Prepare for interview like a US Open tennis match

If watching professional tennis is your thing, it’s US Open just concluded and thought it fitting to apply a mental strategy used by a world-class athlete and use it in your job interviews.

Played a USTA doubles tennis match this Summer in the picturesque, cool, breezy mountains of North Carolina.

Although the weather was a reprieve from the scorchingly hot Summer conditions in Miami my home-base, the competition was fierce especially since I haven’t been playing much in the heat.

Needed to prepare mentally for the battle ahead!

My go to source for a quick “mental tune -up” is one of the best tennis strategy books ever written called “Winning Ugly” by the now famous tennis tv commentator Brad Gilbert…he’s all over coverage at this year’s Open.

If you’re not familiar with Brad’s pro tennis career, he was a journeyman on the ATP Tour (Association of Tennis Professionals). Of average ability and talent, Brad made a dangerous foe by figuring out and exposing his rival’s weaknesses. At the same time Brad used his strengths to slay some of the biggest names on the tour in the 90’s including Johnny Mac (McEnroe), Michael Chang, Boris Becker and Stefan Edberg.

Not too shabby.

So how can average guy with an average body type and skill-set, abused by the likes of McEnroe screaming during a match “Gilbert you are the worst. The — worst! …you don’t belong on the same court as me!” take down multiple titans of tennis?

Brad asked himself 2 questions before every match:

A – what do I want to make happen?

B – what do I want to prevent from happening?

This advice is golden for interview preparation.

Before approaching any interview, uncover what problems a potential employer may have and explain how you (your strengths) can help solve their problem/problems.

The goal is to not let personal or professional weaknesses sway an employer the wrong way. I’m not suggesting you ignore or lie about your shortcomings like a lack of experience. Instead, be honest and explain that a lack of tenure pales in comparison to the level of energy and determination you have to succeed (check out blog entry called “Make the Skeleton Dance” detailing a cool story about a guy who turns big resume negatives into positives during his interview).

Make the interview focus on the employer’s needs and your strengths.

Prevent weaknesses from putting the kabosh on a job offer by spinning negatives into positives.

Get your game on and attack your next interview like a pro.

Speaking of positioning, looking for a job in golf?

Get an upper hand on the competition by sending your resume to thousands of golf employers exclusively through our White Glove service.

It’s easy to use and effective placing you and your uniqueness in the spotlight.

Dawn Schlesinger

ChiefGolfJobologist

  1. Pic above. That’s me in white and my partner playing as deep underdogs. Won 1st round  lost in quarter finals.

Resume writing guarantees – fact or fiction

Doing some poking around on the internet before writing a guide/ebook to help candidates find a job in golf.

After plugging in few key words and phrases, I kept landing on resume writing services. Didn’t I realize how many of these companies exist along with the unbelievable guarantees they make.

For example let’s look at a service called “Resumes Guaranteed”.

Their guarantee includes:

“If you are not HIRED within 60 days of receiving your new resume, we’ll refund your money, PAY you $50*, AND continue to help re-work your resume!*”

Wow not only will they refund your money but you can actually earn dough by not getting a job. Is this true?

Let’s dig deeper.

Continued to scroll around reading the fine print and wallah there in black and white was a major refund requirement stating:

“*Guarantee requires clients to submit at least 40 copies (hard copies) of their resume to prospective employers following our advice.”

It gets better.

“You must provide reasonable proof that you submitted your resume to at least 40 prospective employers in the form of certified mail, receipts or verifiable fax transmissions receipts (if you utilize an untargeted mass submission service, their bulk submission shall count as “one” mailing/faxing for the purpose of this requirement.”

I’m exhausted just reading these requirements let alone the thought of having to fulfill them.

In my humble opinion, if a guarantee sounds too good to be true it’s too good to be true.

It’s also my opinion that if anyone in the employment biz i.e. consultants, writing services, job boards, headhunters etc… – no matter the industry – charges a fee then guarantees employment is full of horse poop!

Now for the good news.

