TSR writers have been contacting and interviewing Athletic Directors of major college sports departments. Our intent was to seek input as to what criteria they use prior to hiring a candidate as a head coach in their athletic department. You will notice that the answers vary.

The TSR writers submitted four (4) questions for review. However, the answers below are in response to the following question:

Do you place a great deal of emphasis on the structure
and format of the Resume/CV, Cover Letter and Portfolio?

Tom Osborne (University of Nebraska): “I certainly would look negatively upon a resume that was not grammatically correct or did not have references that would be of significance.”

Mike Holder (Oklahoma State):  ”I am more interested in talking to respected individuals in the profession that have personal knowledge about the candidate.  Lots of coaches look good on paper but I’m more interested in learning about the whole person.”

In summary, an athletic director will make the initial contact and inquiry for a candidates interests. When the time comes to put and submit your credentials in writing, no athletic director will hire someone to be the face of the university who cannot effectively express themselves on paper.

“I need artists”

- Steve Jobs, CEO of Apple Computer

The TSR staff may or may not be speculating when stating this, but most Resumes/CV’s are nothing more than replica’s of job descriptions. What we mean is that most candidates description of previous employment experience shows nothing more than the requirements of the job itself.

Having a resume/cv designed like this does not give Hiring Managers an accurate picture of your abilities. It only shows that you know how to do what is expected of you.  In today’s competitive job environment (And we will continue to repeat this..) you need to distinguish yourself from amongst the competition. You resume/cv should have “examples” of personal achievements and results. This will show a potential employer how “productive” you were for your previous employer. It also illustrates your need for further challenges.

What distinguishes you from the competition?

Obviously by providing the writing services, this writing should be considered a sales pitch.

However, the writers at TSR never want a Sports-Industry candidate to be put in a situation where you are called in for an interview for the purpose of being mocked. It does happen and surprisingly very often.

We will continue to advocate to all that you should never submit a Resume/CV or Cover Letter without getting a 2nd or 3rd set of eyes to view and analyze prior to submission. This is done to save candidates from becoming “time puppets” or “lunch-time entertainment” to Hiring Managers.

REAL SCENARIO:

One of our writers, while at a previous employer, had the opportunity to participate on an interview panel. A week prior to the interview date, a co-worker placed the candidates’ Resume on the main counter for all to see. Every grammatical error was highlighted. Special emphasis was placed on the candidates’ undergraduate major (B.S. in English).

Although granted an interview, this person was not selected for employment. This decision came as no surprise given the employer conduct prior to the interview.

This scenario can happen to anyone. Do not take the content of your Resume/CV for granted. You want your candidacy to be taken seriously and not as an employers side show.

“We no longer think these documents are relevant when evaluating candidates. It is as obsolete as the Objective Statement”

- TSR Writing Staff

The normal tactic used when producing a Resume/CV is to include the words REFERENCES AVAILABLE UPON REQUEST at the bottom of document. If requested, these references are nothing more than letters gratifying the personality and mannerism of the candidate. This is not the most critical information an employer would need when evaluating a candidate.

The TSR staff believes that Letters of Recommendation and references are no longer an important part of the recruitment process. They are nothing more than artificial enhancements of a person’s character. A candidate would never submit nor contact a person they feel would present any negative tendencies, characteristics, or behaviors to a potential employer. 

Second, Letters… from political officials or other popular figures replicate the content as those written from others. The name on the signature line is the only difference between their letter and those written by others. Candidates are sometimes under the assumption that being affiliated with someone ”popular” somehow enhances their chances of securing employment. (IMP:  Useful when Networking only)

Any employer who excites easily by the author of a Letter of …. should be removed from his/her position. The most appropriate method to evaluate a candidate is to contact his immediate and previous supervisor or manager. Both would have the most current interactions with the candidate, providing the most relevant evaluation of the candidates’ tendencies and proficiencies.