Jobs in sport

Jobs in sport by Michael Cheary ‘It’s not about whether you win or lose. It’s about how you play the game.’ Also, it doesn’t hurt to get paid for it…If you eat, sleep and breathe sport, finding a job that combines your passion with your profession could be the perfect career move for you. However, sometimes the hardest part is knowing just what jobs are out there available to you.To prove it’s not all shorts and whistles, here are some jobs in sport you could be doing right now (no P.E. equipment necessary):Football AgentWhat they do: Represent a player in all aspects of their career. They negotiate contracts on behalf of the player, put them forward for and manage potential transfers, handle marketing and endorsement activities, and can even act as advisors in their business deals. They also take care of the resulting paperwork which comes with all of the above (clue: there is a lot).What you need: Aside from excellent negotiation skills, an in-depth knowledge of the market is of paramount importance. Agents must know how much their client is worth, how the market looks, and what offers are out there. You will not need a degree, but you will need specific qualifications.What you can earn: Usually between 5% and 10% of their player’s deal, although the best in the business could go even higher.Perfect for: People who always complain about footballer’s contracts.Their advice:  â€˜Talk to my agent’  (Clever footballers)Our advice:  Anyone can become an agent, as long as they pass the right exams. However, there are only around four major employers, and the majority of the rest of the market is populated by small independent agencies or self-employed agents. With this sort of competition, it’s vital to know the market you’re in. Things like average wages for the league you operate in, an in-depth knowledge of bonuses and other add-ons, and budgets for teams looking to strengthen will all be invaluable.Personal TrainerWhat they do: Help clients re ach their personal fitness goals. Typically working one-on-one, and at client’s homes/at the gym/in the open, it’s their job to draw up specific fitness plans, help keep clients motivated and improve their physical condition.What you need: A degree in Sports Science would help set you apart, but is by no means essential, as you will need specific qualifications before you start out. Discipline, endurance and a motivational personality, however, are non-negotiable.What you can earn: Typically around £25,000+, depending on company and level of experiencePerfect for: People who like to pump iron.Their advice:  â€˜Impossible is nothing’  (Muhammad Ali).Our advice:  If university wasn’t really for you, don’t panic. There are a number of courses out there to help you get up-to-speed, some of which are offered directly by the gyms themselves and even come with a guaranteed job offer as a result.How to become a Personal Trainer »View all Personal Trainer courses »View all Perso nal Trainer jobs »PhysiotherapistWhat they do: Administer treatment to people with injuries or physical difficulties. The work they do in the sports industry is invaluable, primarily helping their patients rehabilitate from and, ultimately, overcome injuries.What you need: A caring, trustworthy and motivational personality. Helping people get over extremely difficult injuries can be both mentally and emotionally draining, so the ability to build rapport is similarly essential.What you can earn: Will start around £20,000, but can increase to around £35,000 once fully qualified and experienced.Perfect for: People with healing hands (but not Achilles heels).Their advice:  â€˜A champion isn’t about how much they win. It’s about how they recover from their downs’  (Serena Williams)Our advice:  You will need a degree in Physiotherapy (or a postgraduate award) in order to become a Physiotherapist. However, practical experience can be an essential part of the application process, s omething which makes voluntary work particularly valuable in this field. Check the NHS page on volunteering, as well as opportunities with any local physiotherapy clinics.How to become a Physiotherapist »View all Physiotherapy courses »View all Physiotherapy jobs »Sports JournalistWhat they do: Break the latest sporting news to the public, whether it’s online, in print, on television or on the radio. They could work covering one sport in particular, and with one publication, be multi-specialist, or even freelance.What you need: Most employers will require a candidate to hold a journalism degree. However, it