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- Meeting arranged at the Golf Club to present the services of Joy Edkins Golf Recruitment and to agree the Introduction Fee that can either be as a percentage of the offered salary, or a Fixed Fee that allows you to make an offer that does not affect the fee.
- Gain first-hand knowledge of the Golf Club to appreciate the environment and an understanding of the finite details of the requirement. If advice and guidance on a Job Description or Contract of Employment is required, this can be provided.
- Draft, for approval by the Club, an advertisement to be placed in the next available issue of the trade journal unless the vacant position is confidential and cannot be publicized at that point in time. Management vacancies are advertised in Golf Club Management, the official journal of the Golf Club Managers’ Association produced monthly. Food & Beverage vacancies are advertised in the Caterer & Hotelkeeper that is a weekly publication, every Thursday. If not confidential, the same advertisement is also publicised on the website: www.joyedkinsgolf.co.uk
- If the club name and location cannot be disclosed then it could be advertised on the website under a general heading without reference to the club in question.
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It is recommended that the Club should display a copy of the advertisement on the Club notice boards and a copy would be provided for this purpose.
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You will be required to sign an acceptance letter that confirms the terms and service levels agreed and confirmation that you will not engage another third party to handle the same vacancy.
- Handle the response from both the website and from Golf Club Management, as well as any direct responses made to the Club which should be forwarded to Joy Edkins Golf Recruitment.
- A thorough search of the existing database for candidates already registered who may be suitable. All candidates registered with Joy Edkins Golf Recruitment are required to complete a Registration Form to comply with the legal requirements within the recruitment industry.
- Having then carried out an initial filtering of candidates, preliminary interviews would then be held with those who appear more suited and have not yet been interviewed in person. The preferred method is to carry this out on-site at the Golf Club to allow candidates to gain first-hand knowledge of the Club themselves and at this stage candidate names will remain confidential. Those candidates that have been interviewed on a previous occasion will be invited to meet Joy Edkins at the golf club in question to appreciate the working environment and the style of club personally before confronting a panel interview.
- Recommend a short list to propose for interview by the Club and at this point disclose candidate information and submit their personal CV’s along with a brief summary on each candidate.
- Arrange the first interviews on behalf of the Club – it is usual at this time to provide Management candidates with a copy of the Annual Report and Club Accounts. For a Catering position they are asked to produce their version of a snack menu for the Club to be brought with them as well as previous menus they have worked to. Reimbursement for travel expenses for those attending the first interview are not expected.
- A list of ‘Suggested Questions for Panel Interview’ can be provided.
- Inform those not selected for interview that they have been unsuccessful.
- Arrange second interviews - for a Caterer they would normally perform a cooking trial as part of the second interview. For a Management position the second interview is normally more informal and may incorporate a few holes of golf with one of the panel, or a short trip out on the course in a buggy. It is also common for a candidate to request a round of golf prior to their initial interview and Joy Edkins will arrange this with the Club. It may be a gesture of good will from the Club to offer some form of reimbursement for travel expenses to anyone returning for a second interview, who is not local.
- When the position is offered, a confirmation letter is sent to the successful candidate stating that the offer has been made subject to satisfactory references and the acceptance and signing of their Contract of Employment. References are then requested on behalf of the club and forwarded on receipt. A confirmation letter is also sent to the Club detailing the offer that has been made.
- For anyone who either has a long notice period or may have to relocate, constant communication is kept up between the candidate and Joy Edkins to ensure that their plans are on schedule.
- Invoice the Club on start date and monitor the new recruit through their initial 12-week period in respect of the Refund Guarantee.
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