The power of body language in job interviews

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http://https://www.youtube.com/watch?v=PCWVi5pAa30

Sometimes the hardest part of a job interview is not remembering what to say, but making sure your body is saying it too. Recent studies suggest that only 7 per cent of our communication are the actual words we say, and as much as 55 per cent are our non-verbal actions – our body language. This clearly emphasise the power of the non-verbal communication, and might very well be the reason why you did – or did not get the job you applied for.

Golf Recruitment Central can assist you in not only locating the vacant roles but also in preparing you for the best possible chance at landing your dream job in the golf industry. Our qualified team can help you build your professional profile in the golf industry and work directly with you in improving your personal brand, what we like to call Brand You.

We  can also continue working with you as your personal advisor/mentor for your ongoing career development and for anytime you’re applying for future positions within the golf industry.

Find out more about our services OR Contact us now to discuss your specific requirements and to receive quotation.

ABOUT

Golf Recruitment Central is a golf specific recruitment company and a specialised operating arm of Golf Industry Central. We work within all areas of the Australasian golf industry by helping match the right candidates into the appropriate roles looking to be filled.

With over 20 years’ experience in the actual operation of golf facilities, we fully understand the specific requirements needed for the various roles that are unique to golf. We also provide a variety of services for the candidates as they prepare for a new role in the industry.

We have proven track results with placed candidates remaining in their role for an extended period of time.

Job interview Do’s and Don’ts

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http://https://www.youtube.com/watch?v=xajzdYpxBZY

So you’ve landed yourself a job interview – well done! While you’re one step closer to a chance at a new job, a job interview can also be very nerve-racking. The aim is to come prepared so you’re confident with every question that’s thrown at you.

Golf Recruitment Central can assist you in not only locating the vacant roles but also in preparing you for the best possible chance at landing your dream job in the golf industry.

Prior to your interview, we can help you create, promote, review and refine your resumes giving you the best possible chance at landing your dream job in the golf industry and help you build your professional profile. We work directly with you in improving your personal brand, what we like to call Brand You.

Find out more about our services OR Contact us now to discuss your specific requirements and to receive quotation.

ABOUT

Golf Recruitment Central is a golf specific recruitment company and a specialised operating arm of Golf Industry Central. We work within all areas of the Australasian golf industry by helping match the right candidates into the appropriate roles looking to be filled.

With over 20 years’ experience in the actual operation of golf facilities, we fully understand the specific requirements needed for the various roles that are unique to golf. We also provide a variety of services for the candidates as they prepare for a new role in the industry.

We have proven track results with placed candidates remaining in their role for an extended period of time.

Finding the right people – Recruitment & Selection

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http://https://www.youtube.com/watch?v=7TNxZclJPr4

Are you struggling to attract the right people to your organisation? Are you a club or establishment in need of professional support in their recruitment process? Finding the right people to bring on board your business requires a thorough and careful recruitment process which can be a costly and time-consuming undertaking.

We have a solution for every budget!

Golf Recruitment Central specialises in the recruitment of all levels of management positions in the golf industry throughout Australia, New Zealand, and South East Asia. Our consultants have decades of club and golf management experience in recruiting a varied list of positions- from supervisor and departmental manager up to General Manager, Financial Controller, and CEO.

Dependent on your particular requirements, our process can encompass some or all of the recruitment steps needed by your facility- from client briefing, marketing, contract negotiations, employment contracts and even transitional training for the new candidate.

Once we receive a full briefing from you on your facility’s particular requirements, a “flat fee” proposal will be sent outlining the services to be provided and a timeline on all activities to be undertaken. It’s important to us to be transparent during the entire process utilising regular communication with you and to most importantly stay neutral when it comes time for contract negotiation.

We do all the work to facilitate finding you not just the best candidate but more importantly the “right” candidate available.

Find out more about our services OR Contact us now to discuss your specific requirements and to receive quotation.

Find Your Fit Fast with Recruit Express

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Golf Recruitment Central (GRC), a golf specific recruitment company and specialised operating arm of Golf Industry Central (GIC), has launched a new cost effective recruitment solution – Recruit Express, assisting clubs in finding the right candidate in the right time.

The new efficient and affordable service is especially tailored to smaller clubs and businesses in need of professional support in their recruitment process, helping to find the right fit within just a 30 day time frame.

GIC Managing Director Mike Orloff said: “the feedback we have been receiving from the local industry has been that recruitment companies are too expensive, as well the process is very lengthy,”

“Our new product was introduced not just to find the “best” candidate, but more importantly the “right” candidate available in a fast-tracked process,” “Not ideal for everyone but better than doing it themselves”

“We are set up very well to support this service as we’ve got a large database of candidates actively seeking roles throughout the country.”

