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.

TSR introduces a new product, the sportsresume MINI. The MINI is a 3×5 post-card sized version of a candidates Sports Resume/CV.

The writers at TSR will condense the information listed within a standard Sports Resume/CV. The MINI will contain the candidates contact information (Email address, phone number), areas of expertise, a brief summary of achievements, and the target position or industry area.

The proper use of the MINI include submitting with:

1.) post-interview thank you letters 

2.) pass out a Sports Career Fairs/Networking and Social events

3.) submit with “unsolicited” inquiry letters to Sports Executives.

The content and make-up of the MINI’s will be approved by the candidate prior to mailing. The cost of the MINI’s is $40, which includes a set of 45 MINI’s.

“Job descriptions are virtually the same. A Software Tester for Microsoft has the same duties and responsibilities as a Software Tester for Google, APPLE, Oracle, etc………..”

TSR Staff

Attention Sports-Industry Job seekers: 

There are virtually no available employment opportunities that have not been around for a while (Exception: Mobile Application Developer). This means that the position you are applying for and the one you currently have are not new to the labor market. We say this so that as a candidate you recognize the need for more on your Resume/CV to distinguish you from the competition.

For example as a hypothetical, TeamWorkOnline.com has a position listed for a Director of Sales position for the Washington Redskins. There are 4 candidates who intend to apply. Each candidate is also the Director of Sales for their current employer. In viewing their Resume/CV any Hiring Manager would expect to see the following job duties and responsibilities: Managed a team of ” ” Sales Representatives, Responsible for the ” ” territory, Provided training and coaching, etc…… The point we are making is that nothing listed above would distinguish them.

However, the fortunate candidate to get the position will be the one who provides more detail. This individual will include the specific dollar amount of sales his team generated, the % of increase in sales from a prior quarter, top performance/performer accolades, new business generated, amount of his/her responsible budget, etc….

These additional characteristics will distinguish the successful candidate from his competitors. 

Many people look at the Resume/CV as a document used for making a “normal” job description sound the more articulate. This is the wrong attitude to take when conducting a job search. The job description for any position listed on your Resume/CV should be no more than 2 sentences. The description will then be followed by as many bullet points to reflect “specific” Results and Accomplishments. This information is critical and may be the determining factor if you are one who has received no callbacks or inquiries from recruiters where your Resume/CV is located on an online Sports Employment site.