How to Write an Athletic Coaching Resume

How to Write an Athletic Coaching Resume How to Write an Athletic Coaching Resume There are thousands of high school and college coaches who apply for coaching jobs every year. Many have experienced success at the highest level and can stand out by name. There are many others who have leid had as much success, are trying to get their foot in their door, or move up the coaching ranks.How can they do that?By writing a coaching resume that sells themselves as the right person for the job.While resumes are not the sole criteria used to determine who gets interviews and ultimately hired for open athletic coaching jobs, its often required as part of the process. A resume is oftentimes a coachs first opportunity to make an impression with an athletic director, head coach, or hiring committee.What are the keys to writing a successful sports coach resume?Highlighting that undefeated season or state championship isnt enough. Break down exactly how you achieved success on and off the field. Bel ow, we break down what athletic directors and coaches look for when reviewing sports coaching resumes.The Best Resumes Focus on Results and AchievementsThe best sports coaching resumes focus on results, results, results.The fact that as a lacrosse coach you went 19-3 in your first year and beat your rival 11-4 in the biggest game of the year is not enough. Dig deeper, saysChris Fore,author of An Insiders Guide to Scoring Your Next Coaching Joband consultant atEight Laces.Fore has coached high school football for 16 years (head coach for eight) and has been an athletic director for six. Fore also has a Masters Degree in Coaching and Athletic Administration and currently serves as a hauptplatine member for the California Coaches Association.Youve got to highlight your accomplishments, Fore told Jobscan. Ive seen SO many stinking boring resumes. They just list the facts. They list titles and years and job descriptions. Ho-hum. Youve seen one boring resume, youve seen them all.He contin ued, Prove that youre a great coach on paper as best as you can. Tell me that you coached 3 collegiate linemen in one year, that you helped six kids get scholarships in just two years, what programs you started to help improve the GPA of your team, what the numbers were when you took over, and how you improved those while you were there. Dont just show me a win-loss record. Show me what the winning percentage was beforeyou got thereand what it was when you were there.Most collegiate athletic directors understand they are likely going to receive several resumes from a number of highly qualified candidates from an Xs and Os standpoint, saysKevin Buisman, Director of Athletics at Minnesota State University, Mankato.What separates candidates at the collegiate level is the ability to demonstrate success beyond the coaching aspect of the job, says Buisman. Does the resume showcase their ability to fundraise, work within a budget, and handle alumni relations and PR for the program? Can th ey sell the program to recruits and generate fan interest? Have they demonstrated they can hire the right assistant coaches and round out their staff?At the college level, there are little nuances within each division that college coaching candidates need to account for recruiting scholarship players at the Division I level versus non-scholarship players at Division III, public versus private institutions, schools with a religious affiliation. Do you have direct experience, or can you highlight values that show you are fit to work in this type of environment?And dont be shy. This is your one and only perspektive to brag.Youve only got 30 seconds with that resume in front of an Athletic Director, maybe up to a minute, adds Fore. Brag about yourself early and often. Make your career jump off that paper by using real stats, facts, and figures that make the person reading it say I need to talk with this guy.Human Resources and the Applicant Tracking SystemIt all goes through HR and a ce ntralized application process that requires pre-screening to ensure candidates meet the tiefpunkt qualifications, says Buisman. Its not like the old days when an administrative assistant would keep a box with all the resumes in it, and the search committee would get together and pass around resumes and talk about candidates.In todays world, and especially at the collegiate level, coaching resumes are typically submitted via an applicant tracking system(ATS) that is pre-set with criteria and qualifications for each coaching position. Each college or human resources department can determine what criteria must be met in order to get to the next step in the review process.HR departments protect the university from potential violations of institution, state, and federal laws, says Jim Fallis, Deputy Director of the National Wrestling Coaches