Dan Tudor

Join The Newsletter and Stay Up To Date!

Text Size Increase Decrease

2013 National Collegiate Recruiting Conference Speaker Line-UpMonday, April 29th, 2013

If you’re attending the 2013 National Collegiate Recruiting Conference in Charlotte, North Carolina on June 7-9, you’re going to hear the best collection of speakers and experts we’ve ever assembled.

We’re proud to announce the line-up, and will update it if changes or additional speakers are added!

To attend the conference, click here.

FRIDAY

Dan Tudor – The founder of the NCRC event will kick-off the weekend with the annual “State of Recruiting” talk, setting the agenda for the weekend

Dan Wolken, USA Today – One of the rising stars in college sports reporting will talk about recruiting trends, coaches who are doing it right, and what he forecasts for the evolving world of college recruiting.

Dr. Mike Davenport – A successful rowing coach and expert in the intricacies of successful mentoring, Coach Davenport will talk about how to make sure your coaching career is strong and sustainable for the long haul.  Be ready to be challenged in the way you approach your career!

Jan Stuebbe – Author of “How to Be a Lousy Leader”, Coach Stuebbe will give insights from a unique athletic and coaching life that saw him in a leadership position since he was a Freshman in high school. He’s always been a starter, a head coach, and leading a junior college program as athletic director.  These lessons are unforgettable – you’ll want him to talk to your team about leadership, too!

Rob Jones – Whatever obstacle you’re facing as a coach, be prepared to be humbled and amazed at the story of Rob Jones.  Featured earlier in Sports Illustrated this year, Jones’ life journey – as a soldier and as an athlete – will amaze you.  His session will touch every aspect of your coaching and recruiting life.

SATURDAY

John Brubaker – This former college coach, author and business consultant kicks-off our Saturday with a fascinating recruiting and sales lesson, “The Seeds of Success”.  Coach Bru will tell the true story of a Colonel, a CEO and a minister and the secrets they can teach coaches about effective recruiting.

Paul Biancardi, ESPN – One of the nation’s foremost recruiting experts is back to share his experiences as a former D1 recruiter, and tell coaches what they need to know about this generation of recruits that he follows for ESPN on a daily basis.

Dr. Robyn Odegaard – One of the nation’s foremost experts on effective prospect and team communication, Doc Robyn will reveal what effective coaches are doing to get through to their top recruits, and how to convince them to choose your program!

Stephanie Melish – One of the nation’s rising stars in effective selling techniques, the self proclaimed “Double Tall, Non-Fat, No Whip Sales Barista” will give our attendees the latest effective sales techniques that can be used in recruiting prospects effectively.  This is a can’t-be-missed session at this year’s NCRC!

Luncheon Focus Group, Hosted by NCSA Athletic Recruiting – Take part in a unique focus group session hosted by the premier athletic recruiting resource for college coaches, and enjoy a great lunch courtesy of NCSA!

Charlie Adams – Parents of recruits are often a mystery in the recruiting process. Adams, the father of a recruited college athlete and nationally recognized speaker and recruiting expert, will talk about how coaches often miss the boat when it comes to effectively interacting with parents.

Jan Stuebbe – Coach Stuebbe will be back to talk about what leaders like him look for in rising coaches.  Want an honest look at what you need to do to get that next big job?  This session is for you.  You’ll get straight talk from a leader who has done his share of hiring.

Mandy Green – This nationally recognized organizational expert, and D1 college coach, talks about how she manages two kids, a full-time coaching job, and nails it when it comes to high level recruiting!  Her secret?  (That’s what she’ll share with you!)

Ronnie Arrow – The former head basketball coach at the University of South Alabama joins the discussion to talk about APR requirements, and how it will be affecting coaches when they’re recruiting – and in how they decide whether or not to take that next job.  Learn some valuable lessons from this college coaching veteran!

Aaron Boetcher – A former college coach who now leads an admissions department, Aaron will talk about the strange and often combative relationship between athletics and admissions – and how to make sure it doesn’t sabotage your recruiting efforts.

