by murray cook 12 tips to make your how to get hired: advice...
TRANSCRIPT
SportsTurf 41www.stma.org
Facility&Operations | By Murray CookSTMA in action
A WORLD LEADER in providing quality serv-ice solutions for daily life for clients in virtu-ally all major industry sectors, Sodexoknows a few things about recruiting and hir-ing the right person for the job. Similar toother large employers, Sodexo uses an on-line application to start the process. Uniqueto Sodexo is John Fik, CSFM, CGM, and hiscounterpart Greg Fear, LEED AP, who pro-vide service solutions for sports fields, andgrounds and landscape management at col-leges and universities and private K-12schools. A portion of that management in-cludes hiring high level managers and su-pervisors and providing continuingeducation.
Sodexo uses a comprehensive selectionprocess to assess a candidate’s qualifica-tions, experience and competencies. Afterthe initial review of the online applicationsby a Sodexo recruiting team in Human Re-sources, candidates whose background andexperience appear to be a close fit for theposition receive an initial phone screen bythe recruiter. Next, the candidate undergoesa competency interview to assess the candi-date against the key competencies for thespecific position. Based on the application,phone screen and competency interview re-sults, Sodexo’s recruiter will present Fik withthe candidate slate to conduct formal inter-views.
“After I complete the interviews, I intro-duce the top two candidates to our client, astheir feedback is helpful,” says Fik. Duringhis review process and interviews he honesin on three areas. “I seek applicants who arestrong in managing people, have the righttechnical skills, and a solid track record in fi-nancial management,” he says. He also putsstock in STMA certification. “I know if some-one has CSFM after their name, that tells methat he or she has taken that extra step inprofessional development,” says Fik. Sodexoalso strives to identify current employeeswho are eligible to become certified andhelp them achieve certification.
Fik has seen an increasing number of jobopenings that require both grounds andsports fields management experience. Hebelieves that broad experience is the key toa successful career. “If you put yourself inthe turf management-only box, you’ll missout on the many opportunities that offer ca-reer progression,” he says. He advises,
“Know your weaknesses, and then go afterthe education and experience to overcomethem.”
Chris Calcaterra, M.Ed, CSFM, CPRP alsolikes to see diversity in work experience forthose he hires. “I like to see experience fromdifferent facility types, managing differenttypes of turfgrass, and a mix of high-useand low-use fields,” says Calcaterra. The Cityof Peoria, Calcaterra’s employer, hires ap-proximately 75 people annually for sportsfield work, which includes full-time and sea-sonal. Although Calcaterra does not partici-pate in the screening of all of thesecandidates, he has hiring responsibilities,like Fik, for high level managers and super-visors. The City of Peoria also uses an onlineapplication process that is multi-leveled andthorough. He says that the online systemdoes help to streamline the process, but ad-vises job seekers to focus on relevancy whenapplying. “It’s really important that the ap-plicants exhibit the work experience andother qualifications requested in the job de-scription,” says Calcaterra. He also specifi-cally develops in-depth questions for theonline process for the second level of appli-cant review. “The answers to these ques-tions further define our pool of candidates,”he says.
When it gets to the interview stage, Cal-caterra uses interviewing techniques and HRtools to find the right fit for the open posi-tion. “We call it a ‘visual résumé.’ Intervie-wees are provided markers and paper andasked to illustrate answers to various ques-tions,” he says. Throughout the hiringprocess, Calcaterra encourages applicants topersonally follow up. “Although my name isnot listed in the online information, I havereceived personal emails from candidateswho researched our facility hierarchy, andlet me know that they applied for a job inmy department. I can’t and wouldn’t over-ride the online system, but if they make thecut, they now have some name recognitionwith me,” says Calcaterra. For those candi-dates who are being considered for supervi-sory and above positions, the City alsoconducts a personality trait test. For Cal-caterra, personality is a huge factor in hiringthe right fit. “We can teach anyone the tech-nical skills required,” he says, “but, flexibil-ity, creativity and being personable can’t betaught.” ■
How to get hired: advice from two savvy employers Search job boards and the websites of employers that
appeal to you. Print out the job postings that you’re interestedin pursuing before you apply.
Use a highlighter to mark the keywords and industrylanguage used to describe the requirements and responsibilitiesof each position.
Compare those words and phrases to the language thatappears in your current resume.
Figure out how and where to add the most relevant key-words to your resume, assuming you have the specific knowl-edge, skills and experience. Applicant tracking systems willsearch for keyword matches; the more matches, the better,which often determines if a recruiter opts to view your resume.
Once you’re confident that your resume reflects a strongmatch, go ahead and submit that targeted resume online.
If the system requests a cover letter, write a short onethat expresses why you’re a strong match and why you’d like tojoin the organization. This is a chance to tout your research onthe role.