“This service supplements the other recruitment services we have on offer.”

Recruit Express is also a product suitable for clubs and establishments wanting expert advice but lacking a budget to undertake a full recruitment process, and are willing to undertake some themselves.

The readily available service includes a full marketing solution service, including GRC’s management of all applications and screening to top 10 candidates.

With Recruit Express, GRC will conduct initial contact of all candidates to gather further information. All details are then forwarded to the club or company for actual interviewing and hiring.

Notification to all unsuccessful applicants is done by GRC.

For more info, price and additional services, please visit www.golfrecruitmentcentral.com.au/recruitment-services/ OR contact Mike Orloff on recruitment@golfindustrycentral.com.au OR call (+61) 0415 682 259.

Testimonials

“Lake Karrinyup Country Club recently engaged the services of Golf Industry Central (GIC) to recruit for a senior position within our organization. GIC were engaged to formulate the job advertisement and assist in preparing a comprehensive position description and list of key candidate attributes which led to an effective and efficient process.”

“In addition to this GIC assisted us in candidate screening and short listing prior to final interviews. At all times Mike and his team acting with great integrity respecting each candidate and providing us as the client with regular, proactive and timely updates. I would have no hesitation in recommending their services.”

Damon Lonnie – General Manager Lake Karrinyup Country Club (WA)

“Mike Orloff at Golf Industry Central came highly recommended by our prior board members at Wynnum Golf Club after they used him to hire our previous General Manager. Mike’s experience and network in the golf industry came in very handy to streamline our recruitment process.

The process really went to plan and we had a very good pool of candidates to choose from. The interview process was also very well managed and we ended up with a great candidate who we are looking forward to working with for years to come.”

 Wynnum Golf Club (Qld) – Roger Jeffcoat – President

Read more testimonials

About

Golf Recruitment Central specialises in the recruitment of all levels of management positions in the golf industry throughout Australia, New Zealand, and South East Asia. We work within all areas of the Australasian golf industry by helping match the right candidates into the appropriate roles looking to be filled.

With over 20 years’ experience in the actual operation of golf facilities, we fully understand the specific requirements needed for the various roles that are unique to golf.

Best and worst words for your resume

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WHEN writing a resume, be careful with your words.

A new study from CareerBuilder revealed that 68 per cent of hiring managers spend less than two minutes reviewing each resume they receive, while 17 per cent spend less than 30 seconds reading each submission. With so little time to capture interest, a candidate’s word choice can make all the difference. When evaluating how a resume is written, those surveyed said they like seeing some words, while others that are an immediate turn off.

Rosemary Haefner, vice president of human resources at CareerBuilder, said those in charge of hiring prefer strong action words that define specific experience, skills and accomplishments.

“Subjective terms and cliches are seen as negative because they don’t convey real information,” Haefner said. “For instance, don’t say you are ‘results driven.’ Show the employer your actual results.”

To help job candidates, the surveyed hiring managers identified the resume terms they think are overused or cliche, and which terms are strong additions.

Read rest of story here; Best and worst words for your resume

Your Next Recruit – A Game Changer

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Connecting and building strong professional networks in the golf industry among general managers and clubs  can present promising opportunities to engage and provide a wide range of strategic, marketing and operationally  focused services including sourcing the right management team.

It is not surprising to discover that many employees are, at some point, seeking out opportunities to progress their careers, relocate or take on new challenges.

By forging strong golf business leader relationships and keeping ears close to the ground, it is only a matter of course before openings or jobs are uncovered and it is then possible to match the most suitable candidates to the opportunity and a potentially winning mutually beneficial assignment is recruited and fulfilled.

This is an indirect form of head hunting which naturally flows through having a solid connection with your subscribers’ and understanding their primary professional goals and aspirations.  The head hunt can be a flattering experience and highly attractive if the opportunity presented meets the crucial objectives and preferences of a motivated and ambitious senior manager.

It does not help to circumvent or short cut the process, as history has proved, and it is highly recommended that all check list items are crossed off. What may appear at first to be a perfect match could unravel if best practice and prudence are not consistently observed.

Recruitment is essentially a ‘matching’ service and its chances are significantly increased if all parties are thoroughly understood in terms of their unique goals, objectives, vision and level of engagement. Individuals who have faced similar business challenges and who are creative solution makers working effectively with teams are more in demand than ever more.