While further perusing the long list of refund requirements I came upon a link called “Our expert resume distribution guide” which is actually a little nugget of great advice for job seekers.

In fact, there’s so much good advice I could write about them for days.

Check out their guide by clicking the following link:

https://resumesguaranteed.com/resume_distribution_guide.pdf

This is the stuff they should be selling vs, resume writing.

Odds are if you have no contacts decision makers are never going to see your brand spankin new, perfectly key worded resume.

There’s no point spending $$$ on a resume if the right girl/guy doesn’t read it.

I’ll skip the “days of writing” and summarize some key “guide” points like:

  • candidates seeking employment in golf should not rely solely on job ads to find opportunities (our White Glove Service reaches decision makers directly)
  • research the contact and club/company of interest before making contact
  • send a copy of your resume along with a targeted cover letter describing why you’re unique and how an employer will benefit by hiring you

Hope I’ve given you some job seeking food for thought…now go Weedhopper, seek and conquer and land your dream golf job!

Dawn Schlesinger

Dawn@GolfSurfin.com

Old school hiring practice “at work”

Was looking to replace a technical manager for my website.

Used a tech job board where you can view the candidate’s resume along with the types of jobs they completed with ratings given by past customers.

These tech girls/guys are independent contractors and work by the job and/or hourly fee. The job board earns a % of what the employer (me) pays the contractor.

Received a bunch of candidates within a couple of days after posting my ad – all had high ratings and job completion rates.

Sounds good right…if everything written is true.

So I practiced what I preach requesting references from each glowing candidate including a contact name and email address.

The majority of candidates responded that everything I needed to know was right at my finger tips listed on their profile page including former project completion, rates and customer reviews*. No need to bother former customers with inquiries from potential employers like me. I’d say maybe 10% of the applicants (3) who applied to my job gave me references. Of those three, one former customer was surprised he was being used as a reference (from this particular candidate) and eager to speak to me by phone.

His surprise peaked my interest.

We talked the very next day. After exchanging introductions and niceties and the conversation kinda went like: I’m surprised Ben (the tech candidate) gave me as a reference because frankly he didn’t do a great job. Ben’s ok for basic work but anything more advanced like app design or writing code forget it – he’s not very good.

Toward the end of our conversation I thanked the Jerry (the reference) for his time and feedback and then asked “…have you used any techs from this site who are good? Yes! Let’s look up his name together on the job board to make sure you get the right guy.”

It was my lucky day and I fortunately asked the right question.

Since then I’ve used Ben multiple times. He’s done a “bang-up” job at a fraction of the cost I was paying my former tech guy.

Point is employing “old school” recruiting methods like picking up the phone and chatting with references is just as valuable today as it was back in the day **.

Not only did I avoid a headache by hiring a sub par candidate l actually found a winner.

Another point.

In today’s world we have technology that often does the busy work for us like ratings and rankings (i.e. Amazon product reviews) sometimes called social proof. I don’t always trust reviews provided by the very same job boards and companies who will profit from my sale. If another source avails itself to help me make a smarter decision, business or personal, I’m going to use it …regardless of whether its “trendy” or not.

If judging a candidate by measures like a solid handshake, eye contact, good phone skills, manners, ability to ask questions and show interest in my company during an interview, thinking before speaking etc. is considered “old school” then I’ll gladly wear the label.

If you’re a little old school too and looking to fill a club position, consider using our Target Search service.

Where vintage recruiting meets technology!

Say your club needs a Chef or Membership Director. We’ll contact just about every qualified candidate actively employed, starting locally and moving our way through out the state, and apprise them of your opportunity via email. It’s tedious work, yet creates results.

It’s budget friendly too!

Check out Target Search details below.

*Beware of customer ratings – I dug a little deeper and found out that tech candidate ratings can be skewed by customers since the customers themselves are rated by the techs and if given low enough ratings, no-one decent will work with the company seeking help. 

**Some club policies do not allow the release of a previous employee’s information. At a minimum, most will provide start and end dates and position titles. If you are not able to get the information you are seeking, you can ask the candidate to provide another reference. 

