We are excited to introduce our very own Communications Manager, Mitch Rupert, on this episode of Leadership on the Links!  Mitch facilitates the interview process, interviewing candidates and sharing key takeaways with the hiring managers we serve.  Prior to working with Tyler Bloom Consulting, Mitch worked as an award-winning sports journalist, covering professional sports, Phillies minor league baseball, collegiate athletics, high school athletics, all the way down to the youth-level sports. He incorporates his research and interviewing skills into his daily work with us, ensuring he finds the best candidates for the roles we fill.  In this episode, Mitch shares the importance of having a plan for your hiring process and getting candidates excited about your facility.  If You Put in the Effort, You’ll Get Better Results While working with a recruiting company is a great way to lessen your workload and streamline your hiring process, it’s still important for hiring managers to be involved for better results.  If you are hiring for a position that is central to your operations, this is especially true. When reviewing application materials and interview recordings, you want to pay enough attention to get a sense of your candidates and chime in when you’re excited about one. Communication Is Key Hiring managers need to be communicative of their needs and willingness/ability to be involved in the hiring process when working with a recruiter. By setting the stage before the interview process, both parties can understand their expectations and work together more effectively. That’s why Mitch is always sure to ask hiring managers questions like: What are you looking for in a candidate? How involved do you want to be in the hiring process? When a hiring manager stays involved and gives their input, they are likely to get better results. Likewise, this ensures that the hiring process meets essential deadlines and milestones.  It’s Okay to Be Excited! Mitch finds that candidates often try to act borderline aloof when interviewing. However, he finds that those who are more enthusiastic during the interview tend to stand out more. It’s good to show that you are passionate as a candidate. This shows you take initiative and have a good attitude. The same goes for hiring managers. You can be excited about certain candidates and expressive of what your golf course needs. This helps us as recruiters find you the right fit for your roles.  Enjoy this episode with Communications Manager, Mitch Rupert… Soundbytes 38:48-39:06 “This is the most important thing I cannot stress enough. It's okay to be eager and excited when you go into a job interview. I run into far too many people who are just borderline aloof. You know, they show zero excitement.” 40:36-41:00 “From a hiring manager perspective, I would say, have a plan in place. When you sit down for that in-person interview with a candidate and show them how you can help their career, you know, because I'm going to ask, in my initial interview, what their career goals are and where they want it to go. Show them how you can help them because just about everybody who's involved wants to be a superintendent or wants to be a director.”   Quotes  “You can't glance over resumes or try to do an interview in five minutes, you have to give it the attention it deserves.” “If this is a very important part of your operation, you have to give it the attention and the due diligence that it needs to make it an important part of your operation.” “I don't think we're at a point now where you can ask people to work 65 to 70 hours a week for 30 weeks out of the year and not have repercussions to that.” “Show people how you can help them get them excited about the job and help get them excited about your facility.” “Number one, you have to love working outside number two, you have to love working early mornings.” “I think that's a