Originally Posted by Buckleyma
You bloggers tell me if my understanding is correct. When you hire a recruiting assustant coach; aren’t you hiring the guy who already has a couple recruits in his fold already? In other words, in the selection process, you evaluate the quality of their connections to recruits as much as anything else?
My analogy, if you are hiring a salesman, you look at what customers he/she can bring along with them as much as anything else.
My analogy, if you are a real estate BROKER, wishing to bring into your team, a new real estate AGENT, don’t you expect that this person is bringing with them, at least, one sale already “in the bag”?
Even my doctor did this, when my doctor told me he was moving to a different clinic; he solicited me. He wished to see, if i wished to follow him to the new clinic.
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As they say penny wise and pound foolish, if you follow that philosophy. Having spent a bunch of my career recruiting, you always hire based on talent and long term potential, not what the guy can do for you in the next few months. If Jones has some recruits, awesome, but that is secondary.
Is he a hard worker, does he present himself and the program well, does he have good connections, does he uncover the hidden gems, does he get along well with others, can he relate to teenagers, does he have a no fish is too big attitude? That is what I would look for, and probably Grant did.
