GolfSurfin.com’s Recruiting Service Stinks…
…at least that’s what one customer thought.
Let me explain.
A new customer wanted to try our service and asked for my advice on how to make a successful ad.
I responded:
“…I suggest, if you don’t already have one, to write an ad as if you were a sales person and include things you would like to see …especially how reps will make $$$ carrying your line. Include points like what makes your company/product unique, why your product will sell and any company accolades/accomplishments. Again there’s thousands of companies that come and go seeking independent sales people in golf. Try to set yourself apart from the pack, tell a unique story and make good on promises made to reps. If done properly they will be banging down your door…”
He wrote an ad and sent it out yet did not receive the response he was hoping for.
Moral of this story is we can’t guarantee a great candidate response for every company who uses us.
The ad may have to be tweaked and distributed a few times to produce great results. Sometimes no matter what is written there’s just not a whole lot of excitement out there about the product/service. Such companies may have to re-strategize and come-up with a new marketing and/or business plan.
Point is you’ve got to start somewhere and put your “best foot forward” to start attracting sales people. It’s not an easy process for all companies but sitting back and “waiting” for the reps to come is, in most cases, a fantasy.
The one guarantee I can make is we treat every company equally. We’ll “Blast” your ad to a database (over 4,000) of active golf sales pros within 24 hours of posting.
If you believe you have a solid golf product/service to sell and need reps, click here to get started.
The Scary Angry Sales Rep
Wrote a blog entry about independent golf reps (Hiring Sales Reps – Promises Promises see below) who make empty promises to manufacturers. The point of the message was for employers to perform “due diligence” when hiring a rep before wasting time and $$$ on those frighteningly devilish candidates making empty promises.
An angry rep, who’s blood was obviously curdling after reading the entry, responded back that my commentary was offensive AND I should not criticize golf reps in general. In other words “don’t bite the hand that feeds you”.
I was a little spooked at first that a sales person took the time to write such a scathing reply. In fact, he was even upset that I referenced “Zig Ziglar” ( Zig was the selling guru back in the day).
Booo…thats scary angry!
There are many hard working, professional, independent sales people in the golf industry who are trustworthy and do a great job with the lines they represent. I call them Superheroes. They are the good sales guys & girls GolfSurfin.com helps by connecting them with our customers.
The fact is that there are some bad apples, scammers out there who take advantage of golf manufacturers…especially companies new to the golf industry.
Beware. Bad reps come in a variety of disguises:
-Ghosts or Mummies are the reps you never hear from once they get their samples
-Ghouls tarnish your brand by lack of customer follow-up
-Grim Reapers give wrong company information or make false promises to customers
-The infamous Vampires/Vampiresses usurp all company resources yet never makes quota or significant sales; all they do is complain
To help avoid getting involved with sales Monsters, conduct background checks like:
-call references
-customers
-former employers
-other sales people
-check social media etc.
Don’t just accept a good sales pitch that winds up being just that…a good sales pitch.
10 Strange Come-Ons By Creative Candidates
In a recent survey,* hiring managers gave these examples of unusual tactics job seekers used to stand out … not always for the right reasons:
1 – Came dressed in a Halloween costume during a late October interview.
2 – Bought a first-class upgrade to sit next to the hiring manager on a transatlantic flight
3 – Had his wife make homemade lavender soap bars for the hiring manager as a thank you for the interview.
4 – Sent a pair of embroidered socks to HR with a note saying he would knock the company’s socks off if hired.
5 – Showed up in his camp counselor attire with some children from the camp he worked at to show his leadership capabilities.
6 – Sent a shoe with a flower in it, plus a note saying: “Trying to get my foot in the door.”
7 – Arrived to the interview in a white limousine, an hour early, dressed in a three-piece suit. (The open position was middle-wage and had a casual dress code.)
8 – Kissed the hiring manager.
9 – Wore a tie that had the name of the company on it.
10 – Mailed the hiring manager an envelope with cash inside.
Ok I agree. These methods are pretty kooky and “over the top”… my personal favorite is #10.
That being said, you’ve got to give credit to the candidate who’s unique and stands-out albeit in a professional manner.
There’s nothing worse then sitting through another boorrring interview where the candidate gives rehearsed blah, blah blah answers to well thought-out questions.
They may look great on paper and say all the “right” things but lack pizaazz, spunck or fire in the gut!
Give me the girl/guy who’s creative, comes across as competent and maybe throws-in a little sense of humor.
Again, the above examples may be over the top but I’ll take the candidate who stands out from the pack (within reason of course) any day over “average”.
*Careerbuilder Survey
Interview – Stick to the Damn Plan!
I’m at the vet with my dog prepping her for a dental cleaning…Greyhounds have the smelliest breath!
While in the vet’s lobby, a dog rescue volunteer walks in with a “beaten down” pup, shaven, eye partially closed and skin looking pretty bad. Obviously the poor guy was in bad shape but despite his physical ailments. was playful and cute. I immediately fell in love with this little nugget (a 65 lb. American/English Bulldog mix). I asked the volunteer a couple of questions about him, gave my new friend a pat on the head and big hug and went on my merry way.
Throughout the day I couldn’t stop thinking of this poor pooch and wanted to help. No way could I adopt him with two aging, jealous and demanding canines already at home but at the very least I could make a donation and help with his medical bills.
That night told my husband and daughter about the dog interaction I had earlier in the day and wouldn’t you know within an hour we convinced ourselves that my daughter needed to adopt the Bulldog as a companion for law school in Brooklyn. What???
What does this cockamamie dog story have to do with golf employment? I didn’t stick with my initial plan (making a donation) and found myself in a deeper commitment that, as it turns out, was not the best fit for my family’s needs.
This scenario plays out in interviews as well.
One of the toughest department head positions to fill at a club is Food and Beverage Manager.
Why? Because F&B candidates have such diverse backgrounds it’s tough finding the “perfect fit” for your club. For example, a candidate walks in with tons of experience as a chef. Her priority is to meet production needs while your main concerns are employee management and purchasing and waste.
That’s a crummy match!
When conducting an interview one must have a plan of hiring priorities and stick to those priorities throughout the interview. The candidate’s background and skill-set must parallel your priorities. If he/she doesn’t “fit” move on. Stick to the plan. Avoid deviating from the needs of your club during the interview.
Hone your interviewing skills with quality club candidates by posting an ad on GolfSurfin.com. Click here to get started.