You don’t have to have Haley Hosch to lead a tourism department, but it sure helps

You don’t have to have Haley Hosch to lead a tourism department, but it sure helps
by Anna Merritt – April 2013

What’s it take to be a Tourism Manager?

Haley Hosch
Haley Hosch

During the annual Baylor S3 Board Meeting in her senior year, Haley Hosch was able to meet some of the representatives from the Orlando Magic. After a follow up meeting in Florida and graduation, she flew out to the Magic and started her career as an Inside Sales rep. After two months, she heard about a position focused on tourism. Haley switched over to continue selling in the tourism department and subsequently proved herself to rise to manager of the department.

Jamie Weinstein, Ticket Sales Manager for the Orlando Magic, says, “It’s great getting to work alongside Haley every day. She has an unbelievable sense of pride in what she does with her clients and has really grown the Tourism Department this past season.”

Haley says the best qualities to have in the mix of tourism and sports industries are patience, flexibility, and great relationship skills. When working with other big industries focused in Orlando, sometimes negotiations and deals don’t go as expected. Having the patience and the flexibility to work around these hurdles is imperative. Also, Haley points out that many of the people she works with are the same year after year. If you don’t care about those relationships, the next year’s negotiations could be tough.

Getting Here

[dropshadowbox align=”right” effect=”lifted-both” width=”250px” height=”” background_color=”#ffffff” border_width=”1″ border_color=”#dddddd” ]joe andradeHaley is well-liked and highly respected by her colleagues at the Orlando Magic. She’s a passionate, collaborative leader that gets results. The Tourism Department continues to grow because she goes above and beyond for her clients. ~ Joe Andrade[/dropshadowbox]Starting a career is always a difficult task. At some point, we all need a mentor or some eye-opening advice. One of these mentors is a senior vice president who Haley says, “continually pushes me to think globally and strategically for the department and company.” His consistency as a great leader has influenced her career. Who doesn’t need someone like that? Another mentor is a leadership coach at the Magic who Haley gets to meet with to set personal and professional goals and strategically work toward achieving those goals with the support and guidance of someone with greater experience than herself.

As far as eye-opening advice, Haley says some of the best advice she’s received is to “control the controllable.” There are many uncontrollable things in life, you can’t let those things take over and get you down. You can always control your attitude and outlook. One of her favorite quotes is, “life is 10% what happens to you and 90% how you react to it.” What is your 90% going to be like?

Learned along the way

When talking to people interested in getting into the sports industry, and most other careers, Haley offers four pieces of advice.

  1. Double-up. Concentrate on doubling revenue on each of your accounts. In other words, focus on turning each small account into a bigger one.
  2. Surround yourself. Think about how you want to be perceived by your peers and leaders. The people you associate with will influence you, so surround yourself with successful, positive people.
  3. Step outside. Take advantage of the opportunity to learn from tenured executives throughout your organization. In sales, it can be very easy to stay within your department bubble, but the sports industry is saturated with leaders and influencers that can help you throughout your career.
  4. Invest in yourself. Professional and personal balance is important. Take the time and resources to invest in both.

The Daniel Sport & Entertainment Leadership Summit

The Daniel Sport & Entertainment Leadership Summit
by Kirk Wakefield – March 2013

First Ever

Managers and executives from professional sports met for the inaugural Daniel Sport & Entertainment Leadership Summit the third weekend in February in San Diego. We plan to host this event each year to encourage each other to be leaders in our homes, at work, and in our spheres of influence.[dropshadowbox align=”right” effect=”lifted-both” width=”300px” height=”” background_color=”#ffffff” border_width=”1″ border_color=”#dddddd” ][slideshow_deploy id=’1443′][/dropshadowbox]

The summit is named after the Biblical character Daniel, who set himself apart from others in the culture by pursuing excellence, being a disciplined man of character, and being confident that God was with him daily. Ultimately Daniel used the “stage” given to him to have influence on his culture.

The idea for the summit sprung from a discussion among a group of executives led by Jeremy Walls and Jason Howard. ” We all had the same vision of encouraging each other in balancing personal and professional lives,” explained Walls. 

