The PGA Job Board annually has more than 5,000 jobs posted by employers throughout the calendar year. What is going to make your facility and posting stand out to candidates and that future all-star employee? Below are several ways to craft the perfect posting:
Details and Responsibilities Matter
When posting for a position, being high-level and vague is sometimes easier and quicker but the details in the posting go a long way for candidates to understand what exactly the job entails. It would be the same as a candidate not giving specific information about their past work experience. Starting with clarity in the job posting will help set you and the hire up for success. The candidates will ask these questions anyway; might as well beat them to the punch.
Attracting More Candidates
● Compensation: Our Career Services teamtracks the data on how many applicants each job posting on the PGA Job Board receives based on compensation. It may not surprise you to know that our data shows there is a strong correlation that the higher the compensation, the more applicants the posting will receive. However, this does not always mean quality and not every facility can pay a premium. Don’t worry, there are other ways:
● Quality of Life: Many candidates will behesitant to bring up quality of life as they feel it affects their ability to get the job. However, it ison almost every candidate’s mind. This is another opportunity to be proactive and describe work-life balance in your job posting. It will attract more candidates and answer a very important question.
● Professional Development and Growth: Many candidates want a career and not just a job. Describe the facility’s development and growth plan for the new hire. Spell out if there will be advancement opportunities, ways to raise a new employee’s compensation, add more responsibilities, etc. This is a major attractant and if you can spell this out, candidates will be excited to learn more. Additionally, this also works as a retention tool.
● Promoting Yourself: Candidates will look ata few key areas that attract them to job postings: the facility, the compensation and – in many ways, most importantly – who they report directly to. Tell the candidate you are interviewing about yourself and your successes. It is sometimes hard to write about yourself, but the candidate will be attracted to success and want to work for someone who is doing it well.
Show Me the Money
Candidates will want to know how much the job is paying and how to achieve the total amount they can earn. If a job is posted for a $50,000 base salary with a total anticipated compensation of $70,000, the candidate will want to know how they will achieve the additional $20,000. Plus, more importantly, how doable will it be? If not doable, candidates will be able to see right through this and might view it as a red flag.
Leverage Your Network
As much as the PGA Job Board is the gold standard when it comes to posting jobs in the golf industry, make sure that you are checking all of your boxes. The job postings that are getting more attention are sending the job posting link to their network of peers, posting on LinkedIn, and even creating their own custom “job sites” to showcase the position in great detail. This extra effort shows the candidate that you are willing to go above and beyond in finding the best candidates, which showcases your ability to navigate the process.
Remember, at the end of the day, you only need to find that one special candidate. The PGA Career Services team is here to support you with any level of job posting. Additionally, our ExecuSearch team offers customized paid search services to connect employers with top talent.
Joe Doughty, PGA (pictured above), is a PGA Career Services Consultant serving the New Jersey and Philadelphia Sections. He can be reached at (551) 815-2683 or jdoughty@pgahq.com.