Sean Devlin – The technical genius behind Front Rush talks recruiting and coaching technology, and what tools and trends coaches need to be aware of heading into the 2013-2014 recruiting year.  Sean is a staple of the NCRC because he’s an expert, and he’s a blast to listen to!

SUNDAY

Charlie Adams – The recent author of the new book “How to Build a Positive Attitude, and Keep the Darn Thing!” will open up the day with lessons you and your athletes need to remember about attitude, and how it’s the building block for anything you do as a college coach and recruiter.

Tyler Brandt – A longtime successful wrestling coach and recruiter, Coach Brandt will share the secrets of his success following the principles of his “7 Second Coach” approach.  You’ll come away with great ideas to take back to your campus.

Dr. Thom Park – One of the most respected football recruiters of all time, Coach Park will share insights on how coaches need to prepare for their career, and what he has seen successful coaches do to build their careers on being great recruiters.

Dan Tudor – In his two-part conference finale, Dan will talk about the increasing role of social media recruiting and how to be successful at it, as well as the new recruiting contact rules and the monumental changes that it will mean for college recruiters.

Join us for the entire conference experience!  Register today…CLICK HERE

A Gathering Storm for College RecruitersMonday, April 29th, 2013

For all the challenges college coaches face when it comes to recruiting – overcoming parents’ cries of how far from home your campus is, or why that losing season was just a fluke, or the fact that your dorms don’t include 42-inch flatscreen televisions like the other college they just visited – there is another gathering storm on the horizon.

And mark my words, it’s going to become a challenge for a lot of college recruiters.

I’m talking about an idea that is now becoming a mainstream discussion among parents, students and the media:  Is a traditional four-year college worth it?

If you look at many of the recent news articles on the state of college graduate unemployment, it’s causing the discussion among parents as to the merit of the expense and sacrifice involved with a college education.

Don’t want to go to campus, or spend four years learning the skills for a high paying job?  No problem.  Get involved in a MOOC.  (Don’t know what a MOOC is, Coach? Don’t worry, you will.)

Online colleges?  They’re cheaper and more popular than ever before.  In fact, right now your traditional four-year college is scrambling to figure out a way to host more online classes in that expanding market at the possible expense of your campus population.

What if an athlete just wanted to skip college altogether?  Not too long ago, that young student would be relegating themselves to a life of minimum wage jobs and a limited employment market.  Today, that’s not necessarily the case.  Not going to college is now an option that is becoming widely accepted as a perfectly fine life option.

And you thought that losing season was a tough sell!

Now, to be fair, it’s not time to panic.  And I’m not suggesting that these challenges are about to replace the traditional arguments that you face now as a college coach.  However, you are seeing the beginning stages of these arguments against certain college choices already – for students and student-athletes alike:

  • “Unless you can cover the full cost of college, my son just can’t play for you” (That was raised as an objection to one of our clients just a few weeks ago).
  • “He can get his two year degree at the local junior college, and if he doesn’t get drafted to play baseball after two years, we’ve just decided he’ll start working right after that.”
  • “He may just opt to study electronics in the navy instead of college if he doesn’t get a full ride somewhere.”

Sound familiar?

Unless you’re well entrenched at a Division I program that offers full-ride offers, these are conversations and objections you’re going to start facing, if you haven’t already.  So if you’re that coach that is starting to get more and more questions about money, paying for college, or easily forgoing the opportunity to compete for you for something less than a full-ride offer of some kind, here are some important questions to start considering:

