Dan Christensen

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Dan Christensen

Dan Christensen

@recruitwithdan

Helping colleges hire the right coaches and athletic directors with @BechlerSearch

Katılım Mayıs 2012
4.7K Takip Edilen1.7K Takipçiler
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Dan Christensen
Dan Christensen@recruitwithdan·
Excited to begin working with @CoachBechler at Bechler Leadership on the Search Team. If you’re an athletic director wanting to do a thorough search for an open coaching job you have but you just don’t have the time to do it justice right now, we can help. DM me!
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Dan Christensen
Dan Christensen@recruitwithdan·
One of the most common (and avoidable) mistakes: the wrong school name in application materials. Instant credibility loss. If you're going to overlook a small mistake like that, what else might be overlooked when you're in charge of a team at their school?
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Dan Christensen
Dan Christensen@recruitwithdan·
In interviews, a lot of coaches answer “Why do you want this job?” way too generally. That answer should sound like you studied the institution, not just the opening.
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Dan Christensen
Dan Christensen@recruitwithdan·
The coaching hiring process doesn’t start when you apply, it starts years earlier. Your reputation, relationships, and results are being formed daily and will impact your chances when a job comes open.
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Dan Christensen
Dan Christensen@recruitwithdan·
I often hear the frustrations/complaints from coaches who are applying to tons of coaching jobs and never seem to get in the mix. It can be disheartening. I've got some advice to help coaches increase their chances of being considered for coaching jobs: linkedin.com/pulse/7-tips-g…
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Dan Christensen
Dan Christensen@recruitwithdan·
If you’re preparing for a head coaching interview, don’t just prep X’s and O’s. ADs are evaluating your judgment, self-awareness, values, and fit just as much.
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Dan Christensen
Dan Christensen@recruitwithdan·
@GMcVey4 Absolutely. I think when that understanding is lacking it gives the feeling to the hiring committee that they just want this job because it’s an open job, and for no other good reason.
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G. McVey
G. McVey@GMcVey4·
@recruitwithdan Just finished two searches and having an understanding of the institution and the athletic department, and the community indicates a desire to be part of a culture. Not referencing the mission statement or knowing how many sports a school has, won’t help get the job.
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Dan Christensen
Dan Christensen@recruitwithdan·
The best candidates don’t just say they want the job. They prove it through how well they understand the institution, department, and program. As well as the people they meet. It's clear that they have done their research and pay attention to details.
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Dan Christensen
Dan Christensen@recruitwithdan·
The best interview questions for ADs to ask are often the ones that are hardest to answer with polished cliches. That’s usually where the real evaluation begins.
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Dan Christensen
Dan Christensen@recruitwithdan·
By the time you’re on campus, your résumé isn’t what separates you. Everyone is qualified. What matters is: Can they clearly picture you as the head coach? That’s what wins the job.
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Dan Christensen
Dan Christensen@recruitwithdan·
Want to stand out in a coaching interview? Do deeper research than everyone else. Most candidates stay surface-level. ADs notice the difference immediately when you've actually invested time in understanding the program, department, and school.
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Dan Christensen
Dan Christensen@recruitwithdan·
Coaches want to know what makes them stand out in the interview process with athletic directors. So, we asked. Here are six things that athletic directors and those involved in hiring college coaches said make those candidates stand out: linkedin.com/pulse/what-act…
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Dan Christensen
Dan Christensen@recruitwithdan·
AD interview tip: creative questions can be useful, but only if they reveal something meaningful. A pattern-interrupt question is fine. It just shouldn’t replace substance. Have your go-to questions that have an important purpose.
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Dan Christensen
Dan Christensen@recruitwithdan·
If you only hire from the applicant pool, you’re not evaluating the full market. You’re evaluating the available market. That’s a big difference. Often the best candidates aren't applying on their own.
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Dan Christensen
Dan Christensen@recruitwithdan·
Small-college searches should include questions about versatility. A lot of these roles require more than coaching expertise. Make sure you're hiring a true team player if that is what will be needed.
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Dan Christensen
Dan Christensen@recruitwithdan·
A coach’s definition of success tells you a lot. If success only means wins, future friction is probably coming.
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Dan Christensen
Dan Christensen@recruitwithdan·
@coachjbushrod Might be true in some cases but many do look at them. Not always to separate people as a great candidate just because of a resume or cover letter. But sometimes to try and see if the candidate is serious about the position or can pay attention to detail.
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Dan Christensen
Dan Christensen@recruitwithdan·
@atticusfinch2x0 @brianmccormick I totally agree that no one, probably at any division level or any sport, has been hired strictly because of a great looking resume or cover letter. But, many don’t get to the interview stage when their resume or cover letter conveys a lack of attention to detail
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AtticusFinch2.0
AtticusFinch2.0@atticusfinch2x0·
Name one coach in Division I who has been hired because they had a good resume and cover letter. The HR departments do not even screen for the best, most qualified candidates. @brianmccormick
Dan Christensen@recruitwithdan

If your cover letter, when applying to coaching jobs, could be sent to 50 schools without changing anything…that’s a problem. ADs and hiring teams want to understand why you're interested in them and that takes personalization.

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@clarksheehy @Coker_WBB @CoachMeganHall @GMcVey4 @BechlerSearch @coachjbushrod @elonmusk @BarackObama