Association and the former Athletic Director at the University of Northern Colorado and Northern Arizona State University.So typically, HR will want the department to provide a job description that list the minimum qualifications for the job, added Fallis, who was also the head wrestling coach at Lake Superior State University before moving into athletic administration. The initial task of the search committee is to determine that those considered have the minimum qualifications. Having served on numerous search committees and going thru literally hundreds of resumes and applications, you figure out in a hurry how to match the applicants skills to the minimum qualifications.Fallis advice to college coaching candidates?Read the job description and make sure your experience matches the minimum qualifications, and that that information is easy to find on your resume, adds Fallis. I would literally have a list of the minimum qualifications and go through a resume to first and foremost match up minimum qualifications. If I could not match all those up the candidate did not make it through the first cut.Generate your custom report ba sed on ATS matching algorithms belowOnce its determined which candidates have met the prescreening qualifications, search committee members can log-in to the applicant tracking system and review applications at their leisure.Resume writing tips for assistant coachesIf youre applying for an assistant college or high school position, be sure the resume highlights ways you can make an impact in the things most important to running an entire program. In college, showcase recruiting success, how youve made an impact with certain positions/players, highlight organizational and administrative skills.Office work is a part of the game. Coaches want assistants who can fill in and add value in areas where the head coach is not as proficient. Again, look for examples of what is required of the assistant in the job description and showcase where you have made an impact in those areas. Dont try and wow with a won-loss record alone.Many head coaches at the college and high school level run their w restling program like a business, I recently wrote in an article How to Write a Wrestling Coaching Resume. The head coach is the CEO, and the assistant coaches and support staff are the vice president, directors, and sales staff. Any good business also needs someone who can complete the administrative tasks necessary to run a program.If Im looking at a candidate and they cant help out with office work, if they cant communicate with athletes, parents, and administrators, they just arent going to be a competitive candidate at many schools, says Mike Clayton, Manager of the National Coaches Education Program for USA Wrestling and a former DI assistant and DIII head coach.In high school, assistant coaches should also showcase how they can add value to the program. Perhaps the head basketball coach is an offensive guru, but needs an assistant who can improve the defense. Or, a second assistant is needed to work with the booster club, organize schedules, practice times, travel, and fundra ising all aspects important to a high school program that an assistant can take on to let the head coach coach.Showcase examples or results from your past on your resume that demonstrate how you can fill those gaps.How to write a high school coaching resumeJerry Concannon is the owner and director of QuickSkills Soccer, a Pittsburgh-based soccer program providing instructional training and products for developing soccer players. Concannon is also a former assistant coach with the Duquesne University mens soccer team and played Division I soccer at Marquette University. He holds coaching certifications from the United States Soccer Federation and the National Soccer Coaches Association of America, and is a Pennsylvania West coaching education and license instructor who hires coaches that are certified and nationally licensed.Concannon offers behauptung resume writing tips for high school coaching candidatesSummaryOpen with a brief summary statement outlining interest in the position , but never use the word I. Instead, write something like this insteadHigh-energy coach with 6+ years of experience leading varsity soccer programs to success on and off the field seeking opportunity as head coach at Central High School.ProfileFollow with a professional experience category featuring 4-6 bullet points outlining your biggest accomplishments that most closely align with the specific coaching position youre applying to.This comes back to reading the job description and understanding specific needs. Highlight coaching certifications, leadership, off-the-field successes (academics), and program development, not just winning or won-loss record. Consider adding any coaching awards or honors in to a profile section.ExperienceAfter a