  1. Why is your college better than what they could get somewhere else? When I say “somewhere else”, that means everything from a competing institution to an alternate life course.  Can you make the case that what you offer at your college is far and away superior to those other options?  Be ready with those answers.  They’re important now, and they’re going to become even more important in the not too distant future.
  2. How are connecting what you’re going to give them at your school, or in your program, with them personally? It shocks me to see how frequently coaches fail to emphasize how each aspect of their program – academics, athletics, campus life, post-college opportunities – relate specifically to that individual prospect.  Moving forward, proving that you are a preferred option is going to come down to how they see themselves connected with your campus, your program, your players and you as their coach.
  3. Can you sell the idea that you are $3,000 more expensive than the competition – and that it’s a good thing? Left on it’s own, the argument that the cheapest college should be the obvious choice is going to win.  It’s the default answer for parents across the country, and will continue to be so in the future as other options present themselves.  Being able to sell the idea that your net cost – whether it’s $3,000, or $6,000 or $15,000 – is higher than a competitor and that it’s worth the investment to be at your school because it’s a higher cost (and why) is going to be a recruiting skill that will separate great recruiters from mediocre recruiters.
  4. Are you starting early and telling a compelling story? An effective, long term approach to recruits is the most effective way to sway recruiting results.  Recruiting strategy, and the different methods of communication available to coaches, is going to have to be a part of an effective overall story-telling campaign.  You, coach, are telling stories that connect with recruits.  You’re either doing it very well, or very poorly, but make not mistake: You are telling your prospects stories.

The four questions we’ve listed aren’t exhaustive, of course.  You may have other issues specific to your school or your program that you’ll find yourself dealing with soon (or already are).  Taking time to start thinking about how you will approach some of these big picture issues is only going to help you and your recruiting efforts in the not too distant future.

Need specific ideas for your athletic department?  We’d love to conduct an On-Campus Workshop at your school.  We conduct specific focus group research on campus, present a dynamic interactive discussion of effective recruiting strategies, and answer specific questions from your coaches on how to address the upcoming challenges faced by college coaches.  Click here for more information, and to download our overview.

 

My Dad, His Outdated Computer, and the Lesson for College CoachesMonday, April 22nd, 2013

by Sean Devlin, Front Rush

This past weekend, I updated my fathers operating system on his computer.

It was a real pain because I couldn’t just install the operating system, I had to install a previous version of the operating system, update that version, and then install a new version after downloading it, and then update that…woah!

Do you know what my father learned from the experience? Absolutely nothing! Do you know what I learned from the experience? Absolutely nothing (I do this stuff all the time!)

So now the next time my father needs his computer fixed, he is going to call me and he is going to be inconvenienced because he has to wait for me and no comment on my my side because its never an inconvenience to do anything for my father…but you get the point.

So what can we all extract from this…?

Well let’s take the classic example of the older non-tech savvy coach and their younger more technically sophisticated assistant. How often is it that the assistant is doing all of the technical stuff and the head coach just looks on like either (a) it’s magic or (b) its beneath them or (c) too time consuming to learn. Well here is my request to you…

Assistant Coach: Make an attempt to teach whatever technical stuff you are doing. Make an attempt. You are use to teaching and coaching (you do this for a living) so try teaching and coaching your head coach. There might be resistance and awkwardness but if you teach them to fish, you can concentrate on bigger fish instead of spending time going after the little fish like “click on the icon with the big e on it”. Teach them to google. If there is an answer to any question, there is a good chance it exists in google. “How do I save a document”, “Where do I find the file I downloaded”, etc. Start off small and expand just like you would with anything.

Head Coach: Take the humble approach and ask questions, be open to learning new things. This ‘magic’ stuff is really impressive until you pull away the curtain and realize that all that it takes is to type in a search phrase into google to get an answer. Think about the productivity improvement that will occur on all ends when you free-up the reliance on your assistant. Think about the fear that you have now that your assistant will leave and in turn leave you with a wonderful system that you have no idea how to use. Think about the independence that you will have not to mention you might even wow them with a thing or two that you learn.

In high school, I spent many hot summer days swinging off a rope swing into the Delaware River. I was quite impressed with my ability to fly through the air and splash effortlessly into the river 30 feet beneath me. Then one day my 60 year old father shows up, without hesitation grabs the rope, does a perfect swan higher than any of us had reached prior, and leaves almost no splash beneath him. He got out of the water, strolled to his car and never said a word.*

*Note: He happened to be an all-america in the pool at Villanova and set several national records in High School…but the point still remains.

