Stress-Free Job Interviews
March 20th, 2009
The interview process between a job-seeking candidate and a search committee can be one of the most inefficient communication exchanges known to man. Otherwise qualified but interview-inexperienced candidates often do not present themselves well in this typically tense and highly-structured sit-around-the-table interview format, and search committees often lack the in-depth knowledge to ask the discerning questions needed to identify the better candidates.
Is there a better way? Fortunately, there is. Switch the initial interview session from the traditional meeting room (where the search committee has all the leverage) outside to the golf course — on “your turf”, where your knowledge reigns supreme and can’t be encumbered by well-intentioned but misdirected laymen’s questioning.
Switch the initial interview session from the traditional meeting room (where the search committee has all the leverage) outside to the golf course…
Once invited to interview, you can accomplish this change in venue by requesting that search committee members tour the golf course and maintenance facilities with you for the purpose of mutually identifying and discussing core issues. The benefits of this interview scenario are:
1. The tight time pressure normally associated with sit-down interviews is eliminated – ensuring a deeper exchange of ideas.
2. Rather than having to formulate theoretical technical questions ahead of time, the lay search committee members would simply have to point out on-course issues and ask you to identify causes and recommend solutions. This is the best opportunity you could have to demonstrate know-how, communication skills and personal command.
Granted, you may have to “sell” the concept of the initial on-course interview to search committees because of the relative novelty of the concept. Some search committees will no doubt counter that having you tour the course with the outgoing superintendent should suffice.
You should respectfully counter this suggestion while keeping it alive because while a tour with the exiting superintendent is always helpful, it does not set the stage for a formal interview as effectively as an on-course tour with committee members would. After an on-course initial “interview”, all parties come to the interview table relaxed, knowing each other’s personality traits, able to confirm or challenge comments and conversations previously discussed on the golf course tour, and free to explore new horizons beyond that which the traditional interview venue allows — to the benefit of the search committee and particularly to you, the candidate.
Comments are invited.
12 Responses to “Stress-Free Job Interviews”
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Having Jim contribute to this website will be very valuable to those looking to further their career.
Everything he writes should be required reading for all assistants.
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Jim: Welcome to this new venue. Your information has always been inciteful and valuable to me over the past 30-40 years. I’ve watched for decades aS your predictions have come true, time after time. Thanks for all you have done for the profession of superintending. Ted
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Jim: Great venue! I am sure this information will help many in the turfgrass indusrty.
Recently at a turfgrass seminar a group of general managers spoke to us about the communication relationships between superintendents and managers. After the power point presentation they opened the floor to questions. I asked “When you receive 50+ resumes for an opening at your facility, how do I get into the top three?”
All three had a different answer:
From these answers the interview process must be simple: just wear a coat and tie and you’re in. Although all these are and have been very successful, I feel many qualified candidates are left in the file cabinet under “next time”…
Thanks for all you do.
Bob
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Jim McLoughlin Reply:
March 26th, 2009 at 11:16 am
BOB:
About one in three GMs hire superintendents they can control and not the best candidate. Candidates should be cross-interviewing GMs during their interviews. See my April 2008 Golf Course Industry column at: “golfcourseindustry.com”
(at “Advancing The Game” Link) JMcL
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Jim,
I have a job interview coming up, and was hoping for a few pointers. I hear all types of different suggestions from supervisors, professors, and fellow employees. I liked your article about getting the committee to tour the course with you, is there anything else you would recommend doing to ease the interview process. Also, what do you recommend bring to the interview, maybe a portfolio with resume, reference letters, photos of current course, and construction projects?
Thank you,
Robert
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Jim McLoughlin Reply:
March 29th, 2009 at 3:22 pm
ROBERT:
Make sure to “sell” the concept of an on-course interview with Search Committee members
because it will make a difference. Then, the best thing you can do to support an interview is
to prepare a solid “Plan Of Action” that you would implement should you get hired. Search
Committees eliminate candidates selected for interview with the weaker Plans Of Action first.
Make sure to divide your Plan Of Action chronologically into what you would do if hired into the following three parts: (A) Immediately upon being hired (during the first year); (B) During the first three years; and (C) For the longer run, etc.
Next, within each of the above three segments – present what your agronomic initiatives would be AND what the operational and capital budget adjustments would have to be to implement these agronomic initiatives.
Finally, do not make the following mistakes that many candidates make: (i) avoid submitting 20 to 30+ page Plans with dozens of photos because Search Committees will conclude that you will manage in a similar manner (i.e.- more words/talk than action); well-written 4 to 7 page Plans will be better received; and (ii) make sure your Plan Of Action gets into Search Committee hands at least FIVE days “before” your interview. Most candidates handout their Plans upon entering the interview room and while Committee members say they will look at these late-arriving Plans after the interview – few do. These Plans are simply wasted and the late delivery is held against the candidate.
The best way to insure your Plan gets to Committee members well ahead of time is to submit it electronically (backed up with a hard copy via US mail, etc.) to the club office with a request that it be forwarded electronically to members of the Search Committee ASAP – with an acknowledgment to you.
Good Luck. JMcL
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Jim, as usual I find your comments and suggestions highly valuable. While I am not in the superintendent realm, it really doesn’t matter; these ideas are applicable for those seeking a job, or a better position. In this highly competitive economy,and with the available technologies at fingertips, we should do everything possible to advertise ourselves. Thanks for the good ideas, I’m going to make some adjustments.
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