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AFM Magazine

AFM Magazine


The Ultimate Interview

by: Dr. John Laurie
Principal, Shawnee Mission West High School, Shawnee Mission, Kan.
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An over-time approach to getting the right candidate for the head coach position.

When all things are equal, and the score is tied, how do you determine the better of two outstanding candidates for the head football coach position at a large high school with a very competitive athletic program? This dilemma was tested last spring with excellent results.

I offer it to you from the position of a principal at a high school in suburban Kansas City. But an athletic director or a coach anywhere wanting to fill a coaching vacancy when it is very difficult to distinguish between two candidates could use the same procedure/philosophy.

The Selection Process

Over 30 applicants were "paper-screened" for the position. Our selection committee reviewed resumes/credentials, letters of support, videotapes from games and media interviews in order to reduce the field of candidates down to 15. The semifinalists were then offered to interview during our "window of time" for this process. Each candidate was given a 30-45 minute opportunity to answer the typical questions related to their background, teaching certification and experience and coaching experience. All candidates were required to discuss with the committee for at least 15% of the interview their philosophy of teaching and their understanding of the latest teaching strategies in the classroom.

As you would probably guess, generally, the best candidates for a coaching position—if properly motivated—are also some of the best classroom teachers in a successful school setting.

From this process, the field of 12 was reduced to five very strong candidates. The five finalists' experience ranged from five years, to no head coaching experience, to over 25 years head coaching experience with state championships. Two of the finalists were from the football-rich states of Texas and Oklahoma.

The Interview

We had completed very thorough 90-minute interviews with each of the five candidates, and a consensus for choosing between our top two candidates still couldn't be reached. It was a classic case of an inexperienced and young—yet popular—in-house assistant coach who had the support of his underclassmen and parents vs. an assistant coach from a large high school in our league, with previous head coaching experience. Each candidate scored near the top in several of the categories that the five semifinalists completed. Each had the highest rating of five in several areas, and neither was lower than third on any question, according to the selection committee.

After reviewing the merits of both candidates for another two hours, we decided to adjourn and reconvene the next afternoon. Two members of the committee were given the added responsibility of double checking key references. I must point out that this was a sensitive issue for us, because earlier in the process one of the out-of-state candidates—who was impressive and was to be named a finalist—had failed to tell us—and we failed to bring the information out in the interview—that all of his head coaching experience, including his state championship, had been at an eight-man football program in Texas. As the 16th largest school in the state of Kansas, we were very sensitive about not wanting to hire a head coach who had previously drawn all of his Xs and Os with just eight players on each side of the ball.

The Ultimate Interview

The interview team consisted of: the associate principal, the school's A.D., the district's A.D., the president of the booster club, a football player's parent, one teacher, and me—the principal. Our group discussed the two finalists for hours; took secret ballots; charted strengths and concerns regarding both applicants, and had members of the committee switch their first choice in an attempt to gain a consensus. At that point I made the decision to conduct what has since been called "the ultimate interview."

The committee helped me prepare a list of questions that we would ask both candidates. The key difference with this stage of the process was that both candidates would be present during the entire interview session; and they would be present to hear the other candidate's responses.

The two candidates were called and agreed to meet the next morning to complete the process. Both were, of course, nervous about the unconventional format. When they arrived, I again congratulated each of them on the fine job each had done with the interview process. I assured them that they should be proud to be one of two from an original field of 30 applicants for the head football coach position. I explained that, in the eyes of the committee, they were "dead even" at this time. I said that one of them would be offered the job following this final stage of the interview process.

Both candidates were given an ample supply of paper and were seated at separate tables in the same room. The two wrote responses to five questions the committee had formulated for them to use during their presentations. They were given an hour to prepare their answers.

A coin toss would determine which interviewee would go first in answering the questions before the committee—and the other candidate—with the two going first on an alternating basis for the next four responses. The "winner" of the toss jokingly said that he would like to "defer to the second half." His humor was a good tension reliever and actually scored him points with the committee. Both coaches agreed to allow me to videotape the session as a learning tool for their use and a professional resource for myself.

