By Mark Simon
D3hoops.com
The season is ending in a few weeks. Not basketball season, but hiring season, where many job seekers converge upon schools for potential coaching jobs.
Supply is high and demand is low for those looking. Most Division III positions, whether they be full-time or part-time, get upwards of 100 aplicants, regardless of location.
"We had coaches from the USBL and the EBA, people from the West Coast, and as far away from Australia, Germany, and Ireland apply,'' said Misericordia athletic director Dave Martin, who is in the unique position hiring his replacement as men's basketball coach this summer.
The process by which a coach is hired can take several months. First, the position is advertised in newspapers, magazines and websites, with NCAA News being the one that most candidates read. Applications, consisting of cover letter, résumés, references, and/or portfolios illustrating on and off-court philosophies pour in within a few days. Background checks are done by the human resources department.
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Looking? Coaches who have interviewed and been interviewed suggest the following: Bring supporting materials: Practice plans, mock recruiting materials and descriptions of your offensive and defensive philosophy |
Augsburg women's athletic director Marilyn Florian made a grid, using seven criteria for her school's job (which also requires the coach being able to teach phys-ed). The list included years of head coaching experience, years of experience coaching women's basketball, recruiting experience, and level of success in both wins and losses and academics.
From an applicant's perspective, the key is differentiation. Former Southern Vermont and Yeshiva assistant coach Jody King believes that having something that separates you from the other candidates will help immensely. In his case, that meant working towards a doctorate in psychology at Yeshiva. He is studying "Risk and Resilience in Inner-City Youth and Basketball."
"I'm not a coach's son or a former player who grew up around basketball,'' said King, who has had interviews for three jobs last summer and two more this year. "(All serious applicants) can coach. We all can recruit. We all know people who can help us get players. But most 28-year-olds don't have a masters and aren't going for a Ph.D."
After the screening process is completed, the interview process begins. Augsburg pared its 125 applicants down to a dozen, who were then interviewed by phone. Six (four Division III assistants and two high school coaches) were then selected for on-campus interviews. Augsburg eventually settled on promoting its assistant coach.
A coaching interview is usually an all-day affair. Candidates go on campus tours, lunch with faculty and staff, and meet with the selection committee — which usually consists of a pressure-cooker interview setting with four to six people asking questions and watching responses. The panel may consist of student-athletes, faculty and staff, and other athletic department representatives. An applicant is usually asked for coaching and recruiting philosophies, how they make sure their athletes maintain high academic achievement and good community standing, and how they might deal with hypothetical situations.
"You have to come prepared knowing about the school,'' King said. "If you don't, they'll know right away. You have to convince them that (you're the best fit). It's like recruiting, but instead of recruiting one person, you're recruiting five or six at once.''
Once interviews are finished, its decision time for the coaching committee, the athletic director, and in some instances the school president. Everything is handled very carefully because of the importance of the decision.
"A lot of it comes down to fit,'' Martin said. "There are a lot of people that can coach basketball. Our process has proven to be effective. We've used the same one for basketball, soccer, lacrosse and field hockey. We know that at the end we're going to get the best person."