The summit included attendees from teams/leagues (New York Yankees, San Diego Padres, Houston Astros, Arizona Diamondbacks, Sacramento Rivercats, NBA, Houston Rockets, Orlando Magic, Phoenix Suns) and companies (Sports Sales Consulting, Fan Interactive, Exact Target), as well as faculty from supporting universities (Baylor, Mount Union, and Point Loma). Spouses present participated in a joint Saturday afternoon conference session.

The sessions were led by Mark Foreman, senior pastor at North Coast Calvary Chapel (“Transformed people. Transforming our world.”) and Ryan Pfeiffer, Director, InterVarsity Christian Fellowship (San Diego). Some might recognize Mark Foreman as the father of Jon and Tim Foreman, leaders of the band Switchfoot

Top 10 Takeaways

The week after we asked the executives what stayed top-of-mind. We’ve boiled it down to the Top 10 Takeaways.

[dropshadowbox align=”center” effect=”lifted-both” width=”550px” height=”” background_color=”#ffffff” border_width=”1″ border_color=”#dddddd” ]Top 10 Takeaways from the Daniel Conference

  1. Success in my personal life can actually make me better in your professional life. I have always thought of that in reverse and realize how wrong I have been.
  2. Change my thinking from ” I will invest into my career so I can provide for my family,” to “I will invest time and energy into my family and God will continue to bless my career.”
  3. Understand what Bob Briner means in his book, Roaring Lambs: Christians can and ought to be the movers and shakers of positive social change — ‘”roaring lambs.'”
  4. Proactively pursue carving out time with family and then apply this to those I lead, making sure they take time to disconnect from work. This may be one of the greatest witnesses of care and compassion to members of my team.
  5. There’s no plan B. God doesn’t have a special ops force he’s sending in. We’re it. We need to lead.
  6. Sabbath: God took a day to rest and reflect, we should too! If the King of the World can take a day off…so can I. I was very convicted regarding how important I think I am sometimes.
  7. The example of Daniel is “excellence in our personal lives bubbles up and carries over into professional lives.”
  8. Like Daniel, God has put you on a stage to change culture and influence lives, even years after you are gone.
  9. Believers should be more “invasive” into the world and less “retreating.” The church is the “locker room” where we prepare; “the game” is the day-to-day living out of our faith.
  10. Realize “you are” the salt and the light of the earth. We should be “shoveling the salt out as fast as we can!”[/dropshadowbox]

Join Us

Are you interested in becoming a better/more intentional father, husband, and executive? Invitations for next year’s summit are open to managers, directors, and executives in professional sports and executives in agencies and companies serving professional sports.  We will announce next year’s Daniel Sports & Entertainment Leadership Summit in the S3 Report and also post in the S3 Report LinkedIn group. If you want to make certain you receive a personal invitation, click here to sign-up!

 

Three Qualities Traditional Leaders Reject

Three Qualities Traditional Leaders Reject
by Dan Rockwell – March 2013

Image source by Petr Kratochvil


 

Regurgitating and recycling what you already know bores others, antiquates leadership, and destroys organizations.

 

Get out of yourself before you shrivel and die.

Growth, innovation, and future-building centers on what you don’t know and haven’t done.

Three surprising qualities of growing leaders:

#1. Receptivity

Traditional leaders are unwelcoming. Traditional leaders expect you to receive their ideas; they don’t receive yours. Power, prestige, and position thrive in unreceptive, threatening environments.

[dropshadowbox align=”right” effect=”lifted-both” width=”250px” height=”” background_color=”#ffffff” border_width=”1″ border_color=”#dddddd” ]

Tell-me-more leaders
go further than

I-already-know leaders.[/dropshadowbox]

Stop looking down your nose at outsiders, front line employees, and new hires. Adapt to them; don’t force them to adapt to you.

Growth lies around and outside.