Front Rush is the #1 choice among college coaches who want to take an organized, intelligent approach to tracking and communicating with their recruits.  They are the go-to tech experts for the staff at Tudor Collegiate Strategies and coaches around the country.  What???  You aren’t one of them?  Find out what all the buzz is about…CLICK HERE

Former College Coach Ready to Teach Recruiting LessonsMonday, April 22nd, 2013

Among the line-up of coaches and experts slated to speak at the National Collegiate Recruiting Conference, John Brubaker is unique.

 

He’s a former successful college lacrosse coach who left the profession and successfully reinvented himself as a rising motivational speaker, business and sales consultant.  Now, he adds the title of author of his second book…one that will resonate with attendees to this Summer’s NCRC, he says.

 

“When I began my first job as an assistant coach in 1996, my head coach sent me to visit what he called The Three Wise Men”, says Brubaker.  “They were a Marine Corps recruiter, the CEO of a multi-media corporation and a preacher.  I spent three days interviewing and learning from each of these wise men and I learned that the best ideas you get as a coach come from outside your own industry (athletics). Life is the curriculum and everyone has a lesson to teach.” Brubaker’s latest book, The Seeds of Success, focuses on that story – and the lessons for college coaches that followed.

 

So, what will coaches learn from this life lesson that is not the inspiration for a book?  “From the Colonel, you will learn how to “mine for diamonds in the rough” and align your program’s core values with your profile of the ideal recruit”, says Brubaer.  “You’ll also discover the CEO’s “Fistful of Sales” or 5 fundamentals of selling, and from the minister you will learn the hidden value of info-tainment in your recruitment message.”  All of these lessons, says Brubaker, will be able to be immediately put to use in their recruiting efforts.

 

Brubaker also adds that he’s not only going as a speaker, but also as an attendee.  He comments that this event is unique in that it is a forum for mutual learning.

 

“I spoke at NCRC last year and at the beginning of my talk I noticed an interesting sight in my audience”, remembers Brubaker. “Seated in the very front row was ESPN’s Paul Biancardi, the country’s foremost authority on basketball recruiting.  He was on the edge of his seat, armed with a notebook and pen and was taking copious notes. I began thinking to myself, here was the premier authority on athletic recruiting sitting in the front row taking notes, trying to learn from me? I was humbled to say the least. Then it hit me afterwards when I was speaking with him, it didn’t matter who was speaking, Paul Biancardi was going to be sitting in the front row taking notes. Sure enough, the rest of the weekend, there he was in the front row of every talk, asking questions, giving feedback. He epitomizes why winners win and how the best get better; he is a lifelong learner.  There’s a lesson for all of us in Paul’s actions. He is constantly seeking new strategies that will give him a winning edge, and the NCRC is the ideal forum for any coach who want to take recruiting – and their college coaching career – seriously.”

 



 

If you want to dramatically improve your recruiting skills, and hear experts like John Brubaker teach in a personalized, energetic setting, register to attend this Summer’s upcoming NCRC.  CLICK HERE for all the information!

The Early Bird Gets the WormMonday, April 22nd, 2013

by Ellen Sawin, NCSA Athletic Recruiting

This mantra seems to be taking over the world of collegiate athletics.

Many coaches from the nation’s top teams have started offering scholarships to athletes who haven’t even started high school yet. Just this past summer, LSU offered a scholarship to Dylan Moses, a football player who hadn’t even started the 8th grade. As the best Division I programs begin offering scholarships to middle school athletes, coaches at other levels will no doubt feel the need to follow suit and start offering their recruits at earlier times, as well.

