Recruiting Forum Football Talk III

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#169,778
#169,778
franklinpence said:
Speaking of HR, I Had to endure a miserable HR call the other day about the appropriate process/system to use to identify high performing leaders on our teams and position them for advancement.

The handful of times that I snapped out of my daze to listen for a few seconds, I was stunned that there were “bosses” on the call who found the exercise valuable and who are apparently unable to identify good employees. Also made me question how the hell some of these folks are in leadership roles if they don’t have a basic understanding of team building.
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they were probably sucking up to the manager whose idea it was....
 
#169,788
#169,788
SSVol said:
Wait...what?? Dipping is far more efficient. Application individually is a much more complex operation. In fairness, there small is a reduction in material loss, but that should be greatly outweighed by end-to-end process efficiency. He isn't wrong to dip. SMH.
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HUGE reduction in material loss, and time involved is pretty even, especially with the CFA ketchup packets. I'd argue time is quicker with the direct method. Give it a try. You'll never go back to the messy method. Doesn't work with regular fries though.
 
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#169,790
#169,790
And though the new walk-on Vol didn’t always grow up a Tennessee fan – he knows the program and is excited to finally be a part of it.
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From the new PWO thread.

Juxtapose the QB who grew up a Vols fan and is a huge position of need only to commit to a rival, versus the walk on receiver who didn’t grow up a vol fan and turns down Scholarships elsewhere to join a young and loaded receiver room.

Fairly Tennessee thing
 
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#169,793
#169,793
I'm probably being naive, but I'd honestly rather have (somewhat) lower ranked guys who genuinely appreciate the opportunity it is to play at UT and want to work hard and get better, rather than continue to be disappointed by highly ranked mercenaries who bolt (physically or emotionally) at the first sign of difficulty. Stars matter, and we need more of them, but the high 3* or low 4* who strives and develops is more beneficial than the 5* who quits.
 
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