Never submit a generic, one-size-fits-all resume or coverletter. If you really want the position, you’ll customize all docu-ments for each job.
Once you apply, get to work to find an internal referralto make a personal introduction. Here’s how: a) Make a list of 50 people you know and ask each one if theyknow someone who works (or has worked) at that employer.b) Attend job fairs to meet face-to-face with employers andother professionals.c) Create a free profile and become active on LinkedIn.com orFacebook.com, which boast a combined 60 million users. Surelyyou can find someone who knows someone to make that con-nection.d) Create a free Twitter.com account and “follow” friends andpost requests for help. (You can follow Tory Johnson atTwitter.com/ToryJohnson where she posts job leads and wherefollowers can help with contacts.e) Join an association in your field and network with like-minded peers.f) Connect with your high school and college alumni groups. Oldpals could be new connectors.g) Talk to your unlikely network. For example, look at the classlist of the parents of your kids’ friends. Anytime my kids hearabout a friend’s mom or dad who’s lost a job, they tell them tocall me. Even though we don’t know each other, we have a com-mon connection that can sometimes lead to a contact.
Follow up with a call or email to the recruiter responsi-ble for filling the position. Never say, “Did you get my resume?”Instead be ready to reiterate your strong qualifications and in-terest in the role. You’ll have just a brief moment to sell yourself,so rehearse before making the call or sending the email.
Don’t know the name of the right person? Cold-call thecompany and ask an operator to put you through. If that doesn’twork, Google the term “recruiter” or “human resource director”along with the name of your employer of choice. The resultsmay reveal the name you’re trying to find. LinkedIn is anotherresource to find the correct name.
Stay top of mind. Every recruiter is different, whichmakes this a challenge. Some say you’re welcome to follow upweekly. Others say every other week is enough. And then thereare some who’ll tell you to never call. Find the right balance soyou’re politely persistent without crossing over to a pest.
Ask directly for advice on how and when to follow up. Asimple question, “What’s the best way to keep in touch?” willgive you the details you need to stay ahead of the pack.
12 tips to make yourrésumé stand outBy Career Expert Tory Johnson
42 SportsTurf | June 2011 www.sportsturfonline.com
STMA in action
THE STMA NOMINATIONS COMMITTEE hasissued its annual “Call for Nominations” toSTMA voting members to indicate if they areinterested in national board service. Pleasetake a moment to consider serving on theSTMA Board of Directors, or urging a quali-fied colleague to consider service. The bene-fits are many. By serving on the board, you’ll:
• Contribute to your professional associa-tion.
• Be a part of a decision-making body.• Hone your listening, collaborative and
other personal development skills.• Strengthen your leadership abilities. • Make a difference in the strategic direc-
tion of the profession.• Garner respect from your employer,
your peers and your staff.
In 2012, the Director Positions that are upfor election include:
• Sports Turf Manager representingHigher Education facilities
• Academic • Sports Turf Manager representing Parks
and Rec facilities• At-Large (any category) All Directors will be elected to a two-year
term except for the At-Large Director, who iselected to a one-year term.
The STMA Board of Directors sets policyand strategic direction for the programs andservices STMA provides and is accountable toits membership. Individual Board Memberresponsibilities are to:
• Attend and actively participate in quar-terly board meetings (4 per year): January,
March, July, and October.• Chair one or more committees.• Attend special events, as needed.• Attend and actively participate in the
annual conference.For more information on board member
duties, please contact headquarters for acopy of the Board Handbook. To have yourname considered by the Nominating Com-mittee, please fill out the Board Service Inter-est Form in this issue, or go to www.STMA.orgto fill out an electronic Word document. Besure to answer the two brief questions in-cluded on the form. The STMA NominatingCommittee encourages you to also share thisform with your peers. The deadline to submityour interest is Aug. 31. ■
The Nominating Committee asks for your help
Benefits of certification verifiedEditor’s note: This is another installments on how becoming a Certi-fied Sports Field Manager (CSFM) can benefit turf managers profession-ally as well as improve their facilities
Joe Collins, CSFM,Director of Grounds, SamfordUniversity, Birmingham, AL
Sports Turf Managers Association ofArizona: Chris Walsh [email protected]
Colorado Sports Turf ManagersAssociation: www.cstma.org
Florida #1 Chapter (South):305-235-5101 (Bruce Bates) or Tom Curran [email protected]