Many quality managers have a strong set of attributes and experience but not all are suited to every business culture and environment.

For all prospective candidates ‘BRAND YOU’ is a concept Golf Recruitment Central has embraced and offered to anyone serious about advancing their careers in the golf industry. It is plain to see from a resume or LinkedIn profile how the candidate portrays their experience and expertise and the overall grading is below average.

For owners and employers it is increasingly important to tackle the challenges faced in their direct markets, and to attain the services of leaders and managers who they empower and trust to steer the club in the desired direction and deliver the expected results.

A number of General Managers are clipped at the wings, restricted by overbearing committee members but that is a separate discussion all together. From the employer perspective it is difficult to hide from high staff turnover rates e.g. if you have had three general managers  in the last three years – as bad news travels fast especially in this media saturated digital world.

It may serve your club, your members and your community  to partner with the specialists in the know who can help match out and secure the right leader for your business – it could  prove to be your most important recruit yet.

Author:

Andrew Howes is the newest team member at Golf Industry Central (GIC) in the role of Business Development Manager.

Andrew has a lifelong passion to be part of the golf industry and a strong background in finance, marketing and recruitment. The fact he is also so passionate about growing the game of golf is just a perfect fit for what Golf Industry Central is all about.

Prior to entering the world of golf, Andrew was active in several financial management, banking, auditing and fleet solution sales roles. Andrew is originally from South Africa and has been living in Brisbane for the past two years with his family.

The 3 Attributes to Look for in Top Talent

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One of the things that great companies do is they hire the best people. These successful companies aren’t afraid to recruit the best candidates from other organizations or pull talented people from other industries. There are three attributes that are most important to an organization when hiring: attitude, competency and mindset.

Attitude. An employee has a passion for the organization and what it is trying to accomplish and is excited about being a part of the organization.

Competency. An employee has the right skills and capabilities to do his or her job, or has the ability to learn the right skills.

Mindset. An employee understands the value of collaborating with peers and comes to work every day looking for ways to improve the performance of the company and increasing the impact he or she can have.

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10 Loud-and-Clear Signs it’s Time to Look for a New Job

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Most of us have been there at one time or another during our career. Your inner voice is saying, “Quit! This is just not worth it!” but you keep rationalizing that it will be too hard to find a replacement for your job, you like working with so and so, you only have a few more years before you retire, things will get better soon, or you can’t find a job making this much money.

The truth is you’re not doing anyone—mostly yourself, your company, or your customers—any favors by holding onto a job that you know deep down in your heart just isn’t right anymore. And, believe it or not, your company will survive just fine without you.

Need some motivation? If one or more of these 10 warning signs resonate with you and you find yourself saying, “Yep, that’s me!” then perhaps it really is time to start that job search—and now, while you’re still employed. What are you waiting for?

Click here to see the list

Common body language mistakes in interviews

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What speaks more than words in an interview? Body language is the answer.

Have you noticed how you warm to someone who looks you in the eye, and feel threatened when someone leans back and fold their arms?

Job hunting season is now open and some experts say a good chunk of the interviewer’s impression of you will come straight from your body language.

Even if it was only 20% body language and the rest based on your words, then great body language that helps you get noticed could be the boost that you need in the interview.

That’s right. Simple things such as sitting upright and uncrossing your arms will make your interviewer more inclined to like you.

This applies just as much for first jobbers as it does for executives, says Richard Wynn, regional director at Michael Page. “Irrespective of what you say in the interview you will be given points for your handshake, your body language and your eye contact,” says Wynn.

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Should you include a photo with your resume?

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IT’S the new trend job seekers are being encouraged to embrace to stand out from the crowd — a professional photograph of yourself to accompany your resume.

But is this something you should be jumping on in your effort to land your dream job? Or are there bigger risks to this practice?

This week, online job seeker site OneShift released information that showed only 14 per cent of applicants included a photo of themselves with their resume.

If that figure seems high to you, keep in mind it’s not representative of the entire Australian population. It was from a survey conducted among people from its own database of users so the actual figure is likely to be much lower.

OneShift founder Gen George said including a photo was common practice in some European countries and it’s something Australians should be doing more.

“Candidates that include a photo, these days, have a clear advantage over those that don’t,” she said. “The profiles that get the most attention from prospective employers are always the ones with professional looking photos attached, and this goes the same for your resume.”

Ms George’s argument is that prospective employers are going to Google you anyway so you may as well control their first visual impression.

However, making photos the norm in the initial stages of job applications is also fraught with risk. Employment industry experts warned that adding photos to resumes could increase your risk of being discriminated against.

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