The top question I receive about conducting a job search in the golf industry is, “How do I stand out to get a job?” There are many answers, but the overarching response is to stand out by showing you are the best fit.
Most GCSAA members have heard this term of being the right fit, but what does it really mean, and how do you thread it into your story during the hiring process? In this month’s column, we will explore how hiring managers in the golf industry determine “fit” and how to stand out by fitting in.
As a starting point, envision a large puzzle that has one missing piece. The artwork is incomplete without that last piece. What is the shape and size and what graphics are missing in the void? Now, envision your target golf facility. What are its golf course features, property, clubhouse, people and atmosphere? Being the right fit starts with knowing what you are fitting into. You are trying to convince the hiring committee that you are the missing puzzle piece. The more you know about the rest of the puzzle and all its other pieces, the more you can confidently demonstrate that you are that perfect piece to fit into their unique golf facility and leadership team.
Customer. Who is the customer/golfer/member at your target golf facility? This is the starting point that often is overlooked. Before you start telling a hiring committee in your résumé, interview answers or portfolio all about your skills and experience, first research them. What are their priorities at that specific golf facility? What do they love about their golf course? What is their club known for and what is a pride point for their golfers? Every golfer loves their home golf course, and learning more about the customers can be the most important research you do to find golden nuggets to incorporate into your story and show how you connect and fit.
Leadership team. Who are the men and women leading your target golf facility? Your goal is to convey that you would be a great fit with their team — not just qualified for the role but that you fit as a person and team member on an interpersonal level. For example, who is the general manager, and what was their career progression? Former golf course superintendent? Former PGA Club Professional, food and beverage, finance or other? The answers to these questions can inform your approach as you consider their perspective, leadership style and chief concerns. If it is a private golf club, learn the committee structure such as green committee members as part of the leadership team research. And learn all you can about the hiring committee members and their main concerns and goals for your target role and club overall.
Culture. How do your values and work style align with your prospective golf facility? What is the organization’s mission statement? What is the heartbeat of that particular golf facility and environment where you might spend your precious time and talent? The hiring process is a two-way deal. Throughout each phase, you are learning more about the golf facility, its people and culture and getting a clearer vision of the entire artwork on that puzzle. Pursue all avenues to research the golf facility prior to applying. Ask people in your network about their experiences with the people, golf course, and organization you are targeting. There is nothing that can replace being on the property in person for the interview and tour, and I encourage you to be intentional in observing the work culture. How do employees interact? How does the leadership team interact, and what team dynamics can you glean? This helps you discern if this golf facility is indeed the right fit for you, and most importantly, informs your story and helps you stand out as the missing piece of the puzzle to win your next job.
Carol D. Rau, PHR, has been a career consultant and speaker with GCSAA since 2005 and specializes in golf and turf industry careers. Rau is a frequent speaker at national, regional and local GCSAA conferences and teaches GCSAA webinars.