IntroductionIn Good to Great, Jim Collins (2001) notes that the leaders of phenomenal companies, in which he studied throughout their career, have spent considerable time and resources striving to hire the “right people” for their organization. Say no to plagiarism. Get a tailor-made essay on “Why Violent Video Games Should Not Be Banned”? Get an original essay “In determining the right people, good to great companies placed more importance on character attributes than on specific training and practical skills. , specialized knowledge or professional experience. Not that specific knowledge or skills are unimportant, but they viewed these traits as easier to teach (or at least learn), while they believed in dimensions such as character, work ethic, 'basic intelligence, dedication to fulfilling one's commitments. , and values ​​are more rooted” (Collins, 2001). Collins (2001) highlights the fact that “good to great” companies clearly understand that people are the company's greatest asset when attempting to gain competitive advantage within their respective industries. These companies considered “large” understand that once an individual with the right talent is found, they can acquire the specific knowledge and skills needed for a particular role through training (Gordon, Crabtree, 2006). According to an economic press release issued by the Bureau of Labor Statistics, in 2017, 368,000 students earned an associate degree. In the United States of America, 1.2 million students earned a bachelor's degree and 442,000 students earned an advanced degree, i.e., master's degree, professional degree, or doctorate (bls .gov, 2018). What seems surprising on the surface actually serves as a crisis. The oversupply of college graduates poses a problem for human resources departments, responsible for recruiting, attracting, hiring and retaining initiatives. Likewise, students find themselves constantly searching for successful methods to differentiate themselves from the excessive and oversaturated candidate market. In the United States, ### students participate in collegiate athletics and balance the required curriculum in which the institution establishes among all its students, without exception. Employers are beginning to recognize the value that student-athlete experiences bring to their company and overall work environment. As a result, new recruitment and career services companies, whose focus is still on acting as intermediaries between companies and former athletes, are becoming increasingly important. In an interview with Game Theory Group CEO Vincent McCaffrey, he said, "Six of the last 11 U.S. presidents were college athletes...You can train an employee on the day-to-day demands of their job, but you can't change their job." work. ethics. Athletes already have this dedication. However, the value that college athletes bring to the “real world” often goes unnoticed not only by the companies they aspire to work for, but also by the student-athletes themselves. In some cases however, student-athletes recognize their worth, as well as the applicable skills that their collegiate athletics career has brought to the surface of their lives. But what precisely are these embodied skills? Are they useful to businesses and are they capable of creating a..