Blog

Candidates - 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 - Candidates - How to Connect with the Interviewer


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. 
 



Back from the show – now what

So you returned from the PGA Show last week as an exhibitor or attendee and “hocked your wares” to anyone and everyone who would listen. In fact, you’ve met a couple of sales people who look and sound pretty decent and have shown interest in your product/service.

Now what?

You follow-up with them and hopefully they respond back within the next couple of weeks. If all goes well you’ll do your due diligence and check references including current customers because you’re smart. Then you’ll negotiate a compensation agreement and send samples if required.

Then the waiting game starts....

If the rep is legit you’ll get an order within 30, 60 or 90 days or longer depending on factors like product/service demand, rep customer base (hopefully one exists), rep’s work ethic, time of year etc….

Finally wah lah the first order appears!

Now real work starts.

You’ll bend-over backwards to fill the order as seamlessly and professionally as possible in a timely manner. Then with a big happy smile, you’ll pay the rep the agreed upon commission rate within the agreed upon time-frame.

Why do soooo much work to please the customer and sales rep? Listen carefully…

because if the rep makes $$$ she/he will refer other good reps and that’s how one build a solid sales force!

Unless you'e a "big wig" like Nike or Adidas or Callaway good independent reps won't be banging down your door. If you’re a small company and/or new to the golf industry and fortunate enough to find "a diamond in the rough" treat them and their customers like royalty and watch your sales and your sales force grow in leaps and bounds!

Blah blah blah golf job ads


Have you ever noticed, particularly in the golf industry, how boring job ads can be. These types of ads are outdated job descriptions cut and pasted into a job board ad. Bad, lazily written ads...if written at all...are ineffective recruiting tools that attract “bottom feeders” or “dregs” of the candidate pool.

They usually read like so:

Title - General Manager
(I'm choosing a GM title here but you could add any department head title i.e. Membership Director, Controller, F&B Manager, Operations Manager, Chef etc...and find the same results).

Next is usually a little blurb about the club, where it's located and how long it's been around. Then comes the dreaded Responsibilities, then Experience/Qualifications, then Compensation (if even mentioned is very general ,non specific) then more Blah blah blah.



Reading such ads is about as exciting as sitting in a traffic jam or a doctor's waiting room or being kept on hold or watching the Kardashians…yuck...you get the picture.

What's in it for the candidate? Absolutely nothing. Why would a "super star" golf manager apply to a boring, basic job description written with no effort or enthusiasm? They won't. In fact candidates who will apply are typically desperate for a job.  They're the "dregs"of the candidate pool who could care less about making an impact at the club/organization or job satisfaction or a supportive workplace. All a "dreg" wants is a paycheck and will say anything during the interview process to get it. Period.

So sharpen your pencil or clean your keyboard and chuck the old blah job description. Instead, write an honest and enthusiastic job ad.

Then post it on the #1 golf job board avoided by "dregs", GolfSurfin.com. Click here to get started.

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.

Dawn Schlesinger
Chiefgolfjobologist

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".
 
Dawn Schlesinger
Chiefgolfjobologist
 
 
*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 pet 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.

GolfSurfin.com Cleans House, Purges Database

This week we deleted over 12,000 e-mail contacts in our Golf Course Database.  
 
Why?
 
Because useless e-mail contacts, ones who haven’t opened job ad blasts for over 3 months, are worthless to our customers.
 
They”re done, gone, kaput!
 
We rather have quality contacts, those employed in the golf industry who actually open and read our email blasts, then tout large numbers of worthless email addresses. 
 
Why do they open our messages?
 
We've been filling golf jobs for over 16 years. Our contacts know our service is fee-based for employers so there's no BS (pardon the French) job postings...they're real and immediate opportunities.
 
Additionally, we never sell our contact data and only send out fresh, new information.
 
To post your ad and get actual openings/views from the golf industries finest in Club Management, Membership, Accounting, F&B, Chefs, Catering, Outside operations etc…click here to get started. 
 
GolfSurfin.com the #1 Job Board for Golf!



Local Cobbler Bangs-Out Stellar Customer Service
I don’t post a lot of stuff on Facebook: usually a special occasion, picture or experience.

A few months back I shared a story about a memorable experience I had, and always have with a local shoe cobbler.

The cool part of my share is that ton’s of fb friends commented on the same "warm and fuzzies" when they walked into the store proving once again it doesn’t matter what or to whom you’re selling…people love to be treated special and notice the effort!

Here’s my original fb post:

“Most of the time we make others aware of negative service/product experiences. I wanted to share a positive review of a local shoe repair store I've been using for years, Sunset Cobblers. Every time I walk in the guy at the counter (don't know his name), is pleasant and friendly. He often suggests repairs with a cheaper solution or no charge at all. They usually play opera music in the background and regardless of the amount of customers on line, he always gives adequate time and attention to everyone. Would be nice to patronize more small businesses with personalized service and, when we do, spread the word!”

Why am I blabbing on about my local cobbler?

Because the “theme” of great service should play a major part in just about any service related interview!

When interacting with candidates ask yourself does this person make me feel at ease, is he/she positive, relaxed. Does this candidate give yu the "warm and fuzzies" or "hebee jeebies"? In other words, can this candidate bang-out great customer service?

Whether your hiring an independent golf rep or club manager, the candidate needs to demonstrate a “Cobbler-like” skill set.

If you’re not feeling it during the interview…move on…don’t settle!


Find “Cobbler-like” golf candidates by posting your ad at https://www.golfsurfin.com/rates.

Dawn Schlesinger
Chiefgolfjobologist
Phone: 305-663-7153
Email: dawn@golfsurfin.com


Has your club board/committee run amok?

