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Page 6 Volume 11 Issue 4
E
very Tennis Director or Head
Professional goes through staff
changes throughout their career.
This information will better prepare you for
hiring your next Tennis Professional.
Before you begin your search it is important
to have a job description of what
responsibilities will be of the professional.
The job description should include responsibilities
such as help directing lesson programs;
teach private lessons, help organizing
special and social events, contribute in
newsletter or website information and any
other duties specific to your facility. It
should also include special requirements
such as possess outgoing personality, be
honest, courteous, be on time for work,
understand facility rules and procedures
and appearances should be part of the
description.
Once you have put a job description
together the next step is to organize a list
of criteria you would look for in the applicant.
Experience, playing background and
college requirements could be on this list.
With this list you also should list your program
strengths and area you would like to
increase or improve. This is where you may
want this applicant to fit your program,
whether it would be adult, junior or social
programs.
Now that you have made a description on
the type of professional you are looking for
it is time to publish your advertisement.
First write a detailed description of the
facility and job you are trying to fill. To get
the most resumes possible, publicizing in
all the jobsites that are available will help
you find the right person. USPTA, PTR, Bob
Larson and Tennis Jobs, are just a few of
the websites available. Now let the
resumes come in, give yourself ample time
to accumulate enough resumes to fill your
position. I usually give approximately 4
weeks for resumes to come in.
Once you begin receiving resumes put them
into three categories:
1. Resumes that you feel fit.
2. Resumes that may fit.
3. Resumes that don’t fit.
Be sure these resumes have references
attached. Once you have found resumes
that fit, the next process is to begin your
phone interviews with 6 to 10 applicants.
Some questions that may be good to ask are:
1. Tell me about yourself?
2. Responsibilities of your last job?
3. Why are you interested in this
position?
4. Personality Type?
I also think it is time to call the reference
listed on their resumes. This can give you a
true indication of the type of applicant you
are looking at and whether their professional
fits your facility and staff. The next
process is to narrow your applicants to 5
and the next step would be to send them a
questionnaire to fill out asking both on
court and off court skills. This is a time you
ask for salary requirements.
Some questions include:
1. Communication skills
2. Preference of teaching (adults or
juniors) (clinics or private lessons)
3. Strengths and weaknesses
4. Team player, getting along with staff
Be sure the questions you are asking pertain
to the job description.
Now it’s time to narrow the field to 3 applicants
and bring them in for a personal
interview. All my interviews are a 3 part
process.
1. Question & answer by both parties
(1 hour)
2. On court teaching (both group and
private)
3. Playing with another pro or member
The total time of my interviews take
approximately 3 to 4 hours. I want to get a
good feel from the applicants.
Once you have interviewed all the professionals
make any of the reference phone
calls to be sure of their backgrounds. Now
it’s time to make your decision. Offer the
job to your best applicant and be sure to
notify the applicants who did not get the
job. Our next process at my facility is a
background check and drug test. Once the
individual has passed both of these, the
person becomes an employee of the club.
byTom Cascarano, Greensboro Country Club
Be sure to discuss a date and time to begin
work.
You have hired this staff member now it’s
time to train this professional. Start by
giving them the employee handbook of
all the rules and procedures of the facility.
The pro should be knowledgeable of all
the rules and regulations. Be sure you
emphasize on all the Tennis Rules. Next
you want to expose the pro to as many
members as possible. This will help members
put a face to a name and help promote
lessons. You should write up a bio
and place in the newsletter and website
for exposure. Having a social that introduces
the pro is a good way for exposure
and have the pro play with the members.
Another part of exposure is for the potential
lesson clients. Make a list of the members
and have the pro call them and introduce
himself as the new professional and
possibly set up a time for a lesson. It is
your responsibility as the director to create
as much exposure as possible for this staff
member.
Now the pro is off and running. Your next
responsibility should include periodical
evaluations. 1 month, 3 month and 1 year
evaluation is good to keep your staff member
on the right path. Be sure to be positive
with strengths and success, but don’t
forget to discuss areas of improvement.
I hope this has given you the information
needed for your next Tennis Professional
hire. Good luck!