summary and profile, list your coaching experience in reverse chronological order most recent to oldest. In the experience section, again, focus on bullet points of successes. Include information on how you increased numbers, improved certain as pects within the team or program, and successes, backed by examples of those successes.When reviewing various experiences, Concannon looks for coaching experience in the age group or at the level the candidate would be coaching.Do they have time working with players of that age and/or gender? says Concannon. In addition, can they provide some situational experiences that they may have dealing with certain situations that have come up in their career? For example, can the candidate share an anecdotal story in an interview setting about how they dealt with a situation such as playing time, an upset parent? Id also like to know how the candidate approaches disciplining an athlete in certain situations.Education and TrainingAfter experience, list coaching certifications and training, along with educational information. Coaching certifications are important. My perception of coaches who do not pursue coaching certifications is that they are not willing to develop themselves, or worse, th ey already think they know it all, says Concannon. Coaching is a lifelong learning process, and the pursuit of coaching education demonstrates both a level of professionalism as well as a willingness to learn to improve the experience of the athletes.Coaching PhilosophyIncluding a brief section on your coaching philosophy for that level can also help share more about your as a coaching candidate, says Concannon. This tells me if they align with the organizations principles and provides some insight on the candidates overall approach to coaching.Playing ExperienceListing a brief section about your past playing experience can also be valuable, however, dont let playing experience take over whats most important Showing value as a coach.Playing experience is likely a more significant factor for younger coaches trying to build their coaching career, says Concannon. Over time, the coaching experience can overtake playing experience in terms of a main factor in getting a job.Additional Inf ormationAt the end of the resume, try and add some info about soft skills (interpersonal/communication), unique attributes (matching what is requested in the job description if possible), and/or experiences that help you stand out as a candidate.Coaching is a job that requires an ability to establish rapport and motivate athletes, so it requires solid interpersonal skills and an ability to relate to people, says Concannon.Coaching resumes for youth sportsThe best coaching resumes for youth sports coaching positions are those that demonstrate both coaching experience and coaching certifications for the age group of the coaching position, says Concannon. In other words, does the candidate have experience with a large range of ages and genders? Has the candidate coached 6-year-olds and 18-year-olds? Coaching 6-year-olds teaches one to be concise in communication and flexible in approach. These are qualities that would help at any level of coaching, says Concannon.Proofread the resumeSp elling and grammar mistakes happen. Proofread the resume several times to avoid any mistakes if at all possible.Read it in different ways to catch errors your brain might be glossing over. Read the resume from bottom to top. Increase the size of the document on your computer to 150% to make the font bigger and easier to read. Print it out and read it. Write it one day, read it over the next.Also, make sure you update each and every resume for the specific job. Fore has reviewed several resumes where the candidate listed the wrong school on the resume or application package. Dont put in the hard work only to see it all for naught because its littered with errors. The little things are important as a coach and in writing a resume.At the interview Supplemental werkstoffs make an impactBuisman says leaving behind supplemental material such as program vision, a student-athlete handbook created by the candidate, documents outlining the candidates plan for the first 90 days, six months, or first year on the job, or a program philosophy or mission statement, can help candidates stand out.Once youre on campus, its an extended chance to share your vision for the program, to sell yourself and continue to tell your story, says Buisman.Remember, a resume alone wont get you job. But the goal of the resume is to get an interview and get your foot in the door. To get the interview, follow these tips the next time you write a sports coaching resume.Matt Krumrie has 15 years of resume writing experience and helps professionals at all levels, and in all professions including coaches create resumes that help them stand out and get noticed.