With the advanced recruiting timeline, coaches will be scouting and communicating with more players all at once than they have in the past. After all, coaches can’t simply ignore the athletes that have given verbal commitments, no matter what their age is. Working with more student-athletes at a time, requires more time and money from teams. And as many schools have tighter recruiting budgets than 5 years ago, this presents a serious problem. So, how can motivated, competitive college coaches recruit more athletes, at younger ages, without breaking your bank (or the rules)?  Here are several ideas we see working for coaches around the country:

Expand your network. Coaches are in need of new ways to communicate with a lot of athletes, especially if they are prospects who might be game-changers for their programs. As the recruiting game changes, so must your strategy. Many coaching staffs are turning to online recruiting sources, such as NCSA Athletic Recruiting. Nationally, in fact, over 25% of college coaching staffs are already using the free network on a regular basis. It allows coaches to expand their network and recruit qualified athletes without leaving their office or dipping into their recruiting budget.

Start earlier. Whether you’re a coach at the helm of early recruiting who’s looking for film on eighth graders, you’re on the slower end of things and just need to know what players are still available going into their senior year, or if you’re somewhere in the middle, an earlier recruiting timeline means change; changes in not only who you recruit, but how you recruit.

Be regular communicators. For all levels, consistently communicating with prospective recruits is critical. Although this isn’t news, the amount of athletes you’ll be talking to at one time now is. Mass emailing student-athletes is becoming necessary with more recruits on your radar at a time. Finding athletes before your competition does is important. You need to be able to scout the whole nation now more than ever. Tracking recruits’ progress, and seeing how and even if they’re improving, is becoming more important as well. As is comparing their abilities to up and coming talent, the late-bloomers. Another set of experienced eyes would be more than beneficial in this aspect. NCSA offers all of this to coaches and more to help them in the recruiting race – all at zero cost to recruiters.

What athletes you decide to offer scholarships to and at what age, is completely up to you. You can choose to handle the earlier timeline in many different ways, but the key is, you don’t want to lose out on a recruit simply because you weren’t aware of their talent, or you lost contact with them. All of that can be remedied by expanding your network of eligible recruits – and then communicating with them on a regular basis.

NCSA Athletic Recruiting serves thousands of coaches every year, assisting them in expanding their recruiting network and making it easy to make contact with interested recruits.  Most coaches use this free resource, but if you are a coach who is new to this fantastic organization – and are looking to recruiting differently this next season – click here to get started.

 

Three Ways An Exit Plan Can Make You A Better CoachSunday, April 14th, 2013

by Dr. Mike Davenport

Jack is standing in line at the supermarket, waiting to pay for his bananas. He knows exactly what he is going to do as soon as he gets his change. He has a plan.

Barb, a fifth grader, is watching the calendar slowly move toward summer vacation. She has big plans when school is over.

Both Jack and Barb have what is commonly known as an “exit-plan.” They know what they are going to do after they have finished what they are currently doing. They know “what’s next.”

It amazes me how few coaches do.

Sooner or later every coach leaves their current job. Either holding a pink slip after the first year, with a gold plated wrist watch after 45 years, or somewhere in between — we all leave. Right now, just down the hall, or up the street is a coach who is getting ready to move on.

But to what?

Over the past few years I’ve worked with hundreds of coaches and I’ve had the opportunity to ask many what they would do “next,” if they were to leave their job.

Very few, if any, knew.

LEAVING ON YOUR MIND

It is hard to dwell on that sometimes, especially if you’ve had to fight hard to get the job, but having leaving-on-your-mind, specifically, having an exit-plan — can help you be a better coach.

IT SURE DID ME

Before I left my first coaching job I had an exit-plan. The plan was to travel to New Zealand and work as a white water raft guide. And that is exactly what I did. It was a great experience and one thing that helped make it amazing was that I had my exit-plan in hand two years before I left.

How’d that help? As soon as I knew the plan I starting becoming a better employee and a better coach. An exit-plan can help you, right now, to be a better coach. It did me. Here are three ways how.

1: Building better relationships

You want to leave your job on good terms, right? Sure, most people do. They want to be liked, remembered fondly, and be able to use the employer for a good reference. Okay, there are few folks who don’t care about those, but they are a special, small group. Me, I want to leave on good terms and I bet you do also.