Management turnover within a golf club can be a serious, (and in many cases), chronic problem. 

Why? Because after 3-4 turns of a General Manager, the club’s reputation gets tarnished and no decent candidate will then touch the job with “a 10 foot pole”.

A common cause of GM turnover occurs when committees/board members "run amok" with management responsibilities. 

Here’s how the tale unfolds.

A board or committee is made up of “A-type” personalities who excel in their respective jobs yet have absolutely no clue on how to run a golf club. They hire a new manager without giving him/her much help or clear guidelines. Eventually the GM finds himself in a power struggle with one of the committee members…a battle the manager almost always loses typically with walking papers in-hand.

Moral of this story...when a Club Manager is hired he should have free reign to run the club as he sees fit. The new manager should be able to flex his “strategic muscle” based on his experience and knowledge. A disgruntled or ego bruised board member has no place in a manager’s decision making process!

If your club is in the market for experienced golf club management candidates, post an ad at
https://www.golfsurfin.com/rates


Dawn Schlesinger
Chiefgolfjobologist
Phone:  305-663-7153
Email:  dawn@golfsurfin.com



Low Sales Ad Response Rate…Why?

I get an email from a customer who wasn’t satisfied with his response rate from an ad he placed on our job board for independent sales reps and asked me to review it and give my feedback.

His ad was pretty typical of one that doesn’t work so well for golf sales recruitment. And here’s why.

It boasted strong company brand recognition in other markets, not golf, then listed responsibilities and qualifications required for a the position plus no compensation details.

If I were an experienced golf rep no way would I inquire about carrying this product. Why? Because there’s nothing in it for me.

Worst advice I could give to a golf company looking to build an independent sales force is to make the ad all about them and nothing about the rep.

The best advice I can give for writing a great sales ad is to write as if you’re the salesperson. List facts and features that make your product/service unique to the golf marketplace and most important HOW WILL THE REP MAKE $$$ WITH YOUR LINE period!

If you’re ready to write an effective ad and distribute it to the right audience, post now at https://www.golfsurfin.com/rates.

Dawn Schlesinger
ChiefGolfJobologist
Phone:  305-663-7153
Email: dawn@golfsurfin.com




Holmes vs.Watson...Which Interview Style Are You?


Let's face it, effective interviewing skills are similar to those used by detectives.

The two most notorious investigating duo with distinct styles are Sherlock Holmes and sidekick, Dr. Watson. Holmes and Watson make a great team yet have very different interviewing techniques.

Which style describes you?

Watson is the nice guy, “voice of reason”. He typically asks elementary (no pun intended) questions and conducts a basic interview. His conclusions are based on the obvious and he sometimes misses important clues.

On the other hand, Holmes goes the extra mile. He is clever, prepared and deductive.

If Sherlock Holmes was interviewing a GM candidate for his golf club, how would he set the tone and build rapport?

Here are a few “Holmeslike” rapport building suggestions/techniques:

  • Take your Seat (in a position of power) - Remember you’re the employer therefore should be in the position of power…it sets an "I'm in charge" tone from the start. If conducting interviews outside your office in conference room for example, sit at head of table. Have candidate sit to your right.
  • Body Mirroring - when you mirror the candidates body movements, naturally not forced, you’re putting them at ease. Even mimicking the candidate’s speed of speech will increase their comfort level. Increased comfort level builds rapport and lowers candidate’s guard.
  • Use Candidate's Name - Be sure to use a candidates name at least a couple of times throughout the interview. But careful…overuse has the opposite effect. May come across as rehearsed, not authentic.
  • Discuss other Stuff First - Begin the interview with discussion of candidate's hobbies, referrals, sports, awards, achievements etc.. Make the candidate comfortable before getting into the "meat of the matter".

Once you start getting better at implementing rapport building "Holmeslike" techniques, your candidates will sing-like-birds unveiling valid information for you to make the "right" hire.

And cut down on turnover.

Visit GolfSurfin.com’s Golf Candidate “Blast” for Golf Clubs & Resorts for information on on our stellar golf club candidate recruiting service.

P.S. Can you think of more "Holmeslike' rapport building skills? If so  want to hear them.

Give me a call or shoot me an email.

Very truly yours,

Dawn Schlesinger
Chiefgolfjobologist
GolfSurfin.com
"Just Golf Jobs"
Phone:  305-663-7153
Email: dawn@golfsurfin.com


Hiring Sales Reps: Promises, promises...

Familiar scenario?

You're trying to build a sales force in the golf industry with independent reps and have a solid product/service offering. All you need is a handful of passionate sales people to "spread the word" so you proceed to interview golf reps.

Here are some of the promises typically heard during an interview:
  • rep makes pitch on phone, sounds good
  • makes promise to sell your product to his/her green-grass, off course accounts...it's a no-brainer
  • boasts about golf relationships and stellar track-record
  • name drops sounding so credible no need to call his/her existing customers or references
You go ahead and send samples to this new "Zig Ziglar" who agrees to represent your line. She proceeds to tell you how great your product/service looks and she'll be sure to give your company ample time during her "Spring Run" then...silence!

Thirty, sixty ninety days go by and no word from your new rep and multiple calls/messages you left with her haven't been returned. Reality sets-in; time and money spent on this new hire was all for naught.

Finding effective independent golf reps is a tough job yet one that's needed to help launch new product offerings and increase sales.

Check-out GolfSurfin.com's Sales Rep Packages here or contact me directly to get a "jump-start" on building your independent rep sales force.

P.S. Would love to hear feedback regarding your sales rep interview experiences...shoot me an email or give me a call.

Very Truly Yours,

Dawn Schlesinger
Chiefgolfjobologist
Phone: 305-663-7153
Email: dawn@golfsurfin.com