I just got back from Houston. Our whole company went in to spend a couple of days with the players to make sure they were set for all of the different aspects they will face at the combine.

We went in to interview the guys for several reasons. One, we're creating our own marketing piece. An offensive lineman will be in a DVD that will go to all of the NFL's O-line coaches and scouting directors. That was one reason to interview them.

The other was to coach them up on the interview process. We had our marketing person talk to them on how to react to questions, how to carry themselves, to always make eye contact and to project their voices. Some of these guys can be pretty soft-spoken. We wanted to give them some good tips on interviewing.

While we were interviewing them, we'd stop the tape, then coach them up. We wanted to give them short feedback.

Another thing they'll have to do at the combine is take a Wonderlic test. It's a 12-minute, 50-question intelligence test. We gave them a two-minute version, and then talked about different types of questions that are on those tests. We wanted to improve their ability to take the test.

Physically, they look great and they'll have a great showing. But we think the interview process will be huge for them. We want them to understand this will be a job interview.

There are several types of interviews. On the first day, the guys will be in a ballroom setting, and they'll be approached by coaches or scouts. It's usually one-on-one. Those are get-to-know-you interviews.

There's also the scheduled interview, which is 15 minutes with a player in a hotel room. Each team is allowed, I think, up to 25 individual interviews. Teams have to be very selective. An official will come up and say, "Hey, we want to meet with you at 8 o'clock in room 1705."

If it's with Dane Uperesa, there probably will be a head coach, general manager, an O-line coach, college director and area scout in the room. There could be six to eight guys in the room with Dane.

Those type of interviews are really intense ones we feel we need to get them ready for. They can be pretty intimidating. We want them to realize they have 15 minutes to make an impression on these guys. If you don't articulate what you want them to remember about you, if you don't come across strong and confident, you might miss an opportunity. If you go into a meeting knowing you want to come away with those guys knowing two or three things about you — your work ethic, leadership skills — you'll do OK.

Sometimes the officials will have a greaseboard, and they'll give you a play and ask you to diagram everybody's responsibility. That can be intimidating for a guy to do, especially in front of all of the officials.

I think they're ready. I think they're focused. They've worked hard for this.