It has become increasingly difficult for golf course superintendents to advance vertically within the job market because 1) the somewhat infrequent better job openings routinely attract from 75 to 100+ qualified applicants, 2) as few as five interviews are generally scheduled per job opening, and 3) the better candidates are often not identified through the search process.

Discouraging? Absolutely. We are left to conclude that the same “glass ceiling” that women have fought for years when attempting to climb the corporate job ladder exists today within the golf course superintendent job market. Unfortunately, too many superintendents accept this circumstance and, accordingly, risk job boredom and ultimate job loss. The following four-step action plan is designed to help you address this problem:

Steve Renzetti's career website

Step # 1: Develop an effective personal career web site. Statistics show that while only 15% (a growing percentage) of job applicants reference a personal career web site – roughly 50% of invitations to interview go to candidates with web sites. (See good examples at www.stevenrenzetti.com and www.tavishorton.com

Step # 2: Add golf course construction jobs to your job seeking radar screen. While standard superintendent job openings constantly attract upwards of 100 applications, construction superintendent job openings routinely attract less than five applicants. (More on this subject in coming weeks.)

Step # 3: Whether an assistant or a superintendent, consistently aim high (i.e., at higher status golf courses than your present job) when seeking a job. A strategically-orchestrated career path commands the respect of search committees and at the same time imparts the weight and credibility of the higher profile club/course to your resume once hired. Job pedigree will always be a primary determinant of whether you will be interviewed or not.

Job pedigree will always be a primary determinant of whether you will be interviewed or not…

Step #4: Out-prepare the competition when applying for a job. Experience indicates that 95% of candidates are less than 50% prepared to effectively compete for jobs. (More on this issue in the coming months.)

While not guaranteeing a job, the above four-step program will virtually assure you of a thorough time “at bat” when applying for the better jobs.

Comments welcome.