and Ozil. But there is a case to be made for Olivier Giroud, Jack Wilshere and Calum Chambers. Alex Oxlade-Chamberlain stays without question.Giroud scored 12 Premier League goals last season, the majority of which came after he entered the game from the bench. For any side challenging for the title, that sort of productivity could be the difference between you finishing top or not.For all of Jack Wilshere’s injury problems, it’s just too difficult not to give him one more chance before cutting him loose.Calum Chambers was given is still only 22 and with plenty of potential after spending last season with Middlesbrough. Given the health of Arsenal’s defence, he may be needed next season.Likelihood: Nine is a tad excessiveNemanja Matic – ChelseaClubs Interested: Manchester UnitedESPN FCreports that Manchester United are desperate to secure the signing of Nemanja Matic from Chelsea by July 9.The date represents the start of the Red Devils preseason tour of America.It seems Matic has been thrust into the limelight over the past week or so after United’s apparent failure to lure Eric Dier to Old Trafford.Jose Mourinho is desperate for a holding midfielder, and rightfully so.Monaco’s Fabinho still remains as a target, but it has been reported that he could sign along with Matic.There is certainly a connection between Mourinho and the Serbian.The United boss bought Matic to Chelsea for 21m in 2014.The 28-year old will cost the Portuguese £40m this time round.A lot of this deal revolves around Chelsea and their pursuit of Monaco midfielder Tiemoue Bakayoko.If that deal gets done, expect Matic to be wearing red next season.Likelihood: Depends on other dealsLiverpoolPlayers to Sell: Mamadou Sakho, Daniel Sturridge, Lazar Markovic, Alberto Moreno, Lucas Leiva, Kevin Stewart, Jon Flanagan, Cameron Brannagan, Pedro Chirivella and Connor RandallThe Liverpool Echo claims that Jurgen Klopp is planning a 100m clear out.The funds raised through this summer sale will then be reimbursed back into the squad.Unlike the above analysis for Arsenal, all of these names could and should go. (Other than for squad depth)Except for Daniel Sturridge – but only until January.If Sturridge can make it too January, injury free, then maybe Klopp should keep him around because he is a match winner. But you can’t win matches if you have a tracksuit on, so if Sturridge is injured before January, it’s time to part ways.Actually, even if there is a slight niggle before the end of August, sell him.Likelihood: Definite possibilityTiemoue Bakayoko – MonacoClubs Interested: ChelseaFrance Footballstates that Tiemoue Bakayoko has pulled back from his move to Chelsea.The Monaco midfielder is reportedly unhappy with the contract terms offered to him.This has cause Antonio Conte much frustration given the Blues inactivity in the transfer market so far this summer.But the passionate Italian shouldn’t worry too much longer.Bakayoko is expected to sign with Chelsea soon, it’s just a matter of time.Likelihood: Pretty much donelast_img read more

How to Hire Like Amazon Why CrossTeam Interviewing Could Transform Your Hiring

first_imgHiring for any position can be time-consuming. What’s worse, you can’t always guarantee the best results, and any mistake you make you’ll be paying for big time. What can you do to improve your hiring process and overall success? Take a cue from the biggest online retailer in the world. How to Hire Like Amazon: Why Cross-Team Interviewing Could Transform Your Hiring StrategyFinding the Right Balance Between Hiring Quickly and Hiring Effectively“Who hired this guy?” That’s a line that is all too familiar for companies who have let their hiring control measures wane, especially during growth periods where the need to increase capacity outweighs the performance of due diligence on new talent acquisitions. As a Talent Specialist recruiting for OpenView’s portfolio companies, I often have discussions with founders and hiring managers who have struggled to strike the right balance between hiring talent efficiently for hitting growth targets and ensuring that the brightest, most competent and culturally suitable talent walk through their doors. Given the magnitude of responsibilities and volume of decisions being made everyday concerning the development and growth of a startup or expansion-stage company, this is no easy feat (the same can hold true for larger growth companies, as well). How do the best of the best do it? One interesting and innovative approach is Amazon’s use of “bar raisers” — current employees who assist in the hiring process.Cross-Team Interviewing: Taking a Closer Look at Amazon’s Secret to Hiring SuccessAs Greg Bensinger explains in his article for the Wall Street Journal,  to ensure that employee selection objectives are being achieved, Amazon has adopted a team-based hiring strategy, with a particular focus on having candidates meet with employees outside of their core areas of focus. In essence, these current employees have been “deputized to vet job candidates and ensure cultural fit.” This approach can offer significant benefits including an added