Both candidates—who, from this point on, will be referred to as candidate No. 1 and candidate No. 2—were nervous, but in control. Both were well prepared for their responses, but as the "ultimate interview" unfolded, we were able to begin drawing distinctions between No. 1 and No. 2 because of the different approaches each took in their presentation.

Question One:

Give or describe your speech to the varsity football team the first time you meet with them.

Candidate No.1 described what he would say to his team; candidate No. 2 actually got up and gave the speech he would give. Both presentations were effective, but different.

Question Two:

Describe your first visit with the entire coaching staff.

Candidate No. 1, again made statements spelling out what would comprise an effective and unity-building first visit with his staff. Candidate No. 2, again, chose to demonstrate his tactic before the committee, actually standing up and orating his comments as if he were the head coach and the members of the panel his assistants.

Question Three:

Give or describe your first meeting with the football booster club.

Both candidates No. 1 and No. 2 offered suggestions and ideas of what they would say to our booster club membership. Again, the candidate who did the best in this section was the one who personalized his remarks to fit the philosophy that he used in explaining his plans for our football program. He also went so far as to design a logo for our football team that complimented the goals he had set for the program.

Question Four:

Give or describe your remarks to a group of Westridge (a nearby middle school) parents who are thinking of having their son play football at S.M. West next year. Would you say anything different to them that you wouldn't say to a good athlete from our own school whose parents are thinking of transferring that student from West to St. Thomas Aquinas (a nearby private school)?

Once again, both candidates gave examples of what they would say to the parents regarding the strength of the Shawnee Mission West football program. However, the candidate who gave the best response also included statements about the strength of Shawnee Mission West's academic programs, its high level of parent support and the amount of school spirit among the student body. The best point made during this description was how the prospective coach would concentrate on recruiting the student-athlete's mother into the school's "football family."

Question Five:

Candidate No. 1, draw your favorite play. Candidate No. 2 will draw a defense to try and stop the play. Candidate No. 1 will then redraw the offense to counter the defense. Repeat the process with candidate No. 2 drawing the offense.

Both candidates stood at the chalkboard set up in the room, drew a favorite play and gave rationale for the play's chances for success. At the same time, the other coach devised a defense to stop the play put before him. I was personally amazed by each applicant's ability to teach the game to members of our committee. It's important to note that the committee was more interested in each coach's teach style and enthusiasm rather than the placement of offensive and defensive formations. It was obvious that each candidate had a good understanding of football and how to use a variety of teaching techniques to present the materials and philosophies. In the end, the committee felt this question was most instructive in helping us come to a decision.

The Final Phase:

After a 10-minute break—and with both candidates still together in the room—the final phase of the process began. Each candidate would be given seven questions to answer in five minutes or less. This time they did not have a chance to review the questions in advance.

Describe your off-season weight program.

What is your philosophy of weight training for football players?

What one piece of equipment would you add to our football program that could be used on our practice field? If we don't already have it, sell us on it!

Describe your procedure for finding football scholarships for senior football players.

Philosophy question - Do you play your best athletes both ways? Or do you platoon 11 on offense and 11 on defense?

Scenario question - Administration has concern about the football team's performance in a skit at the next pep assembly. What would you do? What would you do if something embarrassing still happened?

Scenario question - An athlete breaks a team rule and is supposed to be dismissed from the squad for drug possession. This information is given to you by the administration, so you are sure it is accurate. What steps do you take? Later, the Kansas City Star calls you for a quote on the matter. What do you say?

The Decision/Conclusion

The candidate who had previous head coaching experience was offered and accepted the position. The candidate who was an assistant coach at our school remained on the staff, has matured tremendously and is poised to become the next new head coach hired in our district.

I asked both coaches about their experiences with the "ultimate interview." Each indicated that they found it be unique, challenging and, at times, un-nerving. The candidate who was not offered the job has studied his video to improve some of his interview skills. The successful candidate—who went 6-4 his first year as our new head coach—has never viewed his copy of the tape.

He recently came by my office and thanked me for the job. The day we visited happened to be the one-year anniversary of an interview process that he said, "I will never forget!"






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