#2. Withholding judgment

Traditional leaders make judgments; growing leaders withhold judgment.[dropshadowbox align=”right” effect=”lifted-both” width=”250px” height=”” background_color=”#ffffff” border_width=”1″ border_color=”#dddddd” ]Judgment crushes baby ideas.[/dropshadowbox]

Quick minded decision makers inadvertently destroy growth. Stow what you think you know in the attic. Judgment ends growth and begins stagnation.

Keep in mind, stability requires decision making. Withhold judgment, don’t end it completely.

#3. Curiosity

Traditional leaders need to know and fear looking foolish. Curiosity celebrates what isn’t known. Courageously look foolish.[dropshadowbox align=”right” effect=”lifted-both” width=”250px” height=”” background_color=”#ffffff” border_width=”1″ border_color=”#dddddd” ]Emptiness is opportunity.[/dropshadowbox]

The downside of curiosity:

  1. People want to know what you know as well as what you don’t.
  2. Questions feel pushy and threatening when filled with expectation.
  3. Constant curiosity spirals inward and downward.
  4. Creating options causes confusion.

Curiosity is a means not an end. Use curiosity to challenge stagnant ideas and disrupt antiquated systems.

Most importantly, curiosity unearths new goals and next steps. Curiosity builds the future. On the other hand, curiosity without progress is stagnating indulgence.

Team Discussion

What traditional leadership qualities stunt growth and innovation?

What leadership qualities inspire growth, innovation, and future-building?

 keynotes-and-workshops-3a1

How to look good at the interview

How to look good at the interview
by Jeannette Salas – March 2013

We’ve reviewed what you need to do to get the first interview and the office interview. Now we need to get down to the really important things:  How you, your resume, and your cover letter should look.  Then maybe someday you can drive that convertible.

What do I wear to an interview?

Alicia Nevins
Alicia Nevins

Think old school. You have one time to make a first impression, as they say. Since key accounts for pro teams are corporate, dress like you belong. Cover up any visible tattoos. No facial jewelry or excessive ear jewelry (ladies).

“Psychologically, we know, ‘As I think, so I am.’ In the same way, we act like we dress! ” explains Alicia Nevins. “Taking pride in our professional appearance correlates with the importance we place on our careers, those we work with, and the respect we receive in return.”

Other tips:

Women

  1. Always wear a suit: Nothing bright or distracting. Clean and pressed.
  2. Skirts: No shorter than 3 in above knee. Not excessively tight. See how high skirt goes up when you sit down. Beware of slits!
  3. Tops: No low-cut blouses. No tank tops or spaghetti straps. Nothing sheer.
  4. Shoes: Close-toed or peep toe, no open toe sandals. Clean and simple. Not bright colored or glittery. No platform shoes. Weather appropriate: Cold outside – no open toed sandals.
  5. Makeup: Casual and mild. No smoky eyes.
  6. Hair: Neat and styled. No wild colors.
  7. Nails: Cleaned and trimmed. No bright colors.
  8. Perfume/Lotion: Don’t shower in it.

Men

  1. Always wear a suit: Nothing bright or distracting. Clean and pressed.
  2. Shoes: Clean and polished.
  3. Hair: Neatly trimmed and short. No wild colors.
  4. Facial hair: Clean shaven is BEST but if not keep it trimmed and short.
  5. Nails: Cleaned and trimmed.
  6. Cologne: Don’t shower in it.

How should the resume and cover letter look?

Resumes

  1. Presentation:  Not necessary to follow cookie-cutter resume format. Word offers various templates.
  2. Formatting: Make sure formatting is uniform! Make sure everything is aligned (dates, titles, etc.). Bolded words should be in same category (title, company name, etc.)
  3. Personal Info:  Include contact info – address, phone & email. No photos. Email address needs to be professional.

