Golf Course Management

JAN 2017

Golf Course Management magazine is dedicated to advancing the golf course superintendent profession and helping GCSAA members achieve career success.

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36 GOLF COURSE MANAGEMENT 01.17 (career) Carol D. Rau, PHR Twitter: @CareerGolf experience if you are pursuing a job at a pri- vate golf club that recently remodeled its course and is now focusing on member services and retention. Demonstrate your understanding of the challenges and goals of that specific golf facility rather than just stating everything you bring to the table. Connect your past successes to future wins in the areas your target employer cares about. Don't just offer a rundown of past accomplishments; explain how these would benefit your target employer. Be open about your salary requirements and career goals. It's all right to mention the ele - phant in the room: Yes, you are aware of the salary range of the position, and yes, you are comfortable with it. If you weren't, then you wouldn't have applied, correct? This point may seem obvious, but I think saying it aloud can be a powerful deterrent against any misconcep - tions that you're overqualified. Tell your career journey and how it leads to the role for which this particular golf facility is hiring. Your ca - reer encompasses more than just paychecks; it includes being part of a team and helping a golf facility attain its goals and provide a great prod - uct for its customers. I recommend threading your message of why you want to work there into your narrative during any discussion of salary, to bolster decision-makers' belief in your potential loyalty and genuine desire to be part of their team, regardless of your salary history. Finally, be encouraged! Acquiring skills, knowledge and experience is a valuable com - modity for professionals in the golf and turf industry. With these three strategies, you can leverage your hard-earned skills and experience to secure whatever job you think is right for you and your career goals. Carol D. Rau, PHR, is a career consultant with GCSAA and the owner of Career Advantage, a career consulting firm in Lawrence, Kan., specializing in golf and turf industry careers. GCSAA members receive complimentary résumé critiques from Rau and her team; résumé, cover letter and LinkedIn creation for a reduced member rate; and interview preparation and portfolio consultation. Have you ever sensed you were overlooked for a job because you were perceived to be over - qualified? This is a tenuous position to be in, as we're all continuously striving to gain skills, knowledge and experience, right? How do golf and turf industry professionals strike the bal - ance between demonstrating growth and com- petence while not overplaying their hand? The following job search strategies can help you combat being pigeonholed as overqualified as you're making an impression on a poten - tial employer. Express genuine interest in t e specific job you're targeting. This is the most important tac - tic to deploy in all phases of your job search. If a candidate has the knowledge and experience to secure a higher-paying position or better job title than the job for which the golf facility is hiring, there could be an underlying tension in the mind of the hiring manager. Is the candi - date just seeking this job as a placeholder until the next move? It is incumbent upon you to ad - dress that notion by clearly conveying thought- ful and meaningful reasons why you want t t particular job at t t particular golf facility. Starting with your cover letter and all the way through to your closing interview statement, counter any hidden doubts your audience may have about your sincere desire to be in that exact role, location, facility and work environ - ment. Make sure they know their job is your first choice — not plan B. Em asize skills and results related to t e target audience's focus and priorities. More is not necessarily better when it comes to listing skills, experience and professional qualities. Conduct extensive research about your target job facility, the role and the hiring commit - tee. Based on that research, select three high- lights in your career that pertain to the target audience's priorities, and then emphasize those points — don't present a list of, say, 20 points. If you have a list of 20 items, the three high - lights you're desperately wanting the commit- tee to notice will likely be lost in the flood of information in your message, and, in turn, you may cast yourself as overqualified. For example, if you were part of the con - struction and grow-in of golf courses several years ago, you don't need to accentuate that Not overqualified — just well prepared More is not necessarily better when it comes to listing skills, experience and professional qualities.

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