Applicant Tracking System – a software application that enables the electronic handling of recruitment needs.

Sports Industry candidates are up against a large number of competitors when applying for employment positions. As mentioned on multiple occasions, it is not unusual for an employer to receive over 100 applicants per position, which includes entry-level ticket sales positions.

There is now a new competitor facing today’s job seekers, a competitor which is invisible to the eye and does not attend Sports Industry Career Fairs.

The invisible competitor is called an Applicant Tracking System (ATS): see definition above. Any candidate applying for a position with a large sports organization (Pro-Sports Franchises, ESPN, FoxSports, SKY, etc…NOTE: An ESPN recruiter personally told me they use ATS software for their department) will have their Résumé/CV and Cover Letter immediately forwarded to an electronic database [NOTE: Small Companies are taking advantage of ATS Software as well].

Once in the database, HR managers and hiring personnel use various methods (Depends on the features of their unique ATS system) to “screen” potential candidates. Features for tracking candidates include location, experience, level of education, academic achievements, and years of employment within an individual sector. The ATS systems main purpose is to provide an easier method of finding “qualified” employees. Long gone are the days of sorting through hundreds of Résumés and CV’s of unqualified candidates.

As a candidate, your job is to figure out the best method in having your application materials appear visible. Going forward, it is probably best to have your Résumé and CV designed for a specific position. Each employer will have certain criteria they look for when selecting candidates for an interview. Most of the criteria will be contained within the job description. Therefore, tailor your Résumé/CV for each individual position you apply for. If the ATS system allows the submission of one Résumé/CV, then design for a “specific department” (Ex. Sales, TV Production, New Media, etc….).

Be prepared for the new era in Human Resource Recruitment! -TSR Staff

Employment Position: Account Executive
Employer: National Football League (NFL)

The 2011 Career Fair and Coach Clinic season has arrived. These events generate over 500 + in attendance, requiring an attendance fee as well. Some participants attend for the learning experience but most are present to seek an advantage in securing a Sports-Industry employment position.

With so many in attendance, how would you be remembered by “decision makers?”

1st, get the contact information (including email) of those you communicate with. Generate a meaningful conversation, where you ask more about the company’s or departments needs rather than discussing what you have to offer. This approach will provide pertinent information  you will use with follow-up letters. These letters should discuss HOW you meet the entity’s needs.

2nd, at the conclusion of the event mail a form letter to your contact(s). The content of the letter should discuss the subject of the conversation (To refresh memories) and how your qualifications address the needs of the organization. Most important, attach a SportsResume mini with this letter (Yes, this is a sales pitch, but your goal is to secure employment and not build a library of unnecessary contacts).

3rd, attempt to find out who will be in attendance (Speakers, HR Managers). Prior to the event contact these individuals by sending an introduction letter. The contents of the letter should contain your contact information, list of specialities and areas of expertise. Conclude by asking for a phone conversation prior to the event. 

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Instead of a business card, use the SportsResume mini as a calling card or method of contact. The Business Card contact method is old and outdated. Business cards are too small to contain accomplishments and achievements and provided nothing more than fancy logos and contact addresses.

Remember, as a candidate your goal is to secure employment.

Below is a message from an attendee at one of the annual PBEO Career Fairs. 

Newbie Offline Posts: 3

Re: PBEO Baseball Job Fair « Reply #6 on: August 19, 2009, 07:09:55 PM »   If you want to attend for the sake of being a part of the Winter Meetings spectacle, that’s one reason to go.  But the PBEO Job Fair itself is not necessarily worth your money, factoring in the airfare, hotel, membership fee and entry fee.  Most MiLB teams post their openings online (for free) with their official job posting site TeamWorkOnline.com.  It is rare that PBEO.com will have a job listing that is not already on TeamWork.  (It’s not in the team’s best interest when seeking qualified candidates to limit their search to only those paying PBEO dues.) If you’ve got the money, here are some benefits of attending the fair: -Meeting others looking for jobs in the industry -You MIGHT get a face-to-face interview -Cal Ripken, Jr. may be eating lunch in the hotel next to you. -You can say you were there when a big trade or signing occurs Asside from that there’s little advantage to spending the money required to get there and attend.  But if you do go, don’t forget your resume and work samples.

-noun.  a word or phrase, often sounding authoritative or technical, that is a vogue term in a particular profession, field of study, popular culture, etc.

Random House Dictionary

Buzzwords are very important for today’s Sports Job seeker. With the proliferation of Sports employment websites, the shortage of opportunities, and the large number of applicants, having the appropriate Buzzwords on the resume will provide a needed advantage.

Online employment databases contain hundreds, if not thousands of resumes. With such large numbers, hiring managers use electronic scanning methods to locate the resume containing the most “relevant” terminology applicable for the particular job opening. The resumes containing the greatest number of relevant words and terms will receive the most attention. Relevant words and terms include but are not limited to the Undergraduate Major/Minor course of study. 

Your duty as a job candidate is to read and analyze the job description and tailor the resume accordingly. Anyone reading this blog story should know what a synonym is. If the job description contains terms not specifically listed on your resume but having similar meanings, then make the necessary adjustments on the resume. 

Look at a few BUZZWORDS one could use for this position:

INSIDE SALES REPRESENTATIVE (Ticket Sales) - Cold Calling, Prospecting, Customer Sales/Service, Communication and Interpersonal skills, Attention to detail, Proactive, Negotiating, Presentation skills, Industry knowledge, Flexibility (work hours), New Business (ability to generate new business), Multi-task, Up-sell, Cross-sell, Sales goals (monthly, weekly).

Obviously both terms have some significance to be listed here.

We illustrate the terms Sales and Marketing  specifically for those seeking opportunities with a Professional Sports Franchise. An analysis of job descriptions show a teams need for those with Sales and Marketing experience (either or both). This is because the majority of a pro-sports teams revenues are generated from ticket and suite sales, suite rentals, and sponsorships.

If you have no experience in the sale of these products, no worry. The question is whether there is any sales experience in your background. This includes the sale of any product or service.

EXAMPLES:

Telemarketing: Phone Service, Credit Insurance, Postage Meters, etc…

Insurance: Life, Health, Annuities 

Investment Products: Mutual Funds, Stocks, Bank Accounts

Retail: Sale of Men’s/Women’s clothing, Electronics

Experience with Sales in any of these products qualifies you for a job with a sports franchise.

MARKETING: Your experience in Marketing lies in the sales pitch and approach to potential customers. Now, usually every organization has some standard sales pitch new hires are to use and abide by. This includes statements coaching you as to how to introduce the product. After the initial customer contact, good salesman usually adjust and tailor each sales pitch based on customer comments and responses. These adjustments illustrate a salesman’s ability to market the product.

If you were able to “close the deal” then you are great at marketing (Sales also).

Be sure to list any experiences involving the sale of a product or service on your Resume/CV, regardless of the nature of the product.

Coming Soon, Results v. Achievements………………