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Back to Basics: Do You REALLY Know How to Type?Monday, March 28th, 2011

by Sean Devlin, Front Rush

The best skill that I ever learned was how to type.

Recently, I have been thinking a lot about this idea of “always improving”. You know, the new things that you can learn that will help you on a day to day. The one common theme I hear a lot is “I wish I had learned to type better”.

Maybe it’s my ignorance (being the son of a typing teacher)  but for a long time I took this skill set for granted.  As a typer watching someone who is not, you generally get the feeling that there is productivity loss occurring. Its simple math:  What a fast typer can do in 10 minutes, it may take a slow typer 30. Without double checking my work, that’s 20 minutes.

If your not an expert typer, I would strongly urge you to take the time to learn. Like anything, its probably a frustrating task to take on however I can assure you, with all of my heart, that its rewarding.  The productivity gains are astronomical.  Take into account all of the time that you spend in front of a computer and how much of that time is spent typing, the seconds/minutes/hours add up extremely fast.

Then, think about it from a financial perspective. A lot of the money that you are putting into new mobile apps, or devices, or computers, or software are the result of the third party investing in speed. Essentially you are paying hard dollars for that speed, so leverage it instead of losing precious moments due to slower typing.

The web today can teach you to code, or play a piano, or meet new friends…and it can also teach you to type. If you Google “learn to type”, you are taking the first step to investing in your future and always improving.

 Sean Devlin and the experts at Front Rush aren’t just good typists.  They are also the nation’s leaders when it comes to effectively organizing and tracking your recruiting information.  If you haven’t seen what they’re all about lately, you should…click here!

Fascinating New Research on How to Effectively Email Your ProspectsMonday, March 28th, 2011

Our latest round of research is in, and it contains some really fascinating details on how your prospects are now using email in their regular communication with the coaches who are recruiting them.

Among the highlights of our most recent findings:

  • About 55% of today’s student-athletes that are actively being recruited by a college coach check their email daily, which is up by 20% compared to two years ago.
  • One of the key reasons for that increase?  A rapidly growing number of college prospects now use web-enabled smart phones (iPhones, Androids, and others) that have their emails tied to their phones.  So, it’s easier for them to answer your email message than it was just two years ago, when most of them would have to log-in to an email account from a home or school computer.
  • One of the most interesting aspects to this most recent study:  While a clear majority found email to be the most convenient way to communicate with a college coach, a surprising 71% said that receiving a letter or personal note from a coach was seen as more influential and “important”, in their eyes.  That’s up by about 20% than just a short time ago when we last tracked that question.
  • One thing was unchanged:  83% said that the number of contacts from a particular coach wasn’t as important as what they said in their message, and how consistently they sent that message.

The rest of the study is reserved for our use in creating our client’s messages, but here’s what I see as a few of the practical applications that any coach, at almost any level, could use to communicate with their prospects given this most recent research that we’ve gathered:

Make sure you’re consistent.  It gives you the best chance of hearing back from the athlete, because it tells them that you’re serious about them and are willing to invest the time to reach out to them.

Change up the type of email message you’re using.  If your last one was informational, make the next one a little less formal, and make the next one all about them and then ask them a question that would prompt a reply.  Changing your message regularly is important…it prevents your communication from looking like the same type of message over and over (and over) again.

If your initial messages are getting ignored, be patient.  If you’ve read our second workbook, “What They Didn’t Teach You About Recruiting”, you’ll remember that it often takes weeks and weeks – sometimes several months – before an athlete chooses to respond to a message from a coach they are hearing from for the first time.  I find that many coaches give up way too soon after not hearing from a prospect immediately.  In my experience, they’re hurting themselves and giving their opponents (the coaches who stick with it!) an easy win for the services of that recruit.

There’s another big piece of advice I want to offer you…but I’ll post that on our Facebook fan page.  Get it by clicking here.

A lot of coaches are mystified as to why their emails aren’t being opened, read and responded to by their prospects.  It’s not a mystery…they’ll do it if it looks and feels right, and if it talks to them in a way that they’re used to.

Try this:  Take one or two of these principles and try to apply it to the next email you send a prospect.  I’ll bet you’ll start to see a difference in the response you get quickly!  If you have additional questions, or want me to take a look at what you’re planning, just email me at dan@dantudor.com.

Effective email practices are one of the cornerstones of any solid recruiting campaign.  If you’re looking for more tips and techniques that you may not be using properly, add our two recruiting workbooks for college coaches to your office library.  We outline plenty of proven strategies and findings that you can use to increase the level of communication with your prospect list.  Click here for all the information.

