Grace expects Greinke trade to have emotional impact Former Cardinals kicker Phil Dawson retires The 5: Takeaways from the Coyotes’ introduction of Alex Meruelo 0 Comments Share Alabama ‘s Calvin Ridley (3) pulls in a pass for a first down as Texas A&M ‘s Brandon Williams (21) defends him during the second half of an NCAA college football game, Saturday, Oct. 17, 2015, in College Station, Texas. Alabama won 41-23. (AP Photo/Eric Gay) The ball-hawking Mathieu had five interceptions last season, has put the marijuana issues behind him that precipitated his draft drop and has become one of the most beloved athletes in the Valley.Brown, who came from tiny Pittsburg State, has been the deep threat coach Bruce Arians envisioned. In two seasons, he has 113 receptions for 1,699 yards and 12 TDs.“When you take the best guy on your board who is an athlete, we’ve been fortunate in all three cases it’s a speed player,” Arians said. “You can’t get enough speed players.” Williams fits that bill. He ran a 4.37 in the 40 at the NFL Scouting Combine in Indy. The Cardinals love his ability to play press coverage and reroute receivers, but they also love his ability to play outside, trail receivers and recover with his speed.Williams was caught off guard when asked about the Cardinals’ recent third-round success during his conference call with Arizona media. He actually expected to go later in the draft. In the end, he didn’t seem to care.“To me, when you get drafted doesn’t matter,” he said. “It’s what you do when you get there. I’m just blessed and happy that they drafted me.” Derrick Hall satisfied with D-backs’ buying and selling Top Stories TEMPE, Ariz. — Brandon Williams has a legacy to uphold. He’s a Steve Keim third-round pick. He is destined for stardom. In Keim’s three seasons as the Cardinals general manager, he has selected four players in the third round: defensive back Tyrann Mathieu, defensive end Kareem Martin, wide receiver John Brown and running back David Johnson.Three of those guys have panned out awfully well. Now comes Williams, a long and fast defensive back from Texas A&M who just converted from running back to cornerback last season and will be counted on to man that most difficult of defensive positions in the NFL. Follow Craig Morgan on Twitter3rd Round Magic: A look at some of the Cardinals’ best third-round selections1991: CB Aeneas Williams (59)1990: WR Ricky Proehl (58)2001: SS Adrian Wilson (64)2002: Josh McCown (81)2004: DT Darnell Dockett (64)2009: S Rashad Johnson (95)2010: WR Andre Roberts (88)2013: DB Tyrann Mathieu (69)2014: WR John Brown (91)2015: RB David Johnson (86) – / 23 “No pressure at all,” Williams said. “I’m just willing to work.”The Cardinals had some success in the third round prior to Keim taking over as GM in 2013, but to say they were wildly successful in that round before 2013 would be a massive overstatement.While they did land Valley icons Aeneas Williams, Adrian Wilson and Darnell Dockett, they also drafted forgettable faces such as Jamell Fleming, Rob Housler, Buster Davis, Leonard Pope, Dennis Johnson, Tom Burke, Ty Howard and Eric England. Since Keim took over, the third round has been magic. In the past three seasons, the Cards’ third-round success has surpassed their success in the first two rounds. “Aside from Tyrann, who obviously fell to the third round for obvious reasons, the other guys we’ve had success in those rounds were either small school guys or guys that weren’t overly hyped in the media and we just trusted our evaluations,” Keim said.Martin hasn’t achieved anything close to the success of the other three, with 17 combined tackles, 2.5 sacks and two forced fumbles in two seasons. When running backs Chris Johnson and Andre Ellington suffered injuries last season, however, Johnson, a Northern Iowa product, picked up the third-round torch and carried 125 times for 581 yards and eight touchdowns to solidify his place in the deepest running backs corps in the franchise’s Arizona history.
When recruiting for key positions, you may overlook some seemingly little red flags that really could be an indication of potentially deeper issues. Before moving forward with a candidate and overlooking these details, dive in and get more information to make a better assessment before making a hiring decision.6 Candidate Warning Signs to Watch Out For During Your Interview ProcessBe careful if:They’re late— or way too early — for the interview. The first part of this equation may be obvious. Although there may be times when being late isn’t a true reflection on the candidate, more often than not, it’s an indication that the candidate did not appropriately account for the travel required to get to your office. Candidates who arrive to your office too early (usually more than 15 minutes early) are also showing some indication that they miss social cues.They don’t have good explanations for their job transitions. Watch out for candidates who seem to be jumpy in their career, and those who seem to have been pushed out of their companies. Ask directly about their reasons for leaving each of their roles and for joining their next one, and try to determine if any company reorganizations were department or company-wide (or whether movement was based on the candidate’s performance).They don’t ask thoughtful questions about the role/company. If a candidate asks you something they should have found on your website, in the job description, or on Google they didn’t do their research to prepare for the interview. You should expect that all of your top candidates come with thoughtful questions that will help them better understand the role, the company, how they will contribute, and why they would want to join. If your interviewee is just asking questions to ask questions (i.e. only surface level, “how do you like it there?” type questions), you should reconsider them as a hire.They don’t ask about interview next steps. Asking this question is most important for sales positions, but for all positions it’s an indication that the candidate is excited about the role and is thinking ahead. Our team will often avoid telling sales candidates what the next steps in the interview process are in order to see if the candidate will “close” the interview by asking about next steps specifically, and maybe even about their candidacy for the role.They don’t follow up after an interview. Candidates should always follow up after a phone or in-person interview. The “thank you” email does not have to be long, but it should be sent to everyone who interviews the candidate, especially if you’ve given the candidate your business cards. Not only is it polite, it also shows some level of commitment to the interview process and the candidate’s drive to get the job. This is an absolute necessity for anyone in a sales role, but is something worth noting for candidates in non-sales roles, as well.They don’t give former managers as their references. Sure, candidates don’t usually give their current boss as a reference, but if a candidate does not give you their former direct managers as references, ask them why. Try to perform a backdoor reference (anyone in your network or a colleague’s network) who has worked with the candidate previously to get a better understanding of the candidate’s work ethic and reputation at the company.Individually, these are not all reasons to cut a candidate loose immediately (although depending on the circumstances, they might be!). With each of these interview errors, however, it is important to take note and determine whether they may be a sign of a potentially bigger issue.What candidate warning signs would you add to this list?AddThis Sharing ButtonsShare to FacebookFacebookShare to TwitterTwitterShare to PrintPrintShare to EmailEmailShare to MoreAddThis