measure of quality control to the hiring process, but it can also place a strain on current employees who may struggle to retain a focus on their core responsibilities within the organization. Let’s examine some of the opportunities and drawbacks from employing a team-based hiring strategy.Opportunities of Cross-Team InterviewingPro: Improved Continuity of Corporate Culture and Professional StandardsWhen more than one hiring manager is involved in the decision-making process, or when other employees are able to share feedback and deliberate collectively in the procedure, there is a greater likelihood that a richer perspective of the company’s culture will be shared with the candidate. At the same time, current employees will also be better able to determine whether the potential hire will be able to function and succeed in that environment. Additionally, broad employee involvement in hiring signals a strong sense of integrity and transparency associated with the hiring process, as well as a greater adherence to professional hiring standards.Pro: Better Ability to Identify and Test Broader Skills and CompetenciesHaving various employees from different departments and teams throughout your organization interview candidates can provide deeper insights on a candidate’s broader skills and competencies. Some may not always be identifiable through traditional recruitment and interview practices. For example, a a senior software developer interviewing a candidate pursuing a marketing role may identify competencies and knowledge beneficial for the development team. This technique can also be used to validate the range of skills highlighted by the candidate in his or her resume. The wide range of interviews can provide richer perspectives on the breadth of capabilities, knowledge and skills a candidate holds.Pro: Elimination of Individual and Team BiasesAnother advantage of leveraging a wider base of interviewers in the hiring process is the higher probability of eliminating individual or team biases — either positive or negative. Sometimes, an interviewer or a group of interviewers operating within one function may develop a positive bias, such as the “like me” or “similar to me” factor, which results in the failure to examine a candidate’s competencies more critically. The corollary of this can be equally detrimental whereby a negative bias — perhaps stemming from the high qualifications of a candidate — may result in an interviewer feeling threatened or insecure in their own role should the candidate be hired. The danger there is discounting the merits of a candidate and potentially losing a great hire.Downsides of Cross-Team InterviewingCon: The Need for Time Commitment from Current EmployeesAs outlined above, there are clear advantages for implementing a team-based hiring strategy, however there also are some drawbacks. Firstly, it takes an extensive time commitment for the numerous individuals across various areas participating in the interviewing process. However, new technologies are emerging that enable employees to assess candidates on their own or preferred time through video-recorded responses, and organize the broad feedback systematically through apps and other data aggregation tools.Con: Potentially Drawing Out the Hiring ProcessAnother adverse consequence of a cross-team, collaborative approach is that the hiring timeframe can be lengthened due to the larger number of interviews that need to take place. This can result in companies — particularly startups and expansion-stage companies — not having access to talent when it’s most urgently needed to support their growth. Furthermore, some highly sought-after talent could be lost to competitors or other companies, who may operate with shorter hiring timeframes and less complexity in their recruitment processes.Con: More Cooks in the KitchenLastly, in situations where there are more voices contributing to the decision making, there will undoubtedly be more controversies, debates, and perspectives that all warrant consideration and timely feedback. Employees participating in the teams that support the hiring of new talent will need closure and a clear rationale as to why a particular course of action was taken. In the past, these employees did not have a vested interest in hiring, but because their opinions, time, and effort are now being sought, more communication will be needed from HR and the final decision makers to ensure that participating employees feel confident about the process, know that their time is being appreciated, and that their opinions and feedback are being heard and taken into consideration.What Do You Think?Whichever direction companies pursue with their hiring practices, the elements outlined above need to be carefully considered to ensure that hiring efficiency is well balanced with meticulous candidate evaluation, so they can hire the most suitable talent when they are most needed. What’s your take on cross-team interviewing? Could it work at your company? Do the pros outweigh the cons? Let us know in the comments below! 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