Recruiting Out-of-State ProspectsTuesday, March 22nd, 2011

Let me ask if you see yourself having this problem:

You’re talking to a prospect for the second or third time, and you’re getting the feeling like they might be the perfect fit for your program.

They’ve taken an unofficial visit.  They’re friends on Facebook with a few of your players.  They’ve turned in their application.  And, what’s more, you really think they can make a positive impact on your program.

The only problem?

They live 600 miles away.

Now, the situation I just described may have never got off the ground in the first place.  A good number of coaches we meet with and start work with have general philosophy that they aren’t going to recruit out-of-state players.  They don’t want to spend the time to convince them to leave home, or figure out a way that they can still afford to play at your school with the higher out-of-state tuition, or figure out how to pry mom and dad off their beloved child’s ankles as they get dragged against their will towards a future that doesn’t include their precious child within arms reach of their love and influence.

Perfectly understandable.

I think you’re making a mistake, but I understand the reasoning behind a decision like that.

But in the off chance that you are one of those college coaches who Is recruiting (or wants to be recruiting) out of the area, and needs to figure out a better way to get the results you’re looking for, this week is for you.

Our research on campuses around the country has given us some important clues as to what kind of an approach works with an athlete with a recruit who lives out of the area, and is having a hard time figuring out if it would be a good move to come compete with you away from home.

There are three key points I want to share with you today that I think you’re going to find helpful as you target out of state prospects:

  • More kids than ever are willing to consider out of state college options.  It’s true.  If you haven’t noticed already, more and more rosters throughout college sports feature an increasing number of good athletes who come from a considerable distance away.  The key to getting them to look at you?  We find that when we create a plan of attack for our clients, and put effort into helping them recruit more out of state kids, it’s best when you can tell them why specifically why you see them as being a good fit, and tell them that you are focusing on getting one good athlete from their state or area…and you see them as being that person.  Making your approach about them, as well as giving them a specific reason why you are trying to bring them to your campus far away, should give you a good chance at getting them to listen to the next round of discussions.
  • Ask the critical questions early and often.  It’s always important to ask for feedback from your recruits when it comes to what lead them to the decision of playing college sports out of state, and it’s best if you start that conversation earlier than later.  Some key questions you’ll want to ask?  Here’s a sampling of some of the best that we’ve seen:
    • Why do you see yourself enjoying playing college sports away from home?
    • What do you see yourself missing the most about home?
    • How do your parents feel about you playing for us here?
    • What’s the biggest thing you’ll be looking for in your perfect home away from home?
    • How will you know that you’ve found the right fit for yourself?
  • Never assume it’s a done deal.  In other words, always assume that they’re going to be more apt to stay closer to home rather than taking the risk and truly going “away” to school.  Always assume that mom and/or dad are going to be pulling them towards the closer option rather than your option.  Always assume that there’s going to be a new objection on the table the deeper you go in the recruiting process.  My advice to you is to take a defensive approach when it comes to recruiting an out of area prospect…never assume it’s a done deal.  Not until you see them walking into their first class in the Fall of their Freshman year at your college, anyway.

The other truth about recruiting an out of area prospect?  No two situations are the same.  Each prospect is going to bring different life situations, different parent personalities and attitudes, different fears, and different motivations into a recruiting situation.  Your job as a coach is to make sure you are constantly looking for signs – good or bad – that they are moving towards making a final decision.

I see more and more college coaches successfully learning to recruit prospects from outside their own backyard.  Does it take a little more work?  Absolutely.  But the payoffs can be huge, too:  A broader recruiting base, a more geographically diverse roster, and – more often than not – more consistent talent in the starting line-up for you and your college.

Want to talk to the national experts about how to recruit specific prospects?  Become a client of Tudor Collegiate Strategies.  You’ll get access to a group of experts who can advise you on how to approach specific recruiting situations you’re facing, and a team of off-site staff members that can create recruiting messages that work and help shoulder the load of all aspects of your recruiting duties.  Click here to get the details.

Why Every College Coach Should “Time Block”Tuesday, March 22nd, 2011

by Mandy Green, University of South Dakota

After talking to all of the coaches that I have worked with since being able to be associated with Tudor Collegiate Strategies, I would say that the number one reason coaches do not reach their goals is because they did not allocate enough time in the office to accomplish the goal or goals that they set for their recruiting, team, staff, or for themselves.
 
