Why. This is at the heart of all hiring decisions and my top recommendation for career advancement.
Let me explain. Recently, a woman sitting next to me on a flight struck up a conversation. As often happens, once we discussed our reason for flying that day and I shared that I am a career consultant, she began talking about her job situation and a new role she was eyeing. She went right to the point and asked me the No. 1 thing she should do to get that job.
I answered by asking two quick questions. First, why do you want that particular job? She answered with compelling and detailed points about the company and its work culture, team and customers. Perfect. Now the second question: Why should they choose you? She stared at me. All she could come up with was that she had a master’s degree. I asked whether it was required for the job, she said yes, then her face lit up as the lightbulb clicked on. OK, then, there is your homework. If you don’t know why the hiring committee members should choose you, then they won’t know either.
Amid all the complexities of career experience, facts and figures, ultimately you will be hired because you effectively convey why you are the best fit. This applies to all industries, but it is even more impactful in the golf industry due to the uniqueness of every golf facility worldwide. In this month’s career column, let’s explore how you can leverage your “why” to win your next job.
Why them and why you? Take a deep dive into learning all about your target golf facility and its people, priorities, history and future plans. Leverage your research to articulate why you want to work in that specific role, at that golf facility and location, on that leadership team, amid that work culture and for that facility’s distinctive customer. Thread it into your message in your cover letter, résumé and interview answers so it is clear you want that job, not just a job. There is a glaring difference between a candidate seeking just a job versus a candidate seeking a particular job.
No two golf courses are the same, and the variety of golf facilities is vast, but the common thread is that golfers love their own golf course. Regardless of rankings or what we may see as status level, that golf course is their happy place with friends and family. Don’t ever forget that. In your career message, incorporate why you want to be part of their particular organization, and provide insight that shows you see the unique qualities that golf facility offers to its golfers. Don’t underestimate the power of a simple reference to their priorities and how you share that same mission focus.
For example, during the interview process for a golf course superintendent role, my go-to question is to ask each candidate what they know about this golf facility. Did they really research and want this job or just want a job that pays more or is a better title?
Another interview question you can leverage to expand on your “why” is the typical opening question of asking you to introduce yourself to the hiring committee. This is your golden opening to show how you connect to their golf facility, customers and leadership team. Introduce yourself and your career with your story that leads to why you are sitting in that room. Tie the ending back to their golf facility and why you would be a great fit to advance their goals.
Use research to your benefit and thread it into your answers to convey genuine interest in them and their golf facility, rather than just describing your experience.
A job search isn’t a competition of which candidate has the most years of experience, education or technical skills, but rather a competition of who knows why. If you know why a hiring committee should choose you among a field of qualified candidates, then you are already on your way to winning that next job.
Carol D. Rau, PHR, has been a career consultant and speaker with GCSAA since 2005 and specializes in golf and turf industry careers. Rau is a frequent speaker at national, regional and local GCSAA conferences and teaches GCSAA webinars.