In Reply to: Re: Coaching Hires posted by SehornBlew on January 15, 2024 at 08:51:58
I hear you.
But have you ever done any hiring for a firm or organization? Does the director of HR actually know the candidates s/he interviews for the jobs?
Have they the benefit of actually observing (and speaking with people who know the situations observed) the candidates on the job working? Seen the results of their efforts? Observed them under pressure? Has their team had the opportunity to analyze every step in their previous careers, talk with people who worked for them before, spoken with people against whom their efforts were directed?
Again, I submit that in most cases most hiring searches are operating with far less information. Especially in this case in which the search is at the highest level of the industry and the candidates were limited to a handful of individuals who have been tested and are successful at the highest level - being a legendary program with huge amounts of cash will do that for you.
Of the people I've hired over the years, there was really only a couple cases in which I had the opportunity to in one case know the people who had worked with the person and were recommending him and in the other to interview and get to know people who had worked for and with him before. The rest came in based on their bios - which they constructed themselves - and we could do the best we could.
In one case a friend asked me for help - wasn't my hire - but there were three finalists for the job of superintendent of schools in a large district back East - the school board had done the search and had three finalists. With one i couldn't help them but with the other two i was able to call people I knew - professionals - who knew each candidate.
In one case, the guy's resume was brilliant - but my calls revealed this person had never actually supervised human beings - it was all about programs he'd worked on. He was all gloss and no substance. In the other case, the comments included descriptions of work done with (and opposed to) the individual and the summation was they would really hate to lose him but he had we'll earned the step up - his district - small district in the West, Nevada iirc - ran smoothly and the employees were happy with how things were run. The school board member who was behind reaching out to see if my contacts could help was able to get her board of Ed to hire the right candidate.
But that incident really made it clear to me how little most people actually know about the candidates for their top positions even with significant sized organizations. The opportunity - in consultation with his Athletic department and all its tape and records and to consult with professions who are very familiar with DeBoer and his entire resume at three different HC jobs previously is golden. Wish i'd had information and outside confirmations as extensive as that in all the hires over all my years when i was - or friends were - in that situation with responsibility to hire.
Hiring is always a crap shoot. Even with all that information, look how often NFL hires don't work out.
Maybe KD doesn't work out as you speculate. But from where i sit it's the best hire possible at this time. Heck, when all your candidates are experienced and proven winners at high level situations already, you start out in pretty good position to start with