We all have the same 24 hours in a day – yet successful coaches manage to accomplish more in their days and weeks. 

How?  Because successful coaches have prioritized their goals and have set aside blocks of time in their day where they do nothing else but focus on accomplishing one task. 
 
Coach, you will get more done, be more effective, and still have time left over when you “time-block” your day. You need to schedule time daily to send emails, to plan practice, to do administrative work, to return phone calls, to recruit, to manage your team, to meet with staff, etc. These activities should be clearly blocked in your schedule at specific half hour, hour-long, or however much time you need to accomplish the task time slots.
 
To get started, put all of your important activities into categories.  Let’s say for example that the 4 categories you come up with are administrative, recruiting, team, and personal: 
 
Administration time.  This is the time you need to troubleshoot, get your paperwork done, schedule games, do your game reports, go to meetings, etc. 
 
Recruiting time is when you focus on nothing but recruiting your future team.  Use this time to set up your recruiting plan for next month, analyze how your recruiting is going this month,  write hand written letters, send emails, mail letters, plan what interesting questions you will ask on your phone calls that night, schedule on-campus visits, etc. 
 
Team time is when you work on your team.  This is when you’re reading, planning, strategizing, thinking.  This is when you’re implementing and executing.   How can you improve your productivity, their commitment, what is your training session going to be.  Scheduling time in your day to develop you team enables your program to grow and will help bring value. 
 
Personal time is when you set all of your work aside.  This is time for you to focus on you.  Personal time may fall in the middle of the week, in the middle of the day, at your gym time, or at lunch.  It can also be when you have some spare time on the weekend to spend with your family.  This is your time to get recharged.  Allow yourself some time to relax and decompress mixed into your schedule. Giving yourself 15 minutes of relaxation time will enable you to stay focused and sharp during the course of your day.

Once you have categorized your important tasks, it is time to “time block” these tasks into your day.  Make sure these tasks get scheduled and done at the times you are least likely to get interrupted, such as early morning. For example, from 7-7:30am you do administrative work, 7:30-8:30 is only for recruiting, 8:30-9:30 is when you focus on your team development, 9:30-9:45 is your personal time when you get up and stretch, get water, go to the bathroom, etc.  

Again, during these blocks of time that you have set up, you focus on doing only that task.  It is important that you don’t allow yourself to check your email and you don’t answer your phone during this time.  Checking your email frequently during the day is a major contributing factor to why most coaches don’t get done what they need to.  Change your voice mail and e-mail message so you can let all would-be interrupters know when you’ll be returning calls and getting back to them. 

Get into the habit of blocking out time for your most important activities on a consistent basis and you’ll be unstoppable! Time blocking will allow you to experience consistent growth with more balance and less chaos in your day coach.  Trust me, I have been time blocking for quite a while now and I love it!  I am getting so much more work done and now have a ton of more time at the end of the day to work on things that in the past I never had time for.   

Mandy Green will unveiling a new coach-centered daily planner system at the 2011 National Collegiate Recruiting Conference in Nashville on June 3rd through 5th.  Make sure you’re there to learn about creating more time in your day, and get more results from your efforts.  Click here for all the details.

How to Never Forget a Great Coaching Idea AgainMonday, March 14th, 2011

by Sean Devlin, Front Rush

Have you ever been in the wild and come up with an idea or needed to jot something down or wanted to remind yourself of something?  Have you ever had a friend or colleague tell you about a great book, or a cool site or showed you a place to visit?

How have you remembered these things?  Did you take a mental picture or scribble it on a piece of paper or maybe even your hand?  How many times did you forget about it later or lose that piece of paper, or ended up washing it off your hand?

O.K., lots questions thrown at you at once!

We certainly have run into this ourselves, and a great app we use to solve this problem is called Evernote. We have no affiliation with Evernote, we just think it is a great product. 

Evernote is an app that can exist on the web or on your iPhone, or Android or Desktop or iPad or pretty much everywhere you are.  It allows you to quickly take a note, whether its by typing it in, or recording your voice, or even taking a picture. It even lets you take a clip of a web-page. After you added your “note”, you then have access to it from any of your devices and Evernote organizes it for you.

The premise of the app is to keep all of your ideas and thoughts and put them into an easy to access product so that you can interact with them later. We just wanted to share this with you and hope that you too can benefit as college coaches who probably find themselves writing stuff on their hand every now and then.