Florida #2 Chapter (North): 850/580-4026, John Mascaro, [email protected]
Florida #3 Chapter (Central):407-518-2347, Randy Fisher,[email protected]
Gateway Chapter Sports TurfManagers Association: www.gatewaystma.org
Georgia Sports Turf ManagersAssociation: www.gstma.org
Greater L.A. Basin Chapter of theSports Turf Managers Association:www.stmalabasin.com
Illinois Chapter STMA:www.ILSTMA.org
Intermountain Chapter of the SportsTurf Managers Association: www.imstma.org
Iowa Sports Turf ManagersAssociation: www.iowaturfgrass.org
Kentucky Sports Turf ManagersAssociation: www.kystma.org
Keystone Athletic Field ManagersOrg. (KAFMO/STMA): www.kafmo.org
Michigan Sports Turf ManagersAssociation (MiSTMA):www.mistma.org
Mid Atlantic Sports Turf ManagersAssociation (MASTMA) (formerly theChesapeake Chapter STMA)Ph. 410-704-2197 www.mastma.org
Minnesota Park and Sports Turf Man-agers Association: www.mpstma.org
MO-KAN Sports Turf ManagersAssociation: www.mokanstma.com
Nebraska Sports Turf ManagersAssociation: 402/441-4425
New England STMA (NESTMA):www.nestma.org
Sports Field Managers Association ofNew Jersey: www.sfmanj.org
Sports Turf Managers of New York:www.stmony.org
North Carolina Chapter of STMA:www.ncsportsturf.org
Northern California STMA: www.norcalstma.org
Ohio Sports Turf Managers Associa-tion (OSTMA): www.ostma.org
Oregon STMA Chapter:[email protected]
Ozarks STMA: www.ozarksstma.org
Pacific Northwest Sports Turf Man-agers Association: www.pnwstma.org
Southern California Chapter:www.socalstma.com
South Carolina Chapter of STMA:www.scstma.org
Tennessee Valley Sports TurfManagers Association (TVSTMA):www.tvstma.com
Texas Sports Turf Managers Association: www.txstma.org
Virginia Sports Turf Managers Association: www.vstma.org
Wisconsin Sports Turf Managers Association: www.wstma.org
STMA Affiliated Chapters Contact Information
www.stma.org
Chapter Sponsors
Ask a CSFM
SportsTurf 43
How did you prepare for the CSFM Exam?Collins: I prepared for the CSFM exam by attending a couple ofthe “preparing for the exam” sessions at the nationalconference. Those gave me valuable insight on what kinds of infor-mation the testing would be on. I also took the practice exam on-line. I then studied the parts of the exam I felt weakest on.
How did you approach your employer to support yourcertification, both financially and in the time needed toprepare for the exam? Collins: My employer has supported my membership in the STMAfor many years and we, together, thought it was a good idea togain certification. He felt it would be well received across campusgiving our department some recognition and adding to our credibil-ity as professionals. I used the STMA website to outline the amountand the diversity of the knowledge needed to perform well on theexam and my boss was impressed with the extent of the informa-tion processed every day by sports turf managers, he had noidea. It also helped to show that only a select group of profession-als have achieved certification and adding our university to the listwould gain us some measure of national prestige.
Why did you decide to pursue certification?Collins: I decided to pursue certification to add to my value as anemployee. I think of myself as a professional and this validates mycredentials to a certain extent. I also like the aspect of being one ofa few in the world who have achieved this status.
How has certification helped your career?Collins: Certification came for me at a critical time in my careerwhere there were changes in upper management and roles withinthe university were being evaluated. There had also been a timewhere I as an employee and my bosses had settled into a routineverging on complacency. Becoming a certified professional reaf-firmed my commitment to my profession, to me, and to my em-ployer. It also made a positive statement to our working communityof my dedication to continue to learn and evolve as a professional.I was promoted to a larger role a year later. ■
Reminder: The following materials are due to STMA Headquarters for
your chapter to be considered in “good standing”:
• Signed Affiliation Agreement Annually by June 1• Affiliation Fee (See Article 8 above for amount) Upon Receipt of Invoice - Annually by June 1• Officer List Annually by March 1• Bylaws Once (when adopted), and as Updates Occur• Articles of Incorporation Once (when incorporated)• Secretary of State In-Good-Standing Documentation Annually by March 1• Year-end Financial Report (Simple-unaudited) Annually by June 1
44 SportsTurf | June 2011 www.sportsturfonline.com
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SportsTurf 45www.stma.org
AerFlo 19 www.aerflo.com
Barenbrug USA 48 www.barusa.com
Beacon Athletics 22 www.beaconathletics.com
Beam Clay 44 www.beamclay.com
Covermaster 17 www.covermaster.com
CoverSports USA 25 www.coversports.com/ST
DuPont Professional Products 3, 33 www.proproducts.dupont.com
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GreensGroomer 9 www.greensgroomer.com/GreenZapr