Learn interview technique from the King of all Media

Finally finished reading Matthew Berry’s book Fantasy Life”. Yes I’m a very slow reader (like a turtle) but  consider it “quality vs. quantity” reading.

And you’re probably wondering why a middle aged lady living in Miami would be interested in fantasy football (ff).

Because its challenging and fun!

I’ve always been a bit of a tomboy, followed sports when I was a kid and got the fantasy sports bug about 4 years ago. I’m now approaching season #4 as Commissioner of the “Real Housewives of Miami” ff all women league. It’s been a blast and I’m really proud of the ladies who step-up by trying something new, foreign something they know nothing about and end up throwing trash talk like T.O. or Richard Sherman by season’s end. Pretty cool to observe.

Anyway back to the book and lesson for today which I’ve discussed in the past (take a look at blog post Stick Out in a Good Way).

At the end of the book Mathew added a “bonus section” to update his story and probably to sell more books. One of the major events he talks about is getting an interview with his idol Howard Stern on SiriusXM radio show.

Matthew Berry was a pretty seasoned host and guest on sports radio shows yet he was so psyched and nervous about his interview with the one and only, King of all Media, most successful and outrageous radio personality ever to hit the airwaves, that he could barely sleep the night before.

Of course he made it through the interview with flying colors even took a picture with Howard at the shows conclusion.

A couple of days after his appearance Berry received a handwritten note from Howard.

In his words: “I got a note at home. From Howard. Thanking me for being on his show….in all the years I’ve been interviewed by every type of show, it’s the first time I have ever gotten a personal note like that. The whole thing, start to finish, was a complete and total class act. I didn’t think it was possible but I became a bigger Howard fan in those few moments off-air than I had in 20 years.”

If The King of All Media can send a ff analyst show guest a handwritten note thanking him for his time and making a huge, positive impression doing so then wouldn’t make sense that candidate who wants to stand out from other applicants do the same after an interview with a potential employer?

The point I’m making is that candidates want to take any/every advantage to separate themselves from other applicants and make an impact.

One effective way to do this is writing a handwritten note to the person/people conducting the interview.

Another way to stand out is through our White Glove service.

Take a peek at White Glove details.

PS. here’s a pic of some of my ff league mates during awards night.

 

Magically hire as many golf reps as you need

If you or someone in your company can magically recruit solid sales people without having to deal with issues like brand awareness, demand, quality, delivery, compensation etc then don’t read any further…you don’t need GolfSurfin.com.

However if Houdini is missing from your management team the above issues must be addressed and you probably need our help with recruiting.

And another dose of reality… if your company has failed to address these issues sufficiently, regardless of where you advertise or how much you money you spend recruiting, no one decent is going to apply.

I’ll share a recent experience I had with a customer who was pissed about their ad response…or lack there of.

A fairly new apparel company used our service to recruit salespeople. They needed lots of hand holding with posting their ad and use of our resume database – which is cool by us. In fact in most cases we go the extra mile to insure customer satisfaction because we want you back.In the end, the customer was not happy and wanted a refund. We make no guarantees with recruiting results because too many factors are out of our control…like the issues listed above.

Moral of this story is every company who advertises to hire employees, particularly independent reps, has to explain why they’re product or service is special, how they set themselves apart from the competition, highlight it’s unique qualities and benefits then actually deliver on those promises.

Just because an ad is written and posted on the #1 job board in golf does not guarantee results. It must be interesting and exciting with substance behind the text…not bs.

We’re not magicians.

What we do better then any other recruiting source in the golf industry is get your message out to the best sales talent in golf.

Our offer is pretty simple.

If your company offers a unique golf product/service where reps can realistically make money with your line, we will fill your open territories.

Make sense?

If so, click here to get started.

Land golf job with no connections

I’m obsessed with finding information to help our followers and customers with their job search and how land their dream golf job.

If you’re golf job search is at a standstill and you don’t have a list chock full of contacts to help, you need to devise a plan.