is possible to pursue a career in Sports Journalism without although you will need a natural flair for writing and a dedicated online following or portfolio of work to move up in the industry.What you can earn: Entry level is around £15,000. Rising to £30,000+ once provenPerfect for: People who like to talk about sport. A lot.Their advice:  â€˜They think it’s all over. It is now…’  (Kenneth Wolstenholme)Our advice:  This industry is highly competitive, and you will need to demonstrate your skills as much as possible. Start blogging about your favourite sport, engage with people on social media, offer to work for free at your local newspaper, radio station or sports club (freelance, in any discipline) and do whatever else it takes to perfect your craft. Use your experience to build a portfolio of your work, and send this with prospective applications.How to become a Journalist »View all Journalism courses »View all Journalism jobs »Sports PsychologistWhat they do: Sports Psychologists work with athletes and sports teams to help them cope with the psychological demands of their professions. Whether it’s coming back from a difficult injury, learning how to out-think opponents, or just dealing with the pressure of being in the public eye, good Sports Psychologists know how to get the most out of their clients.What you need: Aside from a good knowledge of psychological theories and best practices, excellent communication skills are absolutely essential. A Psychology degree, not to mention registration with the Health Care Professions Council (HCPC), will also be necessary.What you can earn: Salaries for Sports Psychologists start around the £20,000 mark, although this figure will reach in excess of £40,000 for more senior positions.Perfect for: People who don’t just watch sport, they listen to it.Their advice:  â€˜Never set limits, go after your dreams, don’t be afraid to push the boundaries.’  (Paula Radcliffe)Our advice:  Aside from a degree, most Sports Psychologists have master’s degrees, and even PhDs. With this amount of commitment involved, it’s vital to know if becoming a Sports Psychologist is really what you want. Use available resources, such as the advice provided by the British Association of Sport and Exercise (BASES) and the British Psychological Society (BPS), not to mention the advice of tho se already working within the field, to make sure this is the right choice for you.How to become a Psychologist »View all Sports Psychology courses »View all Psychology jobs »StatisticianWhat they do: Compile and analyse complex data, usually relating to team or individual performance. Statistics are being used more and more in sport, with a view to determining trends and using available data to improve understanding or performance. A good Statistician could literally be a game changer. Just ask Brad Pitt…*What you need: First and foremost, you will need to have a good head for figures, as well as excellent attention to detail. You will be dealing with lots of intricate data on a daily basis, and one small mistake could completely change the curve.  A degree will also be necessary.What you can earn: £20,000 or so for a junior positon, although this could almost double with experience. Some Statisticians may pursue the profession part-time, to supplement their regular income (P rofessors, for example).Perfect for: People who don’t think Sabermetrics is a dirty word.Their advice:  â€˜Im a firm believer that if the other side scores first you have to score twice to win.’  (Howard Wilkinson)Our advice:  If you’re really interested in getting into sports analysis and statistics, you need to immerse yourself in it. Read books by sports statisticians, use existing sources to learn and start extrapolating data and coming up with your own trends. Use what you’ve found to build a portfolio of work, and take that to any potential interview to show what you can do.View all Statistician jobs »Other roles to consider: Coaching, teaching, sports advertising, sports development, sports management (for example, gyms and leisure centres), referee/umpire.*In Moneyball. Not just in general.Find a job What Where Search JobsSign up for more Career AdviceSign up for moreCareer Advice Please enter a valid email addressmessage hereBy clicking Submit you agree to th e terms and conditions applicable to our service and acknowledge that your personal data will be used in accordance with our privacy policy and you will receive emails and communications about jobs and career related topics. Career Development