If you aren’t using Front Rush, you’re losing out on being more organized for a lot less than you might think.  They are the trusted experts when it comes to web-based recruiting.  We use their system to manage all of our contacts with college coaches here at Tudor Collegiate Strategies, and recommend that you take a close look at what they have to offer, too!  Click here to get more information on Front Rush…

8 Crunch Time Questions to Ask Your Undecided ProspectsMonday, March 14th, 2011

Buzzer beaters are great to watch this time of year.

Unless, of course, you’re talking about your recruits.  Then, buzzer beaters aren’t so much fun.

I’m talking about this time of year, when your list of prime recruits is dwindling, and you want answers.  But they’re holding out, or not returning your emails as often as they used to, or just generally giving you the feeling that there is something they’re not telling you.

This was a topic that came up in the office last week as our staff was working on a strategy for a client who was having trouble getting the truth from a prospect they were entering the final stages with, and needed help.  Since time is of the essence, lets get straight to the point…here are our Top 8 crunch time questions (in no particular order) to ask your undecided prospects:

  1. “What do you see left on your to-do list as you go through your final decision making?”  You want to see if you have your prospect verbalize any remaining questions that are left unanswered.  If they list something, your top priority should be to get answers to that question or help them check-off those things left on your list. 
  2. “What are your parents saying about this whole thing?”   You don’t want to be too specific with this.  Don’t ask, “What are your parents saying about waiting to make a decision”, because then their answers are going to be specific to that topic.  Leave it wide open, and lets see what they say.  It might surprise you, and give you a good idea of what kind of role the parents are playing in the process.
  3. “When do you see yourself making your final decision?”  At some point, you need to get straight to the point.  This is the best question to do it.  Yet, you’d be surprised how many coaches have not asked this yet.  Have you?
  4. “How is our offer looking to you and your parents?”  If there’s any question as to how they feel about your scholarship offer, you need to ask your prospect this really important question.  Their answer may tell you if you need to do any more work explaining why they should be excited about what you have to offer.  By the way, this question is especially relevant if you’re a Division III coach.  You might need to change the word “offer” to “financial package”, but finances are going to be a big priority to your prospect no matter what level you find yourself.
  5. “Who are you leaning towards choosing?”  It’s a little bit of swinging for the fences here, but you never know what you’ll hear in response to this question.  Remember, your prospect is under a little bit of stress, too.  Our research shows that recruits are more apt to reveal more as the process enters the last stages.  Remember that as you ask this question, and develop others for crunch time recruiting.
  6. “How are you going to know when you’ve found the program that’s the right fit for you?”  Every prospect is going to define “the right fit” differently, but what they say in response to this question could be a good indicator how closely your program and school match up with what your prospect is seeing as their “right fit”.
  7. “What’s the first thing you want to do to get ready for your Freshman season once you get here?”  This is a classic “assuming the sale” question, and it works because if they answer the question, it is a good subconscious indicator that they see themselves coming to your school and competing for you.  You can ask other “assuming the sale” questions that deal with specifics about your program, and see if their answers give you any indication if they plan on being there after graduation.
  8. “Are there any other things we should be talking about that would help you make your final decision?”  It’s one of my favorite questions in the recruiting process, mainly because it opens the door for so many different answers.  This is one of the questions we recommend asking when we lead our On-Campus Workshops for athletic departments, because it works.  Try it…you’ll be surprised how often it leads to an interesting topic initiated by your prospect.

This part of the recruiting process can either be stressful, or just one more piece to a successful recruiting plan.  In my years of working with lots of different college coaches and their programs, I find that successful questioning can make all the difference in the world.

Use one, two or all eight of these questions to get your prospect talking during this crucial period in the recruiting cycle.

If you have our two best-selling recruiting workbooks for college coaches, “Selling for Coaches” and “What They Didn’t Teach You About Recruiting”, you have access to over 200 more strategies, questions and unique approaches to help wrap-up this year’s recruiting class.

Don’t have them?  Ordering them is easy.  Click here to get them today!

A Home Grown Time Management Technique for CoachesMonday, March 7th, 2011

by Mandy Green, University of South Dakota

I’m sure you understand the frustration that comes with leaving the office and not feeling like you got the right things done. 

Getting through a daily checklist is one of the things we have to do as a coach, and it’s tough.  I know, because I am a Division I soccer coach.  And, now that I am married and have children, all the extra time I had to hang out in the office getting work done, make phone calls, talking with fellow coaches, recruiting on the weekends from morning to night, is now not an option like it was when I was single. 