After spending hours reading about job seeking secrets and daily talks with candidates and employers in the golf industry, I think the best advice I can give to candidates new and not so new to golf is to research the heck out of what you want to do, who you need to contact, the company/club you want to work for and, most important, the problems/challenges they have that you’re going to help solve.

Whether it’s an influencer (someone who can lead you to a decision maker) you’re trying to close or the hiring manager…show them you know your stuff.

Why?

Because you’re special and the way you conduct your job search is the way you’re going to do your job if they hire you…better then anyone else out there.

You’re willing to make the effort.

Go the extra mile.

Stand out from the pack.

That’s why your special.

Check-out this killer article titled How To Get a Job Anywhere With No Connectiions by Cultivated Culture.

It gives you step by step instructions on how to uncover your dream job, who to contact, how to contact her/him…and if you land a meeting how to prepare for it.

Anyways happy reading and also consider trying our White Glove service…an easy way to stand-out and shine in front of thousands of potential employers in the golf industry.

Recruiting secret used by the best companies in the world

Ever wonder why some companies and golf clubs attract the best candidates like honey to a bee?Sure some may have oodles of expendable income and five star facilities yet, when it comes to recruiting, they also follow unique, innovative recruiting strategies vs. their competitors.Not every golf club/resort has a kick-butt course, clubhouse and/or tons of cash to burn but any club can improve how it attracts candidates.

WHAT IS AN INNOVATIVE RECRUITING STRATEGY 

An innovative recruiting strategy is bold, different, appealing to candidates and separates your club from the pack.Prime example of trying something different is recruiting on niche sites where potential candidates hang (like GolfSurfin.com).Example.Was listening to a show called “Reality Checked” on Sirius radio while walking with my daughter on a beautiful morning in Miami. The talk show starring Amy Phillips, who btw does a dead-on impressions of just about every housewife (my current fav is Dorit from Beverly Hills), discusses the trials and tribulations of “The Housewives” reality franchise on Bravo.Not the most thought provoking tv but entertaining nevertheless if you like watching middle-aged women who supposedly “have it all” experience fighting, cheating, divorce, lying and back stabbing…all the goof stuff.During a commercial break there’s an advertisement for Callaway Clubs.

I was floored thinking what the heck is a major golf equipment company advertising on a reality talk show? 

My guess is they’re trying to appeal to a female audience between 18-60 who probably have lots of expendable cash to throw at new golf clubs.This is a perfect example of a golf company spreading its message (although this specific example is for products it could easily convert to jobs) to a targeted audience.Who woulda thunk.Maybe your club can’t afford advertising on national radio but other unique recruiting techniques include:

  • texting initial interviews (70% of candidates job search on their phones)
  • using videos to show off your club
  • video testimonials from happy employees
  • well written ads for seasonal employees highlighting job flexibility and creativity… now called “gig” employment a hot topic I’ll discuss next time

Some of these ideas may be a little intimidating esp. for “first timers” however they help set you apart from the competition and reinforce the belief that your club is forward thinking and willing to take chances.Another “stand out from the crowd ” recruiting technique that you can start today is firing-up our Golf Candidate Blast service for your clubs open positions.Check-out details here.

Hollywood writer says bs to job app process

Fantasy Football and Golf Job

I’m a big Fantasy Football junkie…official Commish of the Real Housewives of Miami Fantasy Football league.

Started reading Matthew Berry’s book “Fantasy Life” (thoughtful Xmas gift from my daughter) who describes how he found his way into the sports fantasy biz; his passion.

If you’re not familiar with Matthew Berry, he’s a top fantasy football (ff) guru on ESPN. Writes a column, has his own ff show as well as a group show on National tv. He’s cornered the market as an expert in the ever popular and growing world of fantasy sports.

Anyways back to the book.

