Job Seekers, Welcome to GCSAA Career Center
Employer Resources

The Candidate Experience

GCSAA Job Board is only for golf course maintenance department position advertisements

Government Compliance

The following is intended to be a summary of best practices for posting jobs online that comply with the Immigration and Nationality Act.

The Career Center prohibits any posting that requires U.S. citizenship or lawful permanent residence in the U.S. as a condition of employment, unless otherwise required in order to comply with law, regulation, executive order, or government contract and requires that all employers treat equally U.S. citizens, lawful permanent residents, temporary residents, asylees, and refugees in recruitment or hiring.

Please avoid the following language in job postings:

Only U.S. Citizens
Citizenship requirement*
Only U.S. Citizens or Green Card Holders
H-1Bs Only
Must have a U.S. Passport
Must have a green card

*UNLESS U.S. citizenship is required by law, regulation, executive order, or government contract.

For more information, please go to http://www.justice.gov/crt/about/osc/htm/best_practices.php


EEOC

It is illegal for an employer to publish a job posting that shows a preference for or discourages someone from applying for a job because of his or her race, color, religion, sex, national origin, age (40 or older), disability or genetic information. For example, a job posting that seeks "recent college graduates" may discourage people over 40 from applying and may violate the law.

It is also illegal for an employer to recruit new employees in a way that discriminates against them. For example, an employer's reliance on word-of-mouth recruitment by its mostly Hispanic work force may violate the law if the result is that almost all new hires are Hispanic.


Disclaimer

It is the responsibility of the Employer to verify credentials and other information provided by all applicants.


How To Create Job Postings That Attract Top Talent

Creating a job posting that produces great candidates is easy if you remember one thing: it’s an advertisement for your facility, not a job description. Too often, job postings are developed from internal job descriptions, which result in messages that fail to promote a golf facility's unique value proposition as an employer or attract response from top-level candidates. By using the following simple steps, you can create a competitive advantage and succeed in hiring top talent.

Step 1: Make a list covering…
  1. The personality traits that fit your golf facility’s culture.
  2. The education, experience, and certifications required or preferred.
  3. The primary responsibilities of the position.
  4. The unique features and environment of working at your facility.

Step 2: Put yourself in the candidates’ shoes by answering these questions…
  1. What would compel you to make a job change?
  2. What would attract your attention in a job posting?
  3. What information would you want to glean from a job posting?

Step 3: Use your marketing skills…
  1. Create a compelling headline and subhead.
  2. Write a brief intro paragraph to express your facility’s mission, vision and values.
  3. Tie the responsibilities of the position to your facility’s overall direction and goals.
  4. Use bullet points to highlight required (or preferred) skills and characteristics.
  5. Describe your offer package to include any special benefits, incentives and professional development opportunities.

Keep in mind that the most talented people have many options available to them including search firms, direct access to competitors, and infinite networking opportunities. However, they do review recruitment ads and if your job posting is especially inspiring and interesting, you will attract high-caliber candidates who can make a difference for your golf facility.


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