For me, especially once my son was born, I realized that I needed to get the same amount of work done in half the time so I could spend more time at home.  I needed a plan.

I spent a lot of time researching all of the different options available in the marketplace, tried to see what would work with the unique schedule of a college coach, and found three time management tools and techniques that I have put to use in an effort to increase my productivity, get more organized, and to regain my sanity.  I found that each of them takes a little time to learn and master, but trust me, it will pay you back in greater efficiency and effectiveness as a college coach and recruiter!

1.  Use a written daily planner. I think most coaches use some kind of planner already.  But if you are anything like me, I had a notebook for my practices, my daily calendar where I put my to-do lists, a separate notebook with my goals, and then scattered on the three different computers and all of my zip discs were all of my recruiting plans and notes.   I needed to create a time planning system that would enable me to plan for the year, the month, the week, and for each day all in one that contained everything I needed to organize my coaching responsibilities and personal life. Since no planner existed that had everything that I needed, I created one.  This planner allows me to set and keep track of my goals, organize my recruiting, keep track of what I am doing with my team, and a lot more.  Whatever time planner you use, make sure you are able to capture every task, goal, or required action as it comes up in your daily life as a college coach.

2.  Always work from a list.  Working from a written list has been one of the most powerful tools for me in becoming more productive with my time.  When you create your daily list, you begin by writing down every single task that you intend to complete over the course of the day.  I figured out that what I needed to do in a typical day fell into one of four categories: Team, recruiting, administrative, and personal.  I organize and prioritize each task based on what category it falls in and then that list becomes a map that guides me from morning to evening in a very effective and efficient way.  At the end of the day, I take 10 minutes before I leave the office to make my to-do list for the next day and then review it again before I go to bed.  It is amazing how much more focused I am and how much more I get done when I have a plan of attack already set before I get into the office. 

3.  Time block your day.  Once you have your written to-do list and have organized them based on importance or priority, block off a section of your day where you focus on only one thing at a time.  For example, I have the most energy and get the fewest interruptions first thing in the morning.  For me, recruiting is the task that I feel is most important in building my program into what I want it to be so I schedule it first.  From 8am to 9am every morning, I shut my door and all I do is recruiting tasks: I send and return emails, plan recruiting trips, plan my next month’s recruiting messages, meet with my staff to discuss who we are going to make calls to, etc.  I don’t answer my phone, I don’t return any new emails that have come in.  All I do is focus on recruiting for that hour. 

Just by doing these 3 things, I am amazed at how much more I get done and that I even have time left over in the day before I head home.  I love the peace of mind and feeling of control that I get knowing that I am scheduling my day based on my program goals and getting it all done before I leave. 

For me, creating an effective organizational plan has been the key to recruiting my best recruiting class ever, and being a first-time mom and wife.  I think it will have the same impact for you and your college coaching career.

Mandy Green will be leading a session at this year’s National Collegiate Recruiting Conference in Nashville on June 3-5, 2011.  She is going to introduce her unique organizational guide to attendees and describe how to use it for maximum effectiveness.  To register, click here!

Your 4-Step Guide to Recruiting…”Jersey Shore” StyleMonday, March 7th, 2011

I’ll say right at the start that I may not be qualified to write about anything related to “Jersey Shore”, the popular MTV reality show about a group of misfit New Jersey young adults with way too much time on their hands.

That being said, I’m going to give this a shot…because from what I’ve seen and heard of the show, there are some good recruiting lessons to be learned from the show (even if you, like me, has never actually watched an episode).

So, why did over 8 million people (many of them your recruits, by the way) tune in for the season premiere in January? 

Why are fascinated with a girl called Snooki? 

And, how does somebody re-name himself The Situation – and manage to pull it off?

Those are the brilliant, hidden marketing secrets of “Jersey Shore”, Coach.  And if we can ignore the fact that this show is probably the greatest sign of the apocolypse that I could point to in our modern culture, there might actually be some great recruiting lessons here:

1.  Make sure you recruit with your big picture in mindWe can laugh at the girl named Snooki and roll our eyes at The Situation and how proud he is of his abs, but here’s something that we can’t ignore:  Snooki wrote a New York Times best-seller (o.k., someone wrote it for her…but you know what I mean).  The Situation earned over $5 million dollars in product endorsements, and has his own line of vodka. 