See, that’s one way right there where having an exit-plan makes you a better coach. My plan made me realize that the relationships I had at work were critical to my success, so I became better at my end of the relationship.

Listen, it is commonly thought that a poor win/loss ratio is why most coaches find themselves out of a job. Not so — relationship issues is the number one reason. So build positive relationships. That’s what I did. Help out your co-coaches and peers. Jazz up the place with your positive attitude and great work ethic. Be methodical with random acts of kindness. Doing things now so to build strong relationships could give your career a boost, and you’ll be a better coach because of it.

2: Becoming a student of the game

If you plan to stay in coaching, are you learning as much as you can? Are you developing skills to take you to the next level? Not just sport-specific skills but other critical skills such as problem-solving skills, communicating-skills, recruiting-skills.

Let’s say you are currently a college assistant coach, and you have an exit-plan to become a head coach. There is a lot to learn to make that step to the next level. Your exit-plan (knowing you want to be a head coach) should motivate you to learn as much as you can. Become a student-of-the-game, a sponge that absorbs as much as possible, and then a little bit more.

You learn more, you are a better coach right now. You learn more, you’ll be a better coach tomorrow. You learn more and you’ll be much more likely to keep that next job when you get there.

Two down, one to go …

3: Leaving with grace

How you leave is often remembered more than what you did while you were there. And your legacy, what you leave behind, is an important part of your coaching career. That is the third way an exit-plan can help you be a better coach — grace in leaving.

Remember I told you about leaving my first coaching job? My Dad, who had been in business for years gave me great advice he used when he changed jobs — be thankful. So, when it was time to leave (according to my exit-plan) I made sure that I found everyone at the school who helped me along the way and thanked them. From bus driver to athletic director,  I told them how much I appreciated their help, shook their hand, gave them a card.

How did that make me a better coach? Well, it made be a better person, and thus a better coach. See the connection?

TO TOMORROW AND BEYOND

There are no guarantees in coaching except that one day you will be leaving your job. It happens to every single coach. Your decision, or theirs, that day is coming. Don’t you want to be prepared?

The future is right outside your locker room. That’s why it’s important you have an exit plan.

 

How To Make Your Internet, Wifi Searches SafeMonday, April 8th, 2013

by Sean Devlin, Front Rush

If you and I were at a Starbucks together and you went on Facebook, I could steal your Facebook login information, post very bad things on your behalf and make all kinds of friend requests to all the people that you don’t want me to (ex-girlfrends or bestfriends, etc).

Even though I would really never do that, it doesn’t take someone that savvy to do something similar. On most public wifi networks (like at hotels, coffee shops, gyms, etc), your data is transmitting right in the open and can be intercepted by anyone willing to do a google search and download some malicious software. It seems ridiculous (scare tactic-esc) but it’s true.

So what do you do? Well first off, you are pretty safe with any site that uses https connections (you know when you type in the browser www.something and it changes it to https://www.something). This is in contrast with sites that use just http (or http://www.something. So anytime you are on public wifi and login to a site, make sure that the login page has https and not http otherwise you are asking for dangerous type stuff.  It should also be noted that you should also concern yourself with the fact that often times the home pages of different sites will not have the https, only the login screen will. This is usually ok.

Secondly, I highly recommend using something like Cloak (getcloak.com for Mac users). Cloak is what is known as a VPN service. When you access the internet through a public wifi, you turn on cloak and it re-routes all of your traffic securely so that someone would have to be super-duper savvy to steal your stuff. Whenever I do anything on a public network, I use a VPN (like Cloak). It isn’t because we should be paranoid…..it’s just good practice at this point. Your university or workplace may also have a VPN that you can use and I would recommend asking them about it if they don’t.

 

 

 

Building Anticipation Instead of Anxiety When You’re RecruitingMonday, April 1st, 2013

Think about it:

If we can define anxiety as “experiencing failure in advance of it happening”, then the opposite definition must be true also, right?

