Tag Archive | "hiring managers"

ESPN: Career Management Center [Week of 10.6.13 – 10.13.13]


Welcome to the new ESPN Career Management Center, a weekly compilation of ESPN related employment news clips (To assist candidates with company interviews) and a weekly job list, featuring the company’s latest employment opportunities.

If help is needed in attempts to secure employment with ESPN, contact us at ECMC@thesportsresume.com. Email your Résumé/CV/Cover Letter + the ESPN job description.

ESPN uses the KENEXA Applicant Tracking System to screen candidate submissions, a very complicated software platform. If you are SERIOUS about securing an interview with ESPN Recruiters and Hiring Managers, contact us immediately!


WEEK OF October 6, 2013 – October 13, 2013

Career News:

ESPN builds SEC Network infrastructure (Courtesy of the Sports Business Journal)

ESPN Primetime Viewership v. Fox Sports 1 (Courtesy of the Sports Business Journal)

Researcher serves as information pipeline for ESPN’s golf crew (ESPN.com)

I Follow: ESPN Technology (ESPN.com)

NEW Weekly Employment Opportunities:

Program Coordinator, International Programming (Bristol, CT)

Product Manager, Live Products (Bristol, CT)

Senior HR Technology Analyst (Bristol, CT)

Sr. Accounting Analyst (Bristol, CT)

Associate Director, Advertiser Insights (New York, NY)

Content Editor (Bristol, CT)

Designer, Motion Graphics (Bristol, CT)

Account Manager (Glendale, CA)

Director, Audience Sales (New York, NY)

Designer, ESPN The Magazine (Bristol, CT)

Lead Designer, Motion Graphics (Los Angeles, CA)

Project Lead Application Developer I (Bristol, CT)

Manager, Collaboration Technology (Bristol, CT)

Project Senior Application Developer (Bristol, CT)


NOTE: Views and opinions within this blog post are solely those of the author and does not represent any affiliation with ESPN. The employment listings are also available on the ESPN Careers website.


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INSIDERS: Access to Sports Industry Recruiters and Hiring Managers

Sports Industry Job Seekers,

Consider joining the new membership platform called the INSIDERS: www.thesportsresume.com/insiders

Membership to the INSIDERS provides access to Sports Industry Hiring Managers and Recruiters + the individual positions they post. The Insiders: www.thesportsresume.com/insiders, will be updated daily. Updates include either posting new job opportunities by Recruiter or updating the list of personnel by company.

Membership Fee is $0.99 per month (Now featuring ESPN and NIKE)

Sign-up for the SPORTS JOBS DAILY: free eNewsletter posting NEW Sports Industry employment and internship opportunities, compatible with any mobile device (Android, Symbian, iPhone/Pad).

Posted in Applicant Tracking Systems (ATS), Industry Leaders, NUMBERS, Résumé/CV/Cover Letter(s), StudentsComments (0)

How Productive Are You [?]: Achievements, Benchmarks and Metrics


This is pure speculation, but there are only two new jobs that have been created within the last 10 years: Mobile Application Developer and Social Network……(fill in the position, thanks to Apple, Facebook, etc….).

With that said, as a candidate, what can you add or provide on your Résumé/CV to distinguish your candidacy from the competition, getting noticed by Hiring Managers and Recruiters while navigating through the Applicant Tracking Systems?

I recommend including some form of “measurable” ACHIEVEMENTS/Benchmarks or Metrics for each employment position listed on your documents. This will display how productive you are (current position) and were (former positions) to potential employers. Your potential employers would like to know the type of person (work habits) they are considering bringing into their organization.

The Résumé/CV of most Sports Industry job candidates resemble the contents contained within a job description: 3 to 4 bullet points of information documenting the responsibilities of the position. Nothing distinguishing.

Examples of Achievements include the following: Sales Numbers ($ amount), Attendance Numbers, Social Network platform [Connects, Likes, etc…], Sponsorship dollars, # of recruits who became starters on 500 + teams (Coaches), etc…

Remember, include some form of Achievements [Benchmarks or Metrics] for all employment positions, current and former.

NOTE: If one-to-one help is needed in completing the Job Application Screening Questions, give me call: www.clarity.com

Posted in Applicant Tracking Systems (ATS), Résumé/CV/Cover Letter(s), StudentsComments (0)

HUMAN RESOURCES: Reebok and the San Francisco 49ers

Enclosed are summaries taken from the job descriptions of Recruiter positions recently posted by the NFL San Francisco 49ers and Adidas subsidiary, REEBOK.

We believe that Sports Industry career seekers should be aware of the hiring criteria for these positions. This could provide some insight as to how Recruiters / Hiring Managers screen candidates, the platforms they use for recruiting efforts, company diversity initiatives, screening processes, industry relationships, etc……..

