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.

STICK OUT in a Good Way!

So you’re interviewing for a golf job…any job whether it’s a Caddie, GM, F&B, Outside Operations (seasonal), Chef, Tournament Manager, Sales Rep etc…doesn’t matter.

Regardless of the position your goal is to get an offer!

You had the interview. Hopefully you did your homework and a little research on the employer.
You felt pretty confident answering questions, made a decent case as to why you’re “the one” for the position and got the interviewer to open-u, talk about the position and even a bit about herself.

Let’s say the she’s interviewing 5-7 people for the position.

How are you going to stand out and be memorable after the interview?

At the very least you’re probably going to send a Thank You e-mail which ehhh most decent candidates do…safe but boring.

Do something different.

How about sending a hand written Thank You note…you’ll need a pen and a note card made of paper. They still exist, I swear. Bet you’ve never done this.

Or kick it up a notch and send a big 8 X 11 envelope with a hand written letter or note and maybe a copy of an article or topic you both discussed?

A lot of you are probably saying I’m not comfortable doing that or it’s too much work or that’s not me.

Well here’s the deal.

You want to stand out in a positive, professional way and being more creative and personal with your follow-up will separate you from the pack.
 
Exerting a little extra effort will go a long way especially if you’re pursuing your “perfect/dream” job.

Even if you don’t get it, you’ll be remembered in a good way and who knows maybe down the line they’ll think of you for next opportunity.

Ready to find your “dream” golf job and stand-out from the crowd, click here to register and sign-up for our White Glove Service.

The Savvy Tour Guide

Recently returned from a 3.5 week trip to Israel with my husband. Was long but a very cool experience full of religion, history, hummus and chopped salad.

Joined a mission/tour of lawyers and judges from Miami most of the time but spent some alone time away from the group before and after the tour.

When we first arrived in Jerusalem my husband and I ventured out on our own to the “Old City” and took in all the sites including stunning architecture, holy places like the ‘Great Wall” and kind of just wandered around until we ran into a very nice, friendly guy who spoke perfect English. We obviously looked like tourist…must’ve had that doe eye where are we look.

Our new found friend asked if we would like to see where Jesus had his “last supper’? Heck yeah. Went to 10 years of Catholic school so I was very familiar with Jesus’ last gathering. (heres 2 pics of last supper location. Not really how I envisioned it but cool nevertheless).

 

While walking to the famous destination this nice man who never announced he was a formal guide proceeded to ask tons of open-ended, questions like;

Where are you from?

Where have you been?

When did you get here?

How long are you staying?

Who are you with?

Why are you here?

Etc…

Found it fascinating how smooth this guy was at asking qualifying questions. In fact, I could tell he was sizing us up whether or not we were long term customers or just a quick hit.

Turns out we had a planned tour that was extremely detailed and thorough so he made the most of his short time with us. He spent about an hour with us and my husband tipped him pretty well.

What’s the lesson here?

When you’re in an interview be like the tour guide and get the employer (or person you’re interviewing with) to talk about themselves and the job to which you’re applying.

People love talking about themselves and love being around people willing to listen. Stick with open ended questions.

Another tip I give to candidates and friends/family when interviewing is “close the deal” by asking something like:

“Based on what we discussed, do you think I’d make a good fit for this job?” OR “How do I rank compared to other candidates you’ve seen?” OR “How do my qualifications compare to other active candidates”?

I hate when people say “trust me” but I’m telling you trust me on this. Not many people have the “cajones” to close a potential employer and if you do you’ll stick out from the pack.

There’s ton’s of psychology going on when a person commits to you out loud. It’s almost like she can’t take it away once she says it.

I could on and on about the benefits of closing.

Doesn’t matter what type of job you’re pursuing And you don’t have to be “hardcore” or in your face aggressive.
Simply ask the interviewer how you stack-up vs. the competition. If you ask they they will remember!

If you got your interviewing “mojo” working and ready to move one step closer to landing your dream golf job, click here to get started.

(Click the above link, register for free, then click the “White Glove” tab. If you’re already registered, log-in and click the White Glove tab).

Leave you with a pic of me and hubby in Israel Desert.

Learn an Interviewing Tip or Two Ordering Mock Cocktails

Was in NYC last month and one of the things my husband and I like to do is watch broadway plays and eat!

Before seeing “Glass Menagerie” starting Sally Fields, which by the way was a pretty intense show, grabbed dinner at The Lambs Club, right across the street from the theatre…couldn’t have plannedan impromptu reservation any better.

The Lambs Club is an old established thespian club (started in the 1800’s) with a dining room dripping in history including one of those big 10ft high and wide fire places.

You could just tell it’s one of those places that makes killer cocktails.

