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How Important is Recruiting?
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<blockquote data-quote="slugboy" data-source="post: 913625" data-attributes="member: 282"><p>That’s (1) a massive underestimation or the importance of accounting, sales, engineering, and other disciplines for a major company and (2) an underestimation of every other aspect of running a college program other than recruiting.</p><p></p><p></p><p></p><p>Nick Saban is a weird but intensely-driven dude. He is not a personal relationship guy. Google “Nick Saban walks over player” sometime. His skill isn’t being a smooth-talking salesman (he isn’t). His skill is running a program. Same with Urban Meyer. Lincoln Riley is an offensive genius.</p><p></p><p>As far as being a smooth-talking salesman, Mark Richt is far, far ahead of Kirby Smart in that category, but Kirby has the ring.</p><p></p><p>As far as being easier to measure an OC’s tangible results vs a recruiter’s, there are websites devoted to ranking who the best recruiter is. While the class rankings and scores are junk science, people in the industry know who the good recruiters are, and they probably have a better idea who the good recruiters are than who the good OCs are.</p><p></p><p>Great salesmen hire awful salesmen all the time. Accountants can hire great salespeople. Software developers have decided that no one else can understand their industry, so companies like Google have built a huge list of technical interview questions that is completely useless for actually finding qualified developers. Most people don’t know how to screen or hire well. There’s far less correlation between being a recruiter and being able to spot and hire a recruiter than you imagine. You do not need to be able to do a job to be able to hire for a job.</p><p></p><p></p><p></p><p>There are lots of ways that CEO’s hire badly. There are lots of ways that head coaches hire bad assistants. A good head coach should hire good assistants, but that in no way means that the top guy should mainly be a recruiter.</p><p></p><p>Yes, Friedgen was exposed to recruiting. It wasn’t his specialty. FBS is populated with a lot of successful head coaches who hire people who recruit better than they do.</p><p><strong>That’s the point. There’s proof of successful coaches who aren’t great recruiters, but they’re great head coaches. The head coach does not have to be a great recruiter to have a great team or hire great recruiters to work for him. </strong></p></blockquote><p></p>
[QUOTE="slugboy, post: 913625, member: 282"] That’s (1) a massive underestimation or the importance of accounting, sales, engineering, and other disciplines for a major company and (2) an underestimation of every other aspect of running a college program other than recruiting. Nick Saban is a weird but intensely-driven dude. He is not a personal relationship guy. Google “Nick Saban walks over player” sometime. His skill isn’t being a smooth-talking salesman (he isn’t). His skill is running a program. Same with Urban Meyer. Lincoln Riley is an offensive genius. As far as being a smooth-talking salesman, Mark Richt is far, far ahead of Kirby Smart in that category, but Kirby has the ring. As far as being easier to measure an OC’s tangible results vs a recruiter’s, there are websites devoted to ranking who the best recruiter is. While the class rankings and scores are junk science, people in the industry know who the good recruiters are, and they probably have a better idea who the good recruiters are than who the good OCs are. Great salesmen hire awful salesmen all the time. Accountants can hire great salespeople. Software developers have decided that no one else can understand their industry, so companies like Google have built a huge list of technical interview questions that is completely useless for actually finding qualified developers. Most people don’t know how to screen or hire well. There’s far less correlation between being a recruiter and being able to spot and hire a recruiter than you imagine. You do not need to be able to do a job to be able to hire for a job. There are lots of ways that CEO’s hire badly. There are lots of ways that head coaches hire bad assistants. A good head coach should hire good assistants, but that in no way means that the top guy should mainly be a recruiter. Yes, Friedgen was exposed to recruiting. It wasn’t his specialty. FBS is populated with a lot of successful head coaches who hire people who recruit better than they do. [B]That’s the point. There’s proof of successful coaches who aren’t great recruiters, but they’re great head coaches. The head coach does not have to be a great recruiter to have a great team or hire great recruiters to work for him. [/B] [/QUOTE]
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