June 24, 2025

Tips for Recruiting Employees for College Athletic Departments

Kurt Patberg, Ph.D

VP of Consulting

Recruiting Candidates for Athletic Departments

In my 14-year career conducting searches for college athletics, I have conducted over 600 searches for colleges and universities across the country. Throughout them all, the biggest hurdles have been knowing who’s available, who fits the profile, and affordable. Most coaches and athletic directors don’t sit around routinely applying for jobs. 81% of the candidates we’ve helped place wouldn’t have applied on their own. Finding the right candidate takes some work. And it often means tapping into your network to find them. 

Here’s what I suggest: 

BE INTENTIONAL – Before a talent search is started, ask yourself the tough questions. Really dig deep into your needs. Evaluate the position. What was great about the previous person? What qualities do you want to see in the next one? Get specific on budget, the necessary skillset, potential diversity needs and level of experience. After that, you’ll have a better idea of the right candidate and where to focus your valuable time. 

BE ACTIVE - You should always take an active approach to recruiting. Beat the bushes. Tap into your network. Ask around. Many times, the best candidates are coaches and directors who aren’t looking for a new job. But sometimes it just takes starting a conversation to stimulate some possible interest in your position. Understand that if you are not hearing some “no’s” that you are not approaching the next teir candidates. Hearing some “no” is just a part of the process.  

LOOK FOR PROVEN TRACK RECORDS - Past successes are good indicators of future success. Don’t overlook proven performers for the untested potential of a would-be-hire on a hot streak. Nothing beats experience and proven success in the field. 

GET THE FULL CONTEXT - Raising 150 thousand dollars at a small, remote school with few alumni could be a greater achievement compared to raising a million dollars at a large school with thousands of alumni. Similarly, a winning coach with fewer resources might be more valuable than a coach with significant resources. Look beyond simple accomplishments you are seeing on the resume to get the full context. It might surprise you. 

BE OPEN TO SURPRISES – You can write a list of attributes to describe your right-fit candidate. But here’s the thing about perfect: there is no ‘perfect’ candidate, and they only exist on paper. People will surprise you. Your right-fit candidate might have attributes you didn’t know you wanted or even needed. Allow yourself to do just one more interview and take a second look at candidates you might have otherwise overlooked. 

AVOID SQUEAKY WHEELS – Focus on the most qualified candidates, not the loudest ones. Recruiters don’t need unsolicited portfolios or staged recommendations. Make sure candidates are sending in what’s asked of them: resumes, cover letters, and references. And that’s it. Keep it simple and there is something to be said for candidates that stay in their lane and follow instructions. 

By including these tips, you can get out there and find quality candidates. These strategies will help you actively engage your network and build connections for your clients. These are just a few tips I have used to continue to keep our clients understanding that we are finding and attracting next-tier candidates to these searches.  I’ve used them during my long career and these tips work!