The right stuff

The process of conducting a job search should be of equal importance to those looking for a qualified golf course superintendent and also to those looking for new opportunities and career advancement. Considering the average tenure of a golf course superintendent is over eight years, it is crucial a proper search be done when a vacancy exists at a golf facility. Here are the steps that should be taken.
 

Thorough analysis

Vacancies exist for a variety of reasons. The golf course superintendent position may be open because of retirement, poor performance, mutual agreement, termination or even death. No matter what the reason for the vacancy, it is important the golf facility take a deep look into the position before worrying about how to fill it. Some of the preliminary questions are:

• Why is the superintendent gone?
• Did that individual have the proper resources to get the job done?
• Do we have written standards and why or why were they not achieved?
• Have we offered compensation that is in line with our job description and goals for the superintendent?
• Do we have comparable data relating to budget, manpower and overall operating budgets?
   

While there are more questions that can be asked, these are internal items and should be done the moment the position is vacant. Once you have that information, it’s easier to structure the qualifications and needs/skills you establish as a prerequisite for hiring someone.
 

Solo or search firm

When a vacancy exists, a golf facility has the option of doing the search themselves or hiring a search firm. Some golf facilities have the proper structure to conduct their own search. However, when you fill a key position, like golf course superintendent, once every 8-20 years, it is highly likely the process is not something most organizations are familiar with. As good as many HR departments are, they would be hard pressed to know the appropriate skills desired in a new golf course superintendent.

General managers and directors of golf often elect to take on the hiring process. Normally the golf course operation is the department they are least familiar with. There is a lot more to it than keeping the grass green. As golf and golf courses have evolved, so has the job of the golf course superintendent. Communication and business acumen are just a few of the skills required today to be successful.

One of the options golf facilities have is to contact a local superintendent and ask him or her for a list of names. That may be the easiest and cheapest way to start a list. As we all know, you get what you pay for. This is really not a search, but a list of friends and acquaintances who might be a good fit.

Some facilities choose to advertise through a couple of the job referral sites or GCSAA chapters. While this is much better than having a list of friends and acquaintances, it is still not a thorough search. A good job will have over 200 resumes submitted. Most GMs and directors of golf do not have the time to devote to vetting as many as 200 candidates.

While the choice is up to the club, it should be noted that the major decision of who will manage your golf course for the next 8-20 years should not be taken lightly. Search firms do not select your next golf course superintendent, but they do put a considerable amount of time in to take golf facilities through the process of narrowing down the candidates to highly qualified individuals who are a good match for what they desire.
 

The process

Any job vacancy should have an updated job description. That job description and the skills necessary for success will become the cornerstones for the range of compensation and budget required to get the job done. All too often I hear golf facilities saying “we want someone who can take our golf course to the next level.” Unless you know where you are, it is pretty difficult to chart out where you are going. This goes back to the previous comments about being realistic in not just hiring a qualified golf course superintendent but making a commitment to having the right resources to improve the golf course.

With as many as 200 resumes, it is a bit of a logistical and communication nightmare dealing with a job search. Good search firms are geared up for this and have systems in place to let job seekers know their application has been received. These firms also have an accurate timeline for filling the position that is adhered to. If a golf facility does not have the time to do their search professionally, then the applicant pool will reflect that.
 

Job applicant in the process

While we have covered the hiring process in terms of the facility, it is time to offer some advice to people applying for the job. The first rule is to be sure the job you are applying for is truly open. Unfortunately, there are some facilities that still look for a new hire without making the change at their club. There is nothing more embarrassing than applying for a job that has not been vacated. Just because a facility tells you the position is vacated, you still should contact the outgoing superintendent as a professional courtesy. There is great value in learning the ups and downs from your potential predecessor, as well.
 

Resume ready

Be sure your resume is ready to apply for a job. Cover letters and resumes should also be customized to meet the skills and qualifications required for applicants. It is highly likely if your resume does not match at least 90 percent of the skills desired, you will not get the interview. For people interested in a job change, it would be prudent to see what qualifications are required today for the majority of jobs. If you are short in the requirements, then that should give you a heads up as to what you need to do to fill the gap. Understand that job posts will use the words “preferred” or “required.” If you have strengths in some areas over others, be sure to promote those areas.

In the application process, it is my experience that the people who apply early set the bar for the skills and experience that other applicants must meet or exceed. Why wouldn’t a person want to be in the position of “Leader in the Clubhouse?” Once a vacant position is posted, it is best to get your application in within a week even if the application deadline is a month out.
 

Be prepared

Be ready for opportunities when they arise. Do your homework on what the current skill set is for jobs you desire. Be sure to have continual education and be up to date with the latest in management, leadership, business, communication, etc. along with a sound foundation for golf course management. The better you are prepared, the better chance you have of applying and accepting that next opportunity.
 

Your choice

Now that the complexity of doing a professional job search has been addressed, it becomes pretty obvious that finding and hiring the next person to manage your golf course is not an easy task. Facilities that choose to do their own search have many challenges. The future condition of your golf course will have a direct correlation to how successful you were in attracting the right applicants. Remember that a good search firm will not only accept applicants, but they will likely seek out gainfully employed people that do fit the mold the facility is looking for. Convincing them to make a move is just part of the value a search firm can bring to the process.

While fees may vary for professional search firms, it is likely the cost to do a search is no more than the money already budgeted for the vacant position. It is best to look at the cost of a search as an investment rather than an expense. It is the investment in the direction of your golf course.

After all, finding the right person to take a golf course to the next level might be the most important decision the owners/leaders of a golf course facility make. Ultimately, it is your choice how you choose to go about it.

Bruce Williams is GCI’s senior contributing editor.