Hydraway Drainage 31 www.hydraway.net
John Deere 5 www.johndeere.com
Kochek Co., Inc. 44 www.kochek.com
Krylon 27 www.k1-lineup.com
Patten Seed Company 23 www.zoysiasports.com
Pennington Seed 47 www.penningtonseed.com
Sod Solutions 15 www.sodsolutions.com
Sports Turf Managers Association 39 www.stma.org
Stabilizer Solutions 11 www.StabilizerSolutions.com
Synthetic Surfaces, Inc. 21 www.nordot.com
TifSport Growers Association 29 www.tifsport.com
The Toro Company 44 www.toro.com
Turfco Manufacturing 13 www.turfco.com
TurfTime Equipment , LLC 44 www.TurfTimeEq.com
World Class Athletic Surfaces 16 www.worldclasspaints.com
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46 SportsTurf | June 2011 www.sportsturfonline.com
IWAS DRIVINGTHROUGH SOUTHDAKOTA on my way tothe Bighorn River in Mon-tana to set myself right with
the world by way of a tranquil floatwith rising trout when the phonebeep interrupted my favorite an-nual dream. With trees left behindin Iowa the open expanse off bluffs,buttes, and badlands helps meimagine what it would look like tofirst take away the telephone polesand wires, then the fences, railroad,and boundaries, then buildings,and all those annoying “Wall Drug”signs. Once everything createdsince 1870 is gone I can just aboutsee Sitting Bull on the horizon witha band of Hunkpapas, Lakota,Oglalas, and Sioux; I’ll spare youmy living in a tipi dream. Thephone beep instantly recovers theearth with technology and progressas I decide to take another call be-cause there is no phone service inFort Smith on the Bighorn River;an important point when you reallywant to get away.
The Iowa DNR Source WaterProtection Coordinator neededathletic field nitrogen recommen-dations for community planningteams who are addressing high ni-trates in the source water capturezone for high schools. The simpleanswer is 2 to 4 lbs N/1000sqft/yrfor soil-based fields and 4 to 6 lbsfor sand-based fields.
It’s also important to considernitrogen source and timing of ap-plication to reduce nitrogen con-tamination of public watersupplies. At least 50% of N appliedshould be from a slow releasesource. Soluble applications of N,such as urea and ammonium ni-trate, should be made in a mannerto avoid runoff from rain eventsand should never be applied tofrozen ground where N easily runsoff in winter or early spring. Leave
at least a 10-foot nitrogen-freebuffer around all open grate drainsand avoid fertilizer application onhard or impervious surfaces.
We are correct to point out thatthere is good evidence that a thickstand of grass slows surface watermovement and reduces nitrogenrunoff, but intense traffic areashaving less than 50% turfgrasscover can experience a two-thirdsincrease in surface runoff, so arapid re-vegetation strategy is notonly necessary for playability butalso important to reduce nitrogenloss.
Athletic fields are usually builtwith a network of subsurfacedrains and a crown or surface slopeup to 1.5% for the sole purpose ofencouraging drainage and reduc-tion of soggy fields. Think about it;that water goes somewhere downthe stream of flow, and what youshould be asking yourself is does itcontain some of the products Ihave applied and am I doing every-thing possible to reduce contami-nation of water that leaves theproperty under my control?
Does your environmental reportcard contain any of these positivesteps to reduce nitrogen runoff onyour entire facility and not just thefield? Examples are slow release ni-trogen, bioswales, maximum turfdensity, maximum turf height, re-
duced or no fertilizer buffer zonesnear water ways, water catchmentand water reuse systems, and raingardens.
Also, avoid or sweep up any in-advertent fertilizer application onhard surfaces such as sidewalks,streets, or parking lots. Do not usea hose to wash fertilizer down thedrain or storm water system, it allends up in our rivers or lakes thatmay be used for drinking water.
So, every time I momentarilylift one of these amazingly beauti-ful trout from many of the riversfished from Iowa to Montana, I askmyself, is my turfgrass industrydoing everything possible to reducecontamination of the preciouswater they live in? You can answerthat for me by turning your aware-ness into action. Tell me your envi-ronmental stewardship story andI’ll make sure it gets told to thosewho need to hear it.
I really wanted this message tobe about making sure you takesome time to recharge your spiritalong the way as I know you putin many long seasonal hours to getyour fields ready during the play-ing season. Trout fishing is a pas-sion that rekindles my spirit andalso reminds me that we all have arole to play in conserving andprotecting our precious watersupply. ■
Protecting our precious waterQ&A
BY DR. DAVID MINNER
Professor, Iowa State University
Questions?Send them to
David Minner at Iowa State University, 106 Horti-
culture Hall, Ames, IA 50011
or email [email protected].
Or, send your question to
Grady Miller at North Carolina State University,
Box 7620, Raleigh, NC 27695-7620, or email