Once seated, the waiter came with a drink menu. Included were 3 beautifully described Mock Cocktails. Been laying off “the juice” (alcohol) so was excited to order a special “virgin” libation.

Couldn’t decide on which one.

Torn between the Cucumber Cooler or Rosemary Blush…the blush caught my eye.

However instead of going with my gut I asked the server for her recommendation.

After a couple of qualifying questions she suggested the Cucumber Cooler which arrived beautifully presented.

Took one sip and immediately knew it was too tart!

Wound up timidly, sending back my drink and getting the citrusy Rosemary Blush which was perfect.

Was heck does all this drink talk have to do with recruiting?

I’ll tell you what…once you know what you want don’t deviate from the plan OR let someone else change your mind.

Same rule applies to hiring.

When you’re interviewing a club candidate, know the qualifications you want and the type of person that will excel in the position. And never deviate from needed qualifications.

How do you know what you want?

Learn from past employee/employees, what you liked and disliked about them and write it down. (For new positions list your top qualifications needed for that particular postion).

For example, if you’re seeking a General Manager did the last one have great people skills, did he give good “warm and fuzzies” by interacting with the membership and guests daily or did he prefer staying behind a desk?

Did he communicate with the Membership Director and help create new marketing ideas or did he have poor sales skills .

Was he weak or strong on budget management?

Were employees motivated or was there high turnover?

Did Board members push him around or did he command respect from the Board?

You get my drift.

Go a step further and develop a job ad and/or job description (or at the very least update an existing one) around these wants. Theres a big difference between job ads and job descriptions….we’ll discuss this topic another time.

Once you figure out your “Want List” (notice I use Want vs Wish list…wishes are something you would like to have, wants are needed), Don’t deviate from the list when interviewing candidates.

If you’ve done the work and know what you want, do not let a candidate or anyone else for that matter talk you into hiring a someone for the wrong reasons.

Don’t sway from the plan.

You’re more likely to hire the best candidate if you develop a plan and stick to it!

Resume Cluster – Find Bigger Needle in Smaller Haystack


Was listening to Sirius radio the other night while driving home and there was an on-line dating expert giving advice on finding the perfect mate.

Not in the dating market but the conversation peaked my curiostity nevertheless.

Forgot the guy’s name but the most important tip he gave was to pursue a limited amount of dating candidates. Reason being too many options creates indecision.

Better to stick with a “finite” number of potential “love connections” and go from there.

Got me thinking…the same theory applies to club management recruiting.

When searching hundreds of resumes on large job boards there’s so much information and so many candidates, the search becomes one big cluster you know what!

You would be much better off with a quality pool of candidates vs. quantity.

This brings me to our offer.

When purchasing a Golf Candidate Blast, Triple 7 Membership Package or Target Search Service receive FREE access to our resume database.

All of our golf club candidates are either employed in the golf industry or want to break-in.

This narrows the “playing field” so you can focus on the most qualified candidates available…and it’s FREE with the above services!

Save Time.
Save Money
Increase Number of Quality Candidates

If you’re ready to uncover a bigger needle in a smaller, high-quality haystack, click here to get started.

St. Valentine was beaten and stoned…then decapitated!

Yikes…what’s with that?

I thought the meaning of Valentines Day was an expression of love and appreciation.

How does one spin a tortuous death into a day of “gushing” love?

Let me explain.

Back in the day, around 260 AD, society was permissive, lot’s of promiscuity and partying. Polygamy was very common.  A mean old emperor named Claudius ll banned marriage because he thought single men made better soldiers. Meanwhile, a roman priest named Valentinus secretly married Christian couples. He was eventually caught, imprisoned, tortured and beheaded. Poor guy.

Now here’s the twist.
Legend has it while imprisoned he fell in love with a young, blind female visitor, the jailer’s daughter named Julia. On the eve of his death he signed a note to her “From your Valentine”.

Fast foward to this modern holiday as we know it and according to Money Mazazine, Valentine’s Day spending reached approximately $19.7 billion in 2016.

Quite a profitable spin on a tragic story line! Here’s my point.

Anyone can take a negative event and spin it into a totally different meaning or to what they want you to believe. In fact, this rendition of Valentines Day is just one of many and for all we know the whole thing could’ve been made up.

Same spin happens in business all the time.

Take job boards for example. Maybe a small percentage of golf companies have actually had success using general job boards but they don’t tell you that.  They  promise tons of qualified candidates and great results to anyone willing to shell-out hundreds of dollars worth of fees for a 30 day ad, even though these claims are based on a very small percentage of users.

Bottom line is they don’t care what you post as long as they get your money!

At GolfSurfin.com, we don’t make false promises. If you post a crummy ad you’re going to get crummy results. We urge our customers to write a solid job ad that’s honest, sells the company’s benefits and clearly spells out “what’s in it” for the candidate.