Call Center Key Performance Indicators (KPI)

Call Center Key Performance Indicators (KPI)Call Center Key Performance Indicators (KPI)Call centers have their own set ofKey Performance Indicators(KPI) that managers can use to determine the success of their operations. Below we will review the common call center KPI. Remember, though, that the key management issue is not what these numbers are, but ratherwhat you do with them. Call Center KPI There are many KPI that a call center can manage. Listed below are some of the common ones, with short descriptions. There are longer explanations further down. More business terms are defined in theBusiness Management Glossary. Time to AnswerHow long does it take for an werber to answer an incoming call?Abandon RateWhat percentage of the calls are lost before they can be answered?Call Handling TimeHow long does it take the werber to complete the call?First Call ResolutionWhat percentage of calls can be resolved in a single call?Transfer RateWhat percentage of calls have to be transferred to someone else to complete?Idle TimeHow much time does an agent spend after the completion of a call to finish the business from that call? Hold TimeHow much time does the agent keep the caller on hold during the call? Call Center Agent KPI In plus-rechnen to the metrics above, which can be accurately measured by an Automatic Call Distributor (ACD) phone systems, manycall centersuseQuality Monitoring programsto measure agent wertmiger zuwachs against less objective metrics such as the following. Phone EtiquetteHow did the caller or the observer rate the agents behavior or the call?Knowledge and ProfessionalismHow did the caller or the observer rate the agents knowledge of the product or service being offered or the procedures to follow to resolve the callers issue?Adherence to ProceduresHow well did the observer determine the agent did in following the script if there is one, or other procedures specified by the company for handling calls and callers? Call Center KPI Descri ptions Time to AnswerThis is a measurement, usually expressed in seconds, of the time from when a call is received until it is answered by an agent. It is a measure of the call center performance rather than of the agent performance. It does, however, depend on call center agents being available to answer calls when they are scheduled to do so. Thismetricis closely timed to Abandon Rate.Abandon RateThis is a measurement, expressed as a percentage, of the number of callers who disconnect, or are disconnected, before they reach an agent who answers their call. This is a measure of call center performance rather than agent performance. However, it is related to Call Handling Time. Call Handling TimeThis is a measurement, usually expressed in seconds, of the time an agent is on the call with the caller. This call handling time will vary from call to call depending on the nature and complexity of the callers issue. As a result, the call handling time of an agent on any one call is not a good metric. It is important to average the call handling time over a number of calls to get an accurate assessment of the agents performance. Average call handling time is also a metric for the call center as a whole and for individual teams within the call center. First Call Resolution (FCR)This is a measurement, expressed as a percentage, of the number of calls that are resolved during that call and do not require either the customer to call back or an agent to make an outgoing call to the caller with additional information. This is indirectly a measurement of agent performance. The better the agent is the higher their individual FCR will be, but it is not an exact measurement because the resolution of the call may require action by someone other than the agent, such as a supervisor or another department. FCR is difficult to accurately measure and should be evaluated with care. Transfer RateIn addition to First Call Resolution, some calls centers also measure transfer rate. This is a measurement, expressed as a percentage, of the number of calls that the agent has to transfer to someone else to complete. This might be to a supervisor or to another department. The reason for the transfer could be the fault of the agent, a request by the caller, or an incorrect routing of the incoming call.Idle TimeThis is a measurement, usually expressed in seconds, of the time an agent spends completing to work on a call after the caller has hung up. For example, it may be the time it takes the agent to put requested materie into an envelope and mail it to the caller. Some call centers require agents to handle such issues while the caller waits on the phone. This will result in a lower idle time value, but a higher Call Handling Time. Hold TimeThis is a measurement, usually expressed in seconds, of the time an agent keeps a caller on hold during a call. It may be the time needed to look something up or to talk to someone else to find an answer to the callers issue. Many ca ll centers also specify a maximum length of time a caller may be kept on hold without the agent checking back with the caller.Phone EtiquetteThis is a measurement, expressed as a percentage, of the quality of the agents etiquette during the call. It normally consists of a number of factors, sometimes weighted, that are checked off by a quality monitor listening to the call. The more factors that are checked off, the higher the agents score. These include items such as greeted the customer by name, spoke in a clear, calm voice, and repeated callers issue to verify understanding. Knowledge and ProfessionalismThis is a measurement, expressed as a percentage, of the quality of the agents knowledge during the call. This could be product knowledge in a sales call center or procedure knowledge in a customer service call center.Adherence to ProceduresThis is a measurement, expressed as a percentage, of how well the agent followed company procedures during the call. In a sales call center, t here may be a script the agent needs to follow. Other procedures specify how to greet the caller, how to terminate the call, when to transfer a call, how to respond to irate callers, etc.

