by Dan Christensen, Tudor Collegiate Strategies
Most coaches want to figure out how to get top recruits to commit to their programs.
But, there is another predicament that most coaches face with recruits that are not at the top of their list, and the coach still has their foot on the brakes when it comes to moving forward in the process. This situation is when these recruits are ready to commit before the coaching staff is ready to officially give them a spot on the team.
What should coaches do?
It might be an athlete you like but, what if someone better comes along? How can you keep these recruits in the picture until you are ready to give them a definitive answer? There are many approaches to take but here are two proven ways to treat these B level recruits in this situation:
1) Clearly communicate your process and timeline with them
Coach, if you are still looking for reasons to establish your own recruiting timeline, here is another. If you have a timeline for when you will be wrapping up your recruiting class, you can communicate that with your B recruits so they know when you will be evaluating, offering, and receiving commitments.
If you don’t give them an idea of when they should know if they have a spot or not, you are greatly increasing the chances of them moving on and committing elsewhere. There is always that risk that comes with delaying an offer but if you can be transparent with the prospect and give them an idea of what to expect, it will increase their respect and trust with you.
If you’ve established the situation clearly that is a great start to keeping that recruit interested while you further evaluate. But there is more you should be doing!
2) Continue to communicate with that prospect consistently
These B level recruits are very aware of how you are treating them. If you slow down your communication with them because you think you’ve got them on the hook, that is one of the best ways to lose that prospect!
Continue to provide that recruit with reasons they should choose your program. Just because they wanted to commit in that moment, it does not mean you will still be their top choice in a few weeks or months.
If you have been clear that you are still interested in them, have told them what your recruiting process and timeline looks like, and consistently continue to give them reasons why they should choose you, you will increase your chances of that recruit still being available when you are ready to accept their commitment!
Dan Christensen is a former college coach who also has sales experience that he’s putting to work in his role as a Regional Recruiting Coordinator in the Atlantic region of the U.S. Interested in having our experts team-up with your staff or department to accelerate your recruiting results? Scroll to the bottom of this page and fill out the interest form so we can find out more about your situation, and offer you ideas.