This may sound strange, but I am a fan and follower of recruiting in college football. Yes, I follow the story and path of some of the best high school football players in the nation. It’s an interesting process to watch, as a high school senior makes one of the biggest decisions of their life, where they will play college football and of course get an education.

Recruiting in college football is simple, get the best talent and you increase your chances of being successful and winning. In many ways, we are called to recruit great talent with the right gifts and leadership to lead into the future. Recruiting is our life lifeline to be certain that leadership is the core competency of the organizations and initiatives we lead.

Here are 10 quick lessons I have observed from recruiting in college football that are transferable  to the work we do and organizations we lead…

1. Be relentless – Simple, don’t give up. If you see talent or leadership you want, then go after it, don’t take no for an answer and be assured you have done everything possible to land the individual you’re recruiting. Great college football recruiters are relentless, they constantly write, call and visit their recruits. They relentlessly use the power of relationship and the power of the ask to win someone to their program  

2. Intentionally build relationships – For the high school athlete the question of who is going to lead and coach them the next few years comes up. I think one the biggest keys to recruiting is developing relationships with those you want on your team. People are drawn to relationship. It’s not just about the tasks but who we get to do it with.  

3. Adapt to a changing world - Great recruiters use the technology and tools available to them to share their program and vision for it. Facebook, blogging, tweeting and other forms of social network “is” the new media. The best part is the recruiter controls the content, message and audience. Use these resources and adapt to new ways to get your vision out there.

4. Take some risks- Recruiters must take risks to find the diamond in the ruff. Every year a recruiter has a numerical cap on how many scholarship athletes they can take. Sure they land those that are known and those that are elite. However, taking a risk with someone who has potential is what sets the program apart from others. The learning, work hard to find a young buck, a diamond in the ruff and someone who has potential to be a difference maker

5. Evaluate both talent and potential- Do your work. Interview, interview, interview! Check references and watch those that you recruit closely. Don’t just take the words of others, see for yourself. Observation is the best way to recognize talent. If it’s an important position in leadership then use personality tests (i.e. DISC, Strentghfinder, etc…), visit them in their current enviornment and find anything and everything you can to see what they do best.

6. Sell the program - Simple, let them know what you’re recruiting them to. Not just the mission but the enviornment, people and culture. Sell them on what they will experience and how they will develop and grow.

7. Focus on character as much as skill - This is a non-negotiable! I can’t tell you how many times a college football program has been destroyed or lost it’s credibility because the recruit had great talent but little to know character. Lack of chareacter always gets exposed in any organization. It’s not worth the risk and you can’t afford the potential outcome.

8. Look for people who are disciplined - Hello, they may be good now but if there is no work ethic and motivation to get better, then you have a problem. In college football, we call these recruits a “prima donna.” Never recruit an individual that doesn’t do the following, work hard, read, learn, submit to authority.

9. Recruit people who fit the culture - Culture is so important to being a successful organization. Recruit people who fit. To gain more insight read Nuts!, Southwest Airlines receipe for success or Inside the Magic Kingdom, Seven Keys to Disney’s Success.

10. Sell your vision – In many ways this should be number one. Recruits come for 3 reasons. #1 Relationship #2 Can I fit in and make an impact? #3 Vision! Always share the vision with those that you’re recruiting.

Okay, those are my top ten. Here are a few more quick thoughts

11. Don’t take rejection personally – It just might mean they know they don’t fit.

12. Always have a back up plan for who to recruit next

13. Recruit talent not just position – It’s easy to move very talented people into different positions.

14. Know your techniques and tactics in recruiting

15. Recruit people who can also recruit

The bottom line is simple…Who we recruit to the things we lead will be a huge factor in defining the future, so take recruiting seriously!