“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.

“Sports, it’s more than just excitement and fun. There is a business component involved.”

TSR Staff

This is written to assist those at the final step of the hiring process, the interview. During the interview, expect the interviewer to ask questions where the answers are found in your Resume/CV. At the conclusion of the interview comes the popular closing query, “Do you have any questions for us?”

To stand out amongst the other interviewees, your competition, take the interview to a place the interviewer would not expect you to go. Appear to be more than just a thrill-seeker looking to work in the glamorized Sports Industry. Interviewers are aware of the great demand for the employment opportunities their companies promote to the general public. This means that you have to be exceptional and be unique.

Know more about the position than the words posted in the job description. Understand the “health” or “sickness” of the industry the company is grouped in. Be familiar with the competitors, their products, and how they operate. Do you have ideas for a Mobile solution the company can undertake? Use your creative mind to suggest products and services the company should offer in the near future. If you come prepared to discuss that above then you will show your potential employer an awareness of INDUSTRY KNOWLEDGE.

Industry Knowledge is critical. Most employees are now expected to add more to their positions and the company than that contained in the job description. The depth of knowledge of its employees is extremely important to the growth and survival of a company. It allows the company to time trends in the market and successfully adapt. 

Extensive knowledge of the industry will also allow you to control the interview. Your grasp of Industry Knowledge should make your Resume/CV will rise to the top of the competitive pile. However, remember not to come across as arrogant but insightful.

The best source of the business side of the Sports Industry (Industry Knowledge) is the Street & Smith’s Sports Business Journal. This magazine is published weekly. It provides in depth analysis of Labor, Sponsorships, Finance, and other issues related to the business side of the Sports Industry.  Use this publication to add to the Value proposition you will provide during the interview.

“The profile should support your career target; yet unlike an objective, it should identify with the employer’s needs rather than your wants.”

Louis M. Kursmark, Sales & Marketing Resumes for $100,000 Careers

TSR staff recently reviewed the resumes of approximately 4 individuals seeking employment in the Sports Industry. Each resume contained an Objective Statement by the candidate. We eventually removed the Objective Statement as none clarified how their candidacy would add value to the employer.

The Objective Statement is now looked upon as outdated. The Objective Statement of most job-seekers are very self-centered with no employer focus. The statement usually describes the candidates future goals and aspirations. They do not convey how the candidate will fill the needs of the employer, where such need are conveyed through the description in the  job posting.

Employment candidates should instead use a Profile or Statement of Goals (both relative to the current position) in lieu of the Objective Statement. Either option should be job-focused, displaying how current skills and previous experiences will bring value to the employer. The Profile or Statement of Goals should not include a candidates future aspirations or need for “other opportunities.”  This can come across as a sign of instability as well. 

Remember, every part of the resume should somehow focus on the employer’s needs and not the individual goals of the candidate. 

Also, use as many BUZZWORDS as possible when writing either statement.

IMPORTANT: A resume is different than a personal statement used when applying for graduate school admissions. The personal statement is the “selfish” document, listing what YOU want to accomplish. The resume should be used for the needs of the employer.