Emails 
No → datsexxygurl@yahoo.com
Yes → smalone_12@yahoo.com

  1. Objective:  Optional. Be careful—it can restrict you to a particular position when you may qualify for another in the organization. If you have one, make sure it addresses the right organization, position, etc (e.g. applying for position in NFL but objective states NBA)
  2. Course Section: List courses relevant to the position
  3. Accomplishments
    No → “I developed and executed customer focus…”
    Yes →”Reduced budget to actual variance from 11% to 3.5%.”
  4. Experience: Include dates – month/year. Make sure it is up-to-date (current job). Make sure dates are in order (recent position first). Don’t write “I ….” when listing accomplishments.
  5. Use bullet points.
  6. Quantify : Show results/accomplishments not duties . Show NUMBERS whenever possible.
  7. Length: 2 page maximum.
  8. Review:  Check spelling (spell-check), punctuation, and correct word usage. Have a qualified individual (relative, friend, professor) review and critique resume.

Cover letters

A Manager’s View

Matt Kalister
Matt Kalister

It’s no lie: A first impression can make or break chances of getting hired.

As a leadership team we see potential hires throughout the year. We look for candidates that present themselves well because they will be trusted to meet with key decision makers in our marketplace. Many of these will dismiss you in the first 10 seconds if you are not dressed appropriately.

A suit is key along with a white dress shirt and simple tie. We understand young adults don’t have the means to have high end wardrobes, but a simple suit (that fits) along with a dress shirt and tie is all you need. If you want to be taken seriously in an interview setting then dress and act like it.

We see hundreds of resumes each year. Concise, well-formatted resumes on one page stand out. Save topics for the interview. Keep the cover letter to the point. Make sure you present why you would be a great fit for that specific team and position.’

  1. No blanket cover letters – HR professionals can tell.
  2. Recipe for trashcan: Leave the previous desired employer’s name, location, or position in the letter.
  3. Address to the appropriate person (hiring manager, recruiter, etc.) when possible.
  4. Don’t repeat resume in paragraph form. Mention things not seen on resume related to desired position.
  5. IF applying to a sports team – don’t talk about your family’s history with sports. Tell what you can do for them. What value do you bring to the organization? What sets YOU apart?
  6. Review:  Same as above.

Submitting online

  1. Make sure the document you are attaching is in fact your most up-to-date resume.  A slip of the finger can cause you to attach a private or other document in error.
  2. Make sure you list your professional experience on the online application.  DO NOT write “See Resume.”

Social Media

We cover social media (tip: employees WILL check), networking, and common first-year mistakes here!

What does your Twitter and LinkedIn say about your personal brand?

What does your Twitter and LinkedIn say about your personal brand?
by Ken Troupe – March 2013

Last month we talked about the importance of laying the foundation for your personal brand.  Now let’s turn to the tools of the trade to communicate your personal brand online.

Twitter

[dropshadowbox align=”right” effect=”lifted-both” width=”250px” height=”” background_color=”#ffffff” border_width=”1″ border_color=”#dddddd” ]Twitter allows for another channel of communication with your customers outside phone calls, email, direct mail, or face-to-face meetings.Secondly, it gives the opportunity to build your personal brand by

Brandon Steffek
Brandon Steffek

sharing relevant and exclusive content others normally would not have access to.[/dropshadowbox]If you are not on Twitter, start today. Why? Because Twitter is the greatest customer service tool since the hand shake.  A few rules and tips:

Rule #1. Twitter is a business tool.   Twitter is not a place for you to give life updates on your kids, friends, and hot sports opinions…….leave that kind of stuff on Facebook (more on that later).

Rule #2. Don’t Tweet original content.  At first you have no voice.  You need to develop followers. How?

  • Get started by following people that do have something to say and start to retweet them.
  • Find interesting articles relevant to your job or sports business niche and retweet them.
  • Take part in sports business Twitter chats like #social4tixsales, #sbchat, #sportsprchat, among others.

Within these Twitter chats you can begin to develop your voice by taking part in the conversation.  You are answering questions and engaging one-on-one with other sports industry pros.  Too many treat Twitter as a monologue instead of a dialogue. There is a difference.

  • Commit to being active on Twitter.  Nothing kills your personal brand faster than a Twitter account with zero activity.