8 Crippling Mistakes Job Seekers Make

8 Crippling Mistakes Job Seekers Make8 Crippling Mistakes Job Seekers MakeWhether wittingly or unwittingly, there are common and recurring mistakes job seekers make. These mistakes will either prolong your job search or derail it altogether. Dont let yourself fall prey to them.Not knowing your value. Your value is determined by two factors. First, what someone is willing to pay for the blend of skills and experience he or she needs and will use and second, the well-known economic principle of supply and demand. If there are many people who can deliver the saatkorn skills and experience, that drives the price you can command down. To best determine your value, research the going rate for the kind of work youre looking for and understand the job requirements. You can do this by talking to other professionals in that occupation or field, talking to recruiters and using online salary calculators. Figure this out early in the process, because your job search success depends on it. If you ask for too much or too little, youll eliminate yourself from the competition.Trying too hard. This reads as desperate. It looks like the used car salesman at a networking event, dealing out business cards like a poker game, or the slick intro that seems over-rehearsed and like bragging. Dont treat your job search like a sprint. This is your new life habit of building relationships and maintaining them. Your career is a marathon and nurturing these relationships ensures a fertile future. Negotiating salary too soon. When you attempt to negotiate during the interview, you are likely to eliminate yourself from the process altogether. Without a job offer in hand, it is unwise to attempt to reach mutually agreeable terms regarding salary, work locations, paid time off or any other element of the companys benefits. Wait until you hear the magic words We would like to offer you the job starting on X date and making $Y. This is your signal to begin negotiating.Not asking for help. Many try the job-searching thing all alone. They spend endless hours applying for jobs online, which bedrngnis only gets tiring, but also has a lower chance of translating into a job offer. Worst of all, it gets depressing. Some people even keep their job search a secret from their families, thinking they wont understand or be supportive. Start asking for advice and insight from those you know will be most helpful. Additionally, carve time into your day to reconnect with past colleagues, attend job seeker networking groups or even alumni groups. The good news is that everyone today knows someone who has lost a job due to no fault of their own. They will be empathetic just give them a chance. Sending mass mailings. A mass email announcing your unfortunate layoff or asking to keep an eye out for a job opportunity will almost guarantee you wont get a response. Unless the message is specifically worded for the intended individual it is bound to get overlooked. The recipient may think someone el se can help you better than he or she can or that you dont really need his or her help. Send your next message to an individual and then follow up. Personalize every bit of correspondence you send out.Taking the easy way out. Job searching is tougher than you imagine. Just submitting an application online and waiting for a response is easy. Taking the time, energy and risk to speak with someone inside the company is hard. This could also mean you need to take the time and energy to personalize every cover letter, rsum and thank you letter. To personalize each document, you need to research the company and individual and ensure your documents speak to the specific needs and wants of those receiving them. Always take the harder route.Riding out unemployment. Finding a job is going to take longer than you want, so it pays to start the search immediately upon your job ending. Approach each week with a sense of urgency and use the same discipline you used on the job to manage your time. The smartest time to consider relocation, a Plan B job or other options is on day one. Put them into play immediately by exploring and pursing opportunities that are a match for your plans. Its not my fault. It isnt anybodys fault that the economy is different today. Blaming others isnt going to fix the problem. The only one who can get you a job is you. So if you arent employed, it is your fault. For example, you should ask for an outside, objective review of your job search history, or have someone review your rsum and application against the job posting. You could also ask for help practicing common interview questions, or ask a third-party recruiter for feedback on your qualifications. There are a myriad of ways in which you can present your qualifications, millions of jobs to pursue and lets not forget, theres also the solopreneur option. Have you asked yourself what product or service you could sell easily and immediately? Amazing opportunities rise out of necessity. Decide to day that you have the power and control to get a job and see what happens.Hannah Morgan is a speaker and author providing no-nonsense career advice she guides job seekers and helps them navigate todays treacherous job search terrain. Hannah shares information about the latest trends, such as reputation management, social networking strategies, and other effective search techniques on her blog, Career Sherpa.