NOTE: The REEBOK position requires a familiarity with the LinkedIn platform


RECRUITER Job Description: Reebok


Develop effective sourcing systems and strategies to identify key talent in accordance with Reebok hiring needs.
Responsible for developing and executing a strategy to ensure constant flow of high quality candidate leads
and names into assigned key pipelines.
Serve at the lead Recruiter for Reebok internship and co-op positions and manage all university relationships.
Serve as key team member for staffing initiatives including: on-boarding program, employer branding and diversity
Design and implement effective administrative systems for resume management and flow to ensure legal compliance
and efficient and effective candidate pipeline development.
Source, screen and interview candidates in response to current openings and to build relationships with the
direct lines of business.
Develop and deliver training tools for line managers and Human Resources personnel which ensure high quality and
lawful interviewing and selection practices.
Develop a strategy for building relationships with a diverse pool of passive candidates to ensure a strong
pipeline for future Reebok positions.


Bachelor’s Degree required.
3-5 years of experience in full-cycle recruiting required.
Previous experience recruiting for apparel/footwear designers at all levels and experience recruiting across
various marketing functions is a plus.
Experience recruiting for positions globally preferred.
Strong internet and direct sourcing experience preferred.
Excellent interviewing, interpersonal, and communication skills.
Previous experience conducting competency based interviewing preferred.
Experience producing a strong pipeline of qualified candidates at all experience levels.
Previous database management or resume tracking experience required.
Previous experience with LinkedIn Recruiter is preferred.

Head of Human Resources Job Description: San Francisco 49ers


The purpose of the Head of Human Resources is to direct all of the people functions of the organization in a manner that enhances our ability to meet our strategic objectives and makes this a great place to work.. This position is a hands-on administrator and advisor who will also be responsible for (i) organizing and staffing the HR department, (ii) remaining up to date with policies, best practices and trends as well as evaluating and, where necessary to improve the organization, revamping existing policies and practices, (iii) engaging in strategic human resource planning to provide the company with the optimal structure for current and anticipated operations and the right people for each position, and (iv) guiding the company in the best use of its talent, including through an effective review and training program.

• Create, develop, organize, implement, direct, supervise and evaluate the organization’s human resource function and performance for a dynamic organization.
• Improve productivity by enhancing systems, policies, procedures and practices on personnel matters and by making the organization a great place to work.
• Establish credibility throughout the organization with management and the employees in order to be an effective listener and problem solver of people issues. Work directly with department managers to assist them in carrying out their responsibilities on personnel matters.
• Provide technical advice and training to others within the human resources discipline.
• Evaluate personnel needs across the organization, taking into account anticipated business growth, and develop, and build consensus on, strategy for optimal personnel organization
• Direct recruiting efforts for the business organization including advertising, screening, interviewing, conducting background checks including references, and drafting offer letters.
• Create, plan, and implement training and mentoring programs to educate staff and identify appropriate mentors to help grow talent.
• Enhance and/or develop and implement appropriate policies and programs for effective management of employee relations, sexual harassment, employee complaints, workers compensation claims, external education and career development. .
• Assist with the implementation of HRIS. Manage the human resource information systems database and necessary reports for critical analyses of the HR function and the people resources of the organization.
• Develop and manage progressive and proactive compensation and benefits programs to provide motivation, incentives and rewards for effective performance and to provide programs which utilize an employee and company partnership for the short and long-range health and welfare protection of the employees. Guide company through the various stages of the health care reform act.
• Enhance and direct the performance evaluation process along with the review, preparation and administration of wage and salary programs.
• Oversee and manage the new hire orientation, on-boarding and termination process.
• Assure timely and efficient handling of HR paperwork, including workers’ compensation and benefits matters
• Manage the budget and other financial measures of HR.

• Keep finance and legal informed and up to date by communicating regularly.
• Participate on committees and special projects and seek additional responsibilities.
• Accomplish all tasks as appropriately assigned or requested.

Experience, Competencies and Education

An experienced leader in human resources is:
• A role model, leading by example, and maintaining a positive, open and friendly and respectful attitude, with high ethical standards and an appropriate professional image.
• Someone with excellent judgment, who listens well, implements effective, efficient solutions to problems and naturally earns the respect necessary to implement changes to better the institution
• A strategic thinker who will develop creative ways to use the Human Resources function to improve the organization and to meet the organization’s strategic goals, as they may change over time
• A person with ability and know-how to build an HR department and the technical skills and analytical ability to be a hands-on administrator.
• A well-organized and self-directed individual who is a team player.
• An intelligent and articulate individual who can relate to people at all levels of an organization and possesses excellent communication skills.
• An excellent facilitator who is experienced in resolving conflicts between different parties to a dispute.

Bachelor’s degree with a SPHR certification or ten to fifteen years’ related experience; or equivalent combination of education and experience.

Ability to read, analyze, and interpret common scientific and technical journals, financial reports, and legal documents. Ability to effectively respond to sensitive inquiries and complaints from employees, regulatory agencies, or members of the business community. Ability to effectively present information to top management, public groups and/or boards of directors.

Posted in Applicant Tracking Systems (ATS), Résumé/CV/Cover Letter(s), StudentsComments (0)

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