LinkedIn

[dropshadowbox align=”right” effect=”lifted-both” width=”250px” height=”” background_color=”#ffffff” border_width=”1″ border_color=”#dddddd” ]

Trent Nielsen
Trent Nielsen

When I look at a Twitter or LinkedIn page for someone in the sports industry, I may have a desire to learn more about their reach. However I’m also using the page as a window into their professional conduct. If you’re looking at a page that isn’t completely built out, has basic grammatical errors or even immature content, it’s typically a direct reflection of how that person goes about day-to-day life. I gravitate towards those who take their social media branding as seriously as their resumes and direct interpersonal communication.[/dropshadowbox]LinkedIn may be the number one social media site for learning how to do your job better and proving to others you know what you are doing. LinkedIn is so big we could do an all-day seminar, but I’ll hit the highlights.

Your profile

If someone Googles your name, your LinkedIn profile shows up near the top. What does your profile say about you?

  1. Is it complete?
  2. A complete summary section?
  3. List all your past jobs and a little detail of what you did?
  4. Are you using the “skills and expertise” section?
  5. Any recommendations?
  6. Updated contact information?
  7. A professional looking photo?

Groups

With your profile ready, head to the “Groups” section. Join industry specific groups like “Ticket Sales Best Practices,” “Ticket Sales & Technology,” or “Sports Marketing 2.0,” among others.  Within these groups you start to build your brand.

Watch the conversations and start to take part.   Avoid offering wild or opinionated comments at first.  Keep early interaction pretty vanilla. Once you have a little “street cred,” spread your wings to engage and offer divergent opinions.

Career Insight

LinkedIn is a great place to seek advice from people with a job you’d like to have one day.  Ask their advice. You will be surprised how open some sports industry vets are if you just ask.

Facebook

Here’s the thing about our old social media friend Facebook: Facebook is great. A great place to stay in touch with friends and family. To read and comments on all those cute kids’ photos, updates on meals, and whatever else in on their minds. I love it. But, I really don’t think it is essential part of building your “professional” personal brand.

Facebook is, however, a place to quickly undo all your personal branding efforts.

My advice? Especially for young people entering or wanting to enter this business? Keep it clean and simple.  No need posting photos drunk at parties or posts using bad language.  Good rule of thumb: If your mom would not approve, odds are other adults won’t either. And these other adults are hiring managers or work in human resources.

Start Now!

Developing your personal brand means so much more. But if you take just one thing away from this:

Your Personal Brand is Important!

Start developing yours today.

Establishing Your Personal Brand

Establishing Your Personal Brand
by Ken Troupe – February 2013

What does your Twitter, LinkedIn and Facebook say about you?

A brand is “a type of product manufactured by a company under a particular name.”  But what about your personal brand? It used to be only people like Dion Sanders, Oprah, or Martha Stewart needed to worry about their personal brands. But now, thanks or curses to social media, times have changed.

Colin Faulkner
Colin Faulkner

“Whether you realize it or not, you have a personal brand. Your reputation is your brand,” points out Colin Faulkner, VP of Ticket Sales and Service for the Chicago Cubs.

Your personal brand is just a click away. A ticket sales rep in San Diego can develop a relationship with a VP of Sales in New York via LinkedIn. A marketing manager in Seattle can help develop strategic plans for a team in Florida during a Twitter chat. The ease of digital communication makes it more important than ever to manage your personal brand and what it says about you.

Merrill Dubrow, CEO and President of MARC Research, says “Before I hire anyone, I Google a candidate’s name and do research with the single goal of determining their personal brand and does it fit within our company environment.”

Merrill Dubrow
Merrill Dubrow

What are your core beliefs? Personal goals?

With jobs and careers riding on it,  you must decide how you want your personal brand to be represented based on your core beliefs and personal goals.

1) Core Beliefs – Define and understand your core beliefs.  Core beliefs include (a) how you daily approach doing your job and (b) how you want your co-workers and clients to think of you.  For example, when I first started selling, one of my main objectives was to “treat people the way I wanted to be treated.”  I wanted to be honest and up-front with clients. What defines you?

2) Goals – Develop goals.   Put thought into where you want to go and how to get there. Everyone has been told to write down goals. Do it. It helps. If your goals aren’t important enough to write down, they’re not very important. Write them and put them someplace where you’ll see them every day.

