Four filters of the recruiting process

If you want to shipwreck your program, it is really simple: get the wrong people on board. 

The number one law of leading a college athletics program (or pro) is to get the right people in your program. 

The downstream effects of this are huge!

Get to vs Have to

When you get the right people you GET to do so many things. 

You GET TO give up leadership to your athletes. 

You GET TO be a guide and not an edgy drill sergeant. 

You GET TO collaborate with your athletes.

and on and on...

When you get the wrong people in your program you HAVE to do so many things.

You HAVE TO micro-manage. 

You HAVE TO keep your thumb on your athletes at all times.

You HAVE TO navigate player issues constantly.

Needless to say...who you bring into your program is HUGE!

Recruiting

So let's talk recruiting.

There are four filters of recruiting. 

We often just use three. 

Those filters are: 

1. Evaluation- You go watch the athlete play. High-level evaluators are looking for multiple things. You evaluate their athleticism, their attitude, their skill set, their instincts, whether they are a good teammate, whether mom or dad is crazy, etc. 

2. Get to know. You also spend a ton of time getting to know them, usually via phone or Zoom calls. You are trying to get a pulse on who they are, what is important to them, if you like them, and if you can see yourself coaching them.

3. Reference Checks- You talk to his/her coach, teachers, strength coach, etc. You are trying to get an idea of what this athlete is really like. You've observed them but now you are trying to get a peek behind the scenes.

The fourth one is what we sometimes fail to do!

4. "Recruit to the challenge": The framing of the recruiting pitch is our fourth and last filter. I love the language Kenny Willingham, head football coach at Arizona State, uses- "recruit to the challenge, not the reward." 

When we woo the athlete with all that they are going to get and what we are going to do for them, the young person comes to campus on partly false pretenses. You will give them things and do things for them...but that's not it. You will also ask things of them...things that will be hard.

What you woo them with you have to keep them with. 

What they are actually hearing

If you have told them over and over that they are going to be all-conference and a dominant force in your program, whether you said it or not, they are hearing "You got this. You will be a starter from day one. You will play a lot here. You're going to be a dude." 

If/when they don't play the type of minutes they expect, or when adversity strikes, you will most likely have problems with this person.

You got them with this promise...now that is the only way you will keep them.

Recruiting to the challenge is when you are so clear and transparent that it almost feels like you are talking them out of coming. 

It might sound like this- "We love you...but just know that we will guarantee one thing and one thing only, a CHANCE to compete for playing time. No one is guaranteed anything. Also, being a part of this program will be one of the hardest things you have ever done. Not just anyone can play in our program. We think you can, and we think you'll be great here...but it will be hard and I just want you to know up front to bring your work ethic and toughness if you come. So if you think you have the toughness and competitive stamina to play here, let's make this happen!" 

It makes me think of the late 80's /early 90's Marines commercial. "We are looking for a few good men with the meddle to be Marines." 

In other words, this isn't for everyone. It is for the special ones. It is for those who are tough, resilient, and competitive. 

Recruit to the challenge, not just the reward. 

If they get through all four filters, you increase the likelihood that he/she will be a great fit for your program.

And to tie it back...once you get the right fit, you "get to" not "have to."

Questions:

1. What type of person/player works in your program?

2. What type of person/player doesn't work in your program?

3. Once you get clarity on what works, how do you uncover if the recruit has or doesn't have what works for your program?

4. Be relentless in your efforts to get the right people on board. This has to take precedence for everyone on your staff. It is that important.

**FAITH AND LEADERSHIP** 

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