I’m talking about anticipation.  When you’re anticipating something, it’s usually because you just can’t wait for it to happen.  Buying your first new home, moving in, re-decorating and having your first family gathering there all involves anticipation.  You’re excited about seeing those things come to fruition.

On the other hand, for families that are experiencing financial difficulties and are in risk of losing their home to foreclosure, they are experiencing anxiety. Lots of anxiety.  Why?  Because they are experiencing that failure in advance of it happening.

So, how does this all apply to recruiting?  More than you probably think it does, actually.

When you recruit with anticipation, you will highlight the highs. Chances are, you will automatically focus on the things that will excite your prospects and push you and your staff even harder in your pursuit of that next level recruit.  And, you’ll probably put a lot of time and attention into how you do that.

If you recruit with anxiety, on the other hand, chances are you will hesitate.  You’ll second guess yourself.  You’ll talk yourself out of that recruit that (on paper, anyway) you don’t seem to have a chance at landing.  If things are really desperate, you’ll be insuring yourself and your program against disaster and most of all, building deniability into everything that you’re doing on the recruiting front. When you work under the cloud of anxiety – whether it’s in recruiting or the general operation of your coaching staff – the best strategy is to probably play it safe, because if (when?) it fails, you’ll be blameless (or so you think).

Not only is it more upbeat to work with anticipation, it’s often a more self-fulfilling point of view, too.  Especially when it comes to recruiting, Coach.

And by the way, your prospects notice when you recruit with anticipation compared to recruiting with an attitude of anxiety.  True, sometimes introducing a small amount of anxiety at the right times is a smart strategy during certain stages of the recruiting process, building ongoing positive anticipation in your consistent recruiting message should be a priority for any savvy college recruiter.

Here are three easy concepts I feel you should make sure are a part of your recruiting strategy moving forward:

  1. Look at the tone of your messaging. There are two different tones that we see being used all the time which are not usually effective, according to our research:  First, when you are too “sanitized” in the way you sell your program, you’re going to fall short of building anticipation.  By “sanitized” I mean rattling-off statistics about your college, listing facts about your campus, outlining the recent history of your program…all of that is too detached, and too unemotional to make a connection with most prospects.  Secondly, you don’t want a constant tone of pressure, negativity or anxiety.  You don’t want to present a tone of pressure on an ongoing basis, for all the reasons we’ve just outlined.  So as you review your recruiting materials, define how it builds anticipation (and if it doesn’t, work on changing it).
  2. Ask yourself, “What can I get them to anticipate next?” If you’re a client of ours, you know how important it is to have the flow of the recruiting process move as quickly and as efficiently as possible toward securing a campus visit.  In that scenario, how would we want to have the prospect anticipate the campus visit?  If possible, we’d want to focus on selling the idea of meeting the guys on the team…or sitting down face to face with the biology professor if the recruit was a strong pre-med candidate…or the opportunity to hear what kind of scholarship offer you’ll be outlining for she and her parents.  It could be anything that is the logical next step in the process.  The key question is, “what are you getting them to anticipate next?”
  3. Define what they should anticipate. Don’t wait for prospects and their parents to assign value to the next phase in the recruiting process, do it for them.  That’s not manipulative, by the way…it’s intelligent.  You know how important it is to get to campus for that early unofficial visit, but does the athlete?  Do her parents?  Does his coach?  Smart coaches will focus on defining the importance on building anticipation for the next phase of the recruiting cycle.  So, are you defining exactly what your prospect should anticipate next from you?

Setting the tone, outlining the tone, and defining the tone.  Those three aspects of your recruiting message can result in exciting positive changes for your recruiting efforts moving forward!

There’s a live event coming up this Summer that will help you gain cutting edge recruiting skills from a gathering of the best experts, authors, coaches and communication gurus: The National Collegiate Recruiting Conference.  Make sure your staff is represented at this one-of-a-kind event!  CLICK HERE for the details.

 

  • Not a member? Click here to signup.

Categories

Archives