Where you want to be in one, three, and five years is your road map to your ultimate goals. Observe and talk to mentors who’ve been where you want to go. Go to Linked-In and see the paths and timetables of others in the position you seek.

Two Things I’ve Learned Along the Way

First, set lofty goals. I think Bo Jackson may be one of the best athletes I have ever seen play. Interviewed on a late night show (remember Arsenio Hall?), Bo said he always had the goal of playing  in both Major League Baseball and the NFL.   As he moved up the levels he was always told it was time to pick one.  He said, “Why?” His goal was to play both, so that’s what he planned on doing. And Bo knew what he was talking about.  Remember you cannot achieve great things without first setting lofty goals.

Second, goal-setting doesn’t mean you’ll get from point A to B in a straight line, but having clear goals let’s you know where you are on the road. Be ready for the curves, adapt as they come, and stay focused on your end game. Remember, “a goal without a plan is just a wish.”  ~Antoine de Saint-Exupery (1900 – 1944)

Now that you have your core beliefs and goals down, you’re ready to work on establishing and extending your personal brand in the digital world. You can go ahead and be working ahead, but next month we’ll discuss how to set up your Twitter, LinkedIn, and Facebook to fit your personal brand.


Special thanks to Jim Peacock for use of the Unique photo!

 

Part 2: How to interview with the pros

by Jeannette Salas – February 2013

We covered how to get the interview here. Now you’ve made it to the face-to-face (virtual) interviews. What do you need to do be prepared?

Preparation

  1. Research. Thoroughly research the organization prior to interview.
    1. How is the team marketing and advertising?

      Insights from Heidi Weingartner, Chief HR Office at the Dallas Cowboys and George Prokos, Sr. VP of Ticket Sales and Services at the Dallas Mavericks
      Insights from Heidi Weingartner, Chief HR Office at the Dallas Cowboys and George Prokos, Former Sr. VP of Ticket Sales and Services at the Dallas Mavericks.
    2. How are they involved in the community?
    3. Who are the C-level executives and managers?
      • Know their names and positions.
      • Look up their backgrounds/bios (team website, Google; LinkedIn)
  2. Questions. Come up with at least five questions to ask about corporate culture, likes/dislikes, challenges, etc. Why? Good questions:
    1. Should be written down.
    2. Show interest.
    3. Allow you to get FREE valuable information from someone in your career choice on how to move up and be successful in your career.

The best question a candidate asked me was, “What do you like and not like about your position?” Asked sincerely, this question showed a personal interest in me and what goes on here every day.

The interview

How important is this interview to you? If you are selected from the 100’s of resumes received, I’m assuming it should be important to you. Some of these tips are for in-person interviews, but apply the same principles for virtual interviews.

  1. Attire: Dress professionally (suits). More on making the best first impression in the next column.
  2. If in-person:  Arrive 10-15 minutes early. Don’t show up an hour or two early.
  3. Turn off your phone before the interview.
  4. No, turn it off. Silent is not good enough.
  5. Be ready to go once you step outside of the car.
    1. Have your hair and/or makeup done before arriving.
    2. Put your jacket on before you exit the car.
    3. You don’t know who’s watching or who you’ll meet when or where along the way.
  6. For virtual interviews:
    1. Make sure whatever is in camera view sends the right signals.
    2. Don’t locate in a noisy room.
    3. Dress like you were doing an in-person interview (suits).
  7. Have a padfolio and pens (and extra copies of your resume if in-person).
    1. Some employers intentionally “forget” to bring your resume to the interview.
    2. Someone may forget a pen.
    3. Be prepared.
  8. SMILE!!! Everyone is watching you.
    1. That person you don’t think is watching is the person who talks to the manager right after you leave.
    2. Beware of windows – people like to observe and will give feedback.
  9. Be courteous. Yes, the receptionist counts. Double.
  10. Exude confidence.
    1. Firm handshake.
    2. Clear greeting, by last name (Mr. Smith). Do not be overly familiar until they say so.
    3. Make eye contact during interview. (But, don’t stare the person down.)
  11. Relax and be yourself, but remain professional regardless of interviewer’s professionalism.
    1. Removing jacket, unbuttoning tie, etc. is not acceptable.
    2. Be personable, but not overly excited.
    3. Keep an engaged, positive posture – no slouching.
    4. Don’t stare.
    5. Don’t fidget:  Biting nails, playing with hair, tapping pen, cracking knuckles, etc.
  12. Stay focused.
    1. Listen to what is being asked and answer the question.
    2. Ask for clarification if you don’t understand question.
    3. Don’t ramble.
  13. Be confident in your answers:
    1. Don’t answer with an upswing inflection, where the cadence of the voice rises as though every sentence ends in a question mark.
    2. Be accountable. Everyone makes mistakes!!!!! Explain what you learned from mistakes and what you did to ensure it was not repeated.
    3. Be able to explain gaps in employment clearly.
  14. Never bash former employers or colleagues. This gives a clue as to how you might view your next employer and colleagues.