What’s my point?  I think the show has been built around a bigger picture goal of creating a brand around the people and the show.  That adds to their bottom line, financially.  College coaches usually ignore creating that bigger picture story that ends up strengthening their recruiting bottom lines because it takes a long time to develop, and is tough to do (unless you get help doing it).

There are examples of college coaches and program who have done a great job doing this:  Boise State football, with their “little engine that could” attitude over the years as they’ve been building their program and their odd blue turf, is a great example (believe it or not, it wasn’t always a D1 football destination like it is now!).  Duke, with their Cameron Crazies and camping out weeks at a time for tickets, almost fired Mike Krzyzewski early in his tenure.  But over time, Duke has built a legendary program built around a great story.

The question to ask yourself is simple, but the answer might not be all that easy:  “What are you doing to build a big picture program?”

2.  Your recruits want, and like, a little drama Now, there is good drama and bad drama.  Stay away from the bad drama.

By “drama”, I’m really talking about compelling storylines within your program in the day to day life of your program.   “Compelling” to your teenage recruit might be rather ordinary in your eyes:  What happens when you stop at McDonalds after a game, running through the airport to catch a tight connection at the airport, your funny pre-game rituals, or even running around your college town looking for Mel Gibson on a film set…all of those things are pretty compelling, according to our research, in the eyes of your recruits.

The reason is simple:  They’re looking for reasons to choose you over another competitor, and it’s those compelling, personal, unscripted moments that make the most impact.

Find ways to give them a little drama from time to time.  It’s what they want, and what they need to help differentiate you from the rest of the crowd.

3.  It’s always good when they either love you or hate you.  Maybe not “hate”, but it’s good when your program is easily distinguished from the rest. 

A good example of that was the way BYU handled the situation when a star player confessed that he had broken the school’s “honor code”.  Immediately, the national media reported – with a good degree of fascination – how the school would actually stick by their rules and risk seeing a storybook basketball season come to a premature end. 

But BYU did stick to the letter of the law within their honor code, and has removed the player from the team’s active roster.  The result?  Not much gray area in the eyes of their recruits or fans around college sports:  You either love the fact that they didn’t compromise their school rules, or you can’t believe they’ve put together such a conservative list of rules that they expect young adults to live up to.

For their recruits, there’s little doubt that they know exactly what they’re getting if they’re considering BYU.  No mystery, no double-speak, no dishonesty…BYU is either going to be right for a recruit, or something that they aren’t looking for in a college program.  There’s an excellent chance that will be a net gain for them over the next few months as they tell their story to recruits.

Does your program have clear, black and white definitions in the eyes of your recruits?  If not, ask yourself how to create those distinctions…if you want to make your recruiting life easier, get out of that squishy, vanilla middle ground that confuses your prospect who is looking for bold, passionate characteristics to align themselves with.

4.  Embrace your quirks.  There are a few college coaches reading this who know I would define their campus or program as “quirky” or “unique” after conducting our On-Campus Workshop on their campus.  That’s a good thing!

Back to the “Jersey Shore” example I’ve been using:  Snooki is odd.  Actually, the whole group is odd…but from what I’ve seen, Snooki is the oddest.  Maybe it’s the nickname.  Maybe it’s her voice.  Maybe it’s the way she dresses.  Heck, maybe it’s all three!  Regardless, she’s not afraid to be a little…shall we say, “original”.  And it’s paid off professionally for her.

The good news is that you probably don’t need to go to Snooki’s extremes to be an effective, original, unique story-teller of a program. 

The question you’d want to answer for yourself is this:  Are there quirks that you can utilize to help tell your story? 

All four approaches are original ways to approach re-tooling your recruiting strategy for this next class.  No need to go to the extremes of “Jersey Shore”…or, you never know…maybe that’s the secret to excellent your recruiting next time around?

Ready for live, video instruction of the best recruiting training on the planet?  You have two options:

First, you can get a complete 3-DVD set of the 2010 National Collegiate Recruiting Conference, along with the complete recruiting workbook.  It has over 13 hours of cutting edge instruction, new recruiting techniques, and information you need to know if you want to take an original approach to recruiting.  A “must have” for any serious recruiter’s library.  Click here for all the details.

Or, better yet, you can join us live for this year’s NCRC in Nashville.  We’ll give you the chance to hear this year’s new line-up of speakers and topics, as well as network with other college coaches from around the country as they share their ideas and take part in the discussion.  Register soon to take advantage of the early registration discount…click here for all the details. 

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