Page 14 - GBC English summer 2022

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Golf Business Canada
Referrals:
• Staff referral bonus: word of mouth or by asking them to post to their social media platforms
• Member/golfer newsletter: adding all job postings to these, for instance ‘are your kids looking for work?’
Compensation, Benefits, Perks:
• FREE golf & cart privileges
• Wage increases: offering higher
than minimum wage
• Bonus/incentives based on
criteria achieved; on attendance and staying to the end of the season; and even when rehired following season
• Discounts in pro shop/restaurant • Professional and personal
development opportunities for
all levels
• Lodging options
• Flexibility in work schedules/
more options for time off
• Hire more staff to allow for
flexibility and time off
• Split crews into early morning
and late afternoon
• Recognition and rewards programs
• Offer scholarships for meeting
certain criteria
• Developed an automated train-
ing template for different depart- ments that helps get new team members up to speed quicker
• Group health benefits plan
• Transportation expense support;
provide a club vehicle to Super- intendent
Marketing / 3rd Parties:
• Clearly outline the benefits/ perks with creative job postings (fun and exciting job descriptions/postings/make them salesy)
• Post videos from the course that shows company culture including testimonials from existing staff
• Outreach outside the golf industry (good time as people are looking for change)
• Road signage
• Offer incentives (i.e. ski passes) if person attends interview
• Course website and social media platforms (Facebook, LinkedIn,
Twitter, Instagram)
• Online recruitment sites: Indeed | Kijiji | Jobboom | Craigslist | etc. • Local radio; newspaper (hard copy and website)
• Job Fairs
• Chamber of Commerce
• Provincial and local job center boards, including jobbank.gc.ca
• Government summer programs such as: SEED | Federal student
Summer Program | Young Canada Works | Community Business
Development Corp (NB) |Opportunities NB
• Local Employment Resource Centers
• Access local organizations that look to re-integrate their members into
the workforce including retirees; physical or mental impairment;
rehabilitation centers
• Allied Associations (CGSA, PGA of Canada, provincial PGAs and
superintendent associations
• University, college, cegep and secondary schools
• Local ski hills
• Join organization like Golf Industry Guru for best practices on hiring
and retaining
• Senior Community Centers
• International Work Program Sponsorships
Unique Interview techniques:
• Require video resumes
• Host group interviews
• Asking staff to audition for Beverage Cart positions, to be sure it is the
right attitude for the role
FOREIGN WORKER SUPPORT
Golf courses across the country are exploring the option of hiring international foreign workers to help fill vacant positions at their facilities. The Government of Canada has online resources available to help employers and there are specialized HR companies that are available to help you with the necessary paperwork to apply and help you through the process of interviewing, selecting, and relocating the successful international candidates.
Recently, the Canadian government has made some changes to increase the opportunity for the relocation of Ukrainians impacted by the current crisis in their country. When they arrive to Canada, many will be looking for a job. A new online portal at https://www.jobbank.gc.ca/report_note. do?cid=18538#er has been created to help employers looking for staff and also looking to help Ukraine at the same time. Employers simply need to create an employer file and then create the specific job postings. When submitting, indicate that this is for Ukraine and it will be sorted accordingly.
KEEP YOUR CURRENT EMPLOYEES HAPPY!
Once you have a great team, you want to be sure that you don’t lose them! What can you do to keep them? It may not be as difficult – or expensive – as you think. There are many common tactics that golf course operators can use to keep their staff at work and boost morale including: competitive compensation; reachable bonuses; awards/recognition; perks/benefits; teambuilding; and staff surveys.
But, another tactic that you should consider is routine conversational morale check-ins. These work because they deliver what employees truly