Matthew describes how he went to Hollywood, became a reasonably successful writer for tv shows like “Married With Children” and movies. His big movie break Crocodile Dundee 3 was actually sold, produced and released which is a big deal in La La land…ok so it may not be a movie of the highest caliber like a Godfather, Wonder Woman or Star Wars yet by Hollywood standards he was doing pretty damn good.

Despite his success, Matthew wasn’t happy. His passion was writing about fantasy sports…primarily football.

He stumbled across an ad for a fantasy sports writer and sent a message to the contact pouring his heart out in a long, impassioned email about how he was a Hollywood writer and lived and breathed fantasy sports…And he’d work for FREE!

Yet no response back.

So guess what his mindset was and I quote:

“That’s not a no (no response), right? It’s just a challenge that needs to be overcome”.

Make a long story short he uncovers the head writer of the hiring sports site asks his opinion on how to get a foot in the door, yada yada yada and low and behold the guy turns out to be the hiring manager. Apparently the job’s contact email was so overflowed with applications that the manager had no time to sift through them all.

Mathew winds up getting the job with Rotoworld and the rest is history.

What’s this Cinderella story have to do with finding golf jobs?

I’ll tell you what.

Just because you don’t hear from an employer doesn’t mean you can’t get a  job in golf. What you need to do is think outside the box, separate yourself from the pack (our White Glove service gives you clear applicant mob separation ) then sell your strengths.

I know you’re thinking this guy Berry had big-time writing chops and credentials. Maybe so, but that didn’t get him a foot-in the-door.

This example also proves that a killer, “bang-up” work history doesn’t even guarantee a response let alone an interview.

Rather, not accepting “no” for an answer and bypassing the application process gave him the chance to close the deal.

This crucial job seeking step is where many candidates fail miserably.

If you’re not scared to be bold, creative and take control of your job search odds are in your favor to close a great job in golf vs. waiting…and waiting…and waiting…and waiting for employers to respond back.

How to pooh on your job search without even trying

Candidates looking for a golf job should use White Glove service

Too many candidates seeking a new golf job self sabotage their chances of landing their “dream” golf job or gig or something close to it through procrastination.

Procrastination rears its ugly head in many ways like:

Excuses for not following-up or pursuing good leads

Busy/trivial work like consuming yourself with filing biz cards you collected or spending hours pondering the “right” fonts for your resume

Perfectionism; re-writing first line of your cover letter sooo many times (you want it perfect!) that you miss the application deadline

Spending more time applying to new online jobs vs time researching companies beforehand or following-up afterwards

Procrastination is a form of avoidance.

We avoid doing what we KNOW will help us in the long term by doing the easy stuff…

whats comfortable

whats convenient

whats easy

the stuff in front of us

But time marches on, and the more we procrastinate the less likely we are to do anything meaningful with our job search.

If your goal is to find a good or great golf job in 2018 its time to take action and get results.

A great “call to action” job seeking tool capable of landing  a real golf job near you is our “White Glove” service.

White Glove gives you an exclusive opportunity to “show-off” your value, results, ambition and drive to potential golf employers.

Click here to get started.

Golf Companys – Too busy to find reps

Lots of golf companies have returned from the PGA show following-up with customer leads and potential sales people they may have met at the show…and they’re REALLY BUSY.

Busy with customers, product returns, product info, phone calls, existing customers, existing reps, problems, planning…

They’re too busy to focus on hiring new golf reps and/or replacing the stinky ones.

We hear excuses like:

I placed an ad on a free job board…waiting and see how it goes

My brother’s sister in law’s sister knows someone who may be interested in working with us

Too much going on right now to add more reps

I have no extra time to talk with anyone right now

Waiting to hear back from a couple of good leads

Busy-ness is a form of avoidance.

We distract ourselves from doing what we KNOW will help us in the long term by doing the easy stuff…

whats convenient

the stuff in front of us…

If your goal is to increase sales in 2018

Ask yourself if you’re really too busy OR are you avoiding taking action.

If you want to be smart about recruiting by getting your ad exclusively in-front of over 4000 active golf reps and distributors, post it on GolfSurfin.com.

Click here to get started.