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.

Club Recruiting – Beware of the sweeping balloon ladies

Always amazed at how reminders and reinforcements for good recruiting habits can pop up in everyday life…like when doing in a half marathon.

Walked in my first (and probably last) 1/2 marathon (13.1 miles) last week at runDisney in Orlando with my daughter.

Everyone I talked to beforehand said “you’ll finish no problem…you’re walking for gosh sakes…no worries”.

Was clearly talking to the wrong people.

Problem with these marathons is keeping up at a 16 minute/mile pace.

In this particular race, walking pace is enforced by “Balloon Ladies” who start in the last corral, are the last to cross the start line and walk the race at a 16 min/mi pace. If you’re passed by these loud yet encouraging gals you’re in danger of getting “swept” meaning you’re too slow and will be removed from the course.

Bye bye medal!

Found myself either running to catch-up with OR constantly peering behind to gauge how close these little buggers were (no disrespect to my new nemesis that morning…the ladies very nice and encouraging).

Keeping up with the balloon ladies became an anxiety ridden problem that I was either trying catch-up to or fend-off.

Which kinda reminded me of panic hiring.

Clubs typically hire when the position becomes vacant then scramble to fill the position.

They fill it with the strongest candidate at the time just to get it filled, hope for the best and fend-off the least desirable applicants.

Best way for golf clubs to avoid getting “swept” by the cycle of panic hiring is to always be in the recruiting mode for talent.

Examples:

  • If someone offers you incredible service at a store, hotel, golf club, restaurant etc… give them a compliment, notice their name and hand them your card.
  • One of your long time suppliers has provided you stellar customer service and you girls/guys seem to “click” let them know you’re always open to talk when they’re ready for a career change.
  • Develop a people pipeline and have other staff members do the same. Have them along with you make a list of dream hires and set-up a call or meet for coffee periodically with these passive candidates.
  • Continuous intake – keep a general job posting on your website at all times letting candidates know if they’re interested in your club you’re interested in seeing their resume.

Remember there’s a difference between hiring and recruiting.

Hiring is filling an immediate need…its reactive.

Recruiting is a mindset and a great habit to practice to avoid the “panic” button.

Dawn Schlesinger
GolfSurfin.com

PS. I did reach the finish line…still recovering.

Golf Manufacturers – Too busy looking for freebies

We get inquiries, lots of them, regarding our service from golf companies desperately in need of finding golf reps… especially around this time of the year light of the upcoming PGA show.

Many of these companies are just “shopping” for free info and/or service with zero-point-zero intent of making a purchase.

The conversations include questions like:

  • how many reps are in your database?
  • can we get access to your database?
  • are there any guarantees?
  • explain the current the promotion?
  • how long is it?
  • can we try your service for free???

We understand and welcome inquiries and questions from serious buyers, appreciate negotiating a fair deal AND realize not every inquiry is going to convert to a customer.

However the type of shoppers we’re talking about have no real intention of buying.

They’re simply trying to get comped, free stuff. Always in search of something for nothing.

We all know the type.

They’ll do anything to avoid taking action unless they’re desperate or its free.

Typically the conversation ends with “let’s see how we make out at the show”.

Then 9 times out of 10, once the show ends (with zero success getting good rep leads on their own) they call back wanting the promotion at which time it’s too late…done, ended, kaput!

Steer clear of owners/managers with a”freebie mentality”. It’s usually indicative of how they run their business. They’re takers not givers.

Not the type of customers we want.

We want customers who see the value of getting the sales recruiting word out before during and after the show.

We want customers who use all their sources to recruit including word-of-mouth and reaching out to reps directly.

We want customers who provide a valuable service/product that sells along with great customer service and appreciate the value of paying for a quality service.

These type of golf companies find and keep sales reps through GolfSurfin.com.

If recruiting salespeople is a priority and you see the value of using all resources,including direct contact with over 4,200 active golf sales pros, then click here to register and get started.

 

Candidates – Make the Skeleton Dance

Been touting for a while how important it is for candidates to “stand out” from the crowd if they want a great gig in golf.

There are many ways to stand out.

In a good way.

A great way to stand-out in an interview is to address your weaknesses right up-front…get it all out.

Sometimes called “making the skeleton dance”(may be the wrong holiday for skeletons but topic appropriate nevertheless), means being honest about your negatives then spin them to your advantage.

Example.

Read an article called, Making the Skeleton Dance: Bragging About Negatives”.

The gist of the story goes as such:

Candidate Clyde comes late into the interview process. He’s oldish, mid-50’s, not a looker, been unemployed for a while And spent some time in the “pen” years back when he was young and stupid.

He opens the interview pointing out each and every negative described above then comfortably transitions into his pitch “so let me tell you why I’m the best candidate you’re ever going to find for this position”.

He stresses the fact that he can’t afford not to succeed regardless of how difficult the job becomes because he never wants to be in this position again.

And more. The lessons he learned while “away” were invaluable and made him successful at every job he has had since.

The managers fawn over Clyde and make him an offer. Within 48 hours he declines…a much better offer came in.

So a guy out of work, in his 50’s who admits to spending time in jail not only beats out younger candidates with a job offer but gets multiple offers! Thats how one “makes his skeletons dance”.

Too many candidates hide their shortcomings or try and talk around them during an interview.

Be upfront and honest about your weaknesses then use them as a vehicle to sell yourself.

If done correctly not only will employers appreciate your honesty they’ll be dazzled at your ability to use your “noodle” and turn negatives into positives.

Want your resume to stand out too?

Through our “White Glove” service we’ll “blast” your resume into the hands of thousands of golf decision makers quickly and professionally.

Click the “Get Started” click here, register, then click the “White Glove” tab in your profile.

 

Good Deed Speaks Volumes

Had to have our house treated for termites (2nd time within 12 months) which is a major pain in the butt and major headache for home owners in South Florida.

Open food and medications have to double wrapped in plastic and tied with duct tape…and you have to leave house for 48 hrs ughhh!

We have a greyhound so stayed in a pet friendly hotel in Coconut Grove, a very cool, urban town in Miami.

The long/short of it was my dog, out of her comfort zone, got overheated on a walk and basically collapsed on a sidewalk.

Kind strangers stopped, including a car with 2 young men.

Noticing the fear and panic in my eyes, these young samaritans asked if I needed a ride and wound up driving me and Pearl (my dog) 6 miles out of their way to a pet emergency center.

During our ride, between thanking them profusely, my 2 new heroes said they were chefs at a major hotel in Miami and were on their way to work.

Despite being late and inconvenienced they both said they were “dog people” and just doing the right thing by stopping and helping.

When we pulled in to the hospital, assistants were waiting and swept Pearl out of the car. I gave my final thank yous and handed them a $20.00 bill, the only cash I had in my fanny pack, for a car wash.

Weeks later I wrote their boss and explained what happened and how lucky he was to have these gentleman as employees.

His response was:

” …They did let me know what happened and they both did the right thing! These guys both show the same care and comfort to our guests and employees here at the hotel so it sure doesn’t surprise me that they act this way outside of work…”

-Michael DeGano

Director of Food & Beverage

EPIC Hotel

Here’s the catch.

When interviewing a candidate for any job in golf/hospitality find out what they do on their free time. What makes them feel good? What’s important to them outside of work? Maybe ask for an example of a kind or generous deed they’ve recently performed or experienced. Do they volunteer or give back to a charity or friend or relative…whatever.

You can gauge the quality of a candidate by the way she/he lives their lives without getting too personal.

9 times out of 10 if doing for others turns them on, they’ll be stellar employees.