Closing the Interview

If you are interviewing for a sales position, they are looking for someone who can close a deal.

  1. Close the interview.
  2. Highlight why you are the best candidate for the position based on the needs identified during the interview.
  3. Show how your strengths make you a good fit for the position.
  4. Show enthusiasm!!!!
  5. Thank interviewers for their time and again give firm handshakes.
  6. Say goodbye to the receptionist by name (s/he always counts).

Next time we’ll cover in more detail steps to success getting jobs in professional sports, including specific do’s and don’ts of professional attire for interviewing, as well as resumes, follow-up, and cover letters.

Part 1: How to interview with the pros

Part 1: How to interview with the pros
by Jeannette Salas – January 2013

Part 1: Getting the first interview

Many candidates applying to job postings don’t realize as soon as they click Send the interviews begin.

The minute the potential employer has your name they begin the interview process.  If your background matches with qualifications, the next step often includes Googling your name and visiting social media websites (LinkedIn, Facebook, Twitter, etc.) to see what they can find not readily available on the resume.

Employers may reach out to a previous employer, particularly if the candidate has previous experience in the sports industry. Always expect employers to check with your last employer or with faculty at your university if you were in a sports-related program.

This is the first in a series breaking down the interview process – what to/not do during the interview, creating and submitting your resume and cover letter, and dressing for the interview.

We’ll also address social media and networking along with some tips for success along with first year mistakes.

Let’s start with how to get the first interview with the team.

Online Resume Submission

    1. Check for grammatical errors. For many teams one error means disqualification.
    2. Review for consistency in formatting. Do dates line up? Is the size of bullet points the same throughout? Are all titles and company names formatted in the same way? Hint: Use tabs not space bar to align sections.
    3. REMEMBER – you are selling yourself on paper and online first in order to get an interview.

Phone Interviews

Ring-back tones and voicemail: Appropriate vs Inappropriate
    1. Remove and replace ringtone with personal message while job hunting
    2. If you keep ring-back tone make sure song is not vulgar or offensive
    3. Make sure the voicemail message is appropriate for business

YES – “Hi, you’ve reached Sally.  Sorry I missed your call. Please leave a brief message and I will return your call.”

NO – “Do your thang and I’ll hit you back.”

Tone of voice – Sound interested
  1. Engaged – upbeat and happy; give thorough answers. Stand up and smile during the interview. It affects enthusiasm and comes through on the other end.
  2. Not engaged – monotone speaking; one-word/one-line answers
Appropriate Surroundings
  1. Be able to speak without interruptions or distractions (e.g. loud noises, friends aren’t in the background,  co-workers walking by, not while driving, etc.).
  2. Ask to call back if necessary – interviewers will appreciate this if they catch candidates at a bad time.
Replying to Questions
  1. Answer questions thoroughly but only answer the question asked.
  2. DO NOT give one-word/one line replies.
  3. Don’t talk too much–exclude your life story.
  4. Ask Interviewer Questions. Think of 2 or 3 questions to ask because you will be asked if you have any.

If you follow these guidelines you stand a good chance of getting the next interview. Next we’ll offer ways to succeed in the face-to-face interview.