How to Optimize Your Career Page in 3 Simple Steps

How to Optimize Your Career Page in 3 Simple Steps This article is written and sponsored by Breezy HR â€" an intuitive, flexible and affordable ATS that thinks everyone on your team should be a part of recruiting and hiring. Yup, even those pesky marketers. Breezy â€" A Breath  of Fresh HR. Recruiters are such special snowflakes! So focused, so driven to build relationships over data sets. Coming from a lifelong marketer, this is high praise conversion rates and optimization tests are my bread and butter (and jam, come to think of it). While I appreciate that your job isn’t about what color button will drive .5% more clicks, or which display placement provides an extra fraction of a minute on page, I’ve noticed some easy wins you might be missing on your career pages. Come on into my world for a few minutes, and let me show you three actionable secrets to move from the serviceable career portal you’re currently tolerating to a high-converting, landing-page-style career page that truly resonates with your visitors. Secret 1: Match your message Go ahead and ponder this: 90% of visitors to the average Career Page bounce. That means your possible prospect clicked the link or advertisement for your career page, took a millisecond gander, and left. 1. They didn’t read the positions available. 2. They didn’t click to find out more. 3. They sure didn’t gasp with delight. In fact, the only breathing involved was a disgruntled sigh.  When I see high bounce rates (like 90%!) happening on one of my banner ads, my gut tells me that there’s a message mismatch. Whats a message mismatch? A message mismatch occurs when the messages that your visitor receives from an ad or from your main site don’t line up with what they see on your landing page â€" your careers page, in this case.  To know for sure if this is what’s happening to you, look at the ads or links pointing to your career page: Do the first words that they read on the page (maybe Careers or Current Opportunities or Work with Us) match the link that they clicked to get there?  Does your career page look like it belongs to the rest of the site? Is the logo present, are the colors similar, is the font the same? Is the imagery similar or (preferably!) the same as the area that they clicked from? Or is your career page pretty generic? Is it largely devoid of branding, or (disgruntled sigh) branded by a third party that they’d never recognize? Is it missing the language that brought a candidate to click in the first place? See, when we plunk candidates down on a mismatched page like that, they lose their footing, and we lose their trust. Boo.  Take your time to match your career page to the messaging and imagery that brings your prospects in to start with. Secret 2: Get so emotional, baby Stop me if you’ve heard this one: It’s late at night, and you’re finally finishing up some online tasks that have pretty much prevented you from eating all day. Out of the corner of your burning eyes, you see an ad with a gleaming slice of pizza, its steam curling from its golden crust, the cheese on the slice stretching away from the pie. It glistens. You click. A grid of coupon-like squares and text take over the screen, replacing your heavenly pizza.  Thud.  Like it or not, you were lusting after that pizza, and the clunky coupon page did absolutely nothing to satisfy your urge. Beyond the total message mismatch, that grid prompted no emotion. Likewise, whatever way you got a candidate to the career page, you want them to get emotionally invested in your company once they’re there. It’s probably not going to be lust you’re after (no judgement! You do you), but here are more useful examples: Inclusion, prestige from National Geographic: We offer a unique opportunity to be part of a world-class institution, a strong global brand, and an organization with a rich history of scientific discovery and exploration. Easy enough for a brand like theirs, right? Ok, let’s get a little less famous. How about a software review company? Driven, successful, powerful from TrustRadius: We measure ourselves by the value we create for our stakeholders, and not by the size of our team, the number of features in our product, or the amount of capital we raise. We are building a culture that thrives on innovation and don’t believe learning stops in your twenties. Go ahead and marvel at that kind of honesty in tech world â€" I did. Now, let’s go completely unsexy, but still rocking some solid emotion. How about a manufacturer? Dedicated, secure from Rainier Industries: We are committed to developing our people to become the best in the industry. We reward ourselves for hard work, dedication, and being easy to work with! The easy to work with portion comes off a little better when you see the team member group shots (note: they are not stock photos!), but you still get the point. It’s a fun bunch that works hard. Done and dusted. BONUS!: Once you start putting emotion into your career page, you’ll find that you attract similar types to your company. It’s a subtle kind of audience targeting â€" by driving the emotions your perfect candidate wants to feel, you’re pushing away the kind of candidates who aren’t comfortable with them. Secret 3: Add social proof This past weekend, my other half and I went patrolling the city for a new dinner place. We’d been here, we’d been there, that place was closed already … we ended up parked in front of two restaurants, one Japanese and one seafood, side by side. Radio on and A/C humming, we both hopped on our phones and set to online research. The results? 1. Price points: Almost identical. 2. Menus: Mouthwatering, and well-presented. 3. Wait times: None to speak of. What made the difference? Detailed, relevant social proof. The seafood homepage displayed an elegant, descriptive pull quote from a local paper’s review. The header of their online menu had a carousel of Facebook reviews. Their footer had Yelp reviews.  The Japanese place? For all their fanciness, they produced a graphic 5 stars! with no reference. The seafood place clearly had a landing page optimizer on staff. They got our dinner date dollars, and a review from yours truly when the night was over. There’s no rule that says you shouldn’t bring social proof to your career pages â€" it baffles me that most companies don’t do it! Your employees are your single best source of intelligence and insight into the day-to-day of your company. Use them! Here are a few ways to make the most of your social proof: 1. Get the deets: I love working here! isn’t as persuasive as “Awesome Company is truly committed to our career development. Last year, I attended three industry conferences with Awesome Company’s support, and my sales numbers have dramatically improved as a result.” 2. Selfies welcome: While you’re rocking on the testimonial front, show off the faces behind the words. We connect with people through their eyes and expressions, and a connection is exactly what you want from your potential candidates. 3. Keep it current: Unbiased votes like the Best place to work in your geography or vertical are fantastic …but only if those votes are recent. As a rule, keep reviews more than two years old off your career pages. You don’t want candidates wondering what happened since 2013 that you’re not telling them. Bottom line Use these CRO secrets to create hooks for prospective candidates to latch onto and try to connect with on an emotional level. After that, think of your career page as a way to tell prospective candidates how your company can make their life better! I know you have that part down pat. This article is written and sponsored by Breezy HR â€" an intuitive, flexible, and affordable ATS that thinks everyone on your team should be a part of recruiting and hiring … and that you should love your career portals.  Breezy â€" A Breath  of Fresh HR.

Holiday Pay Explained What It Is, How It Works, U.S. Laws - Algrim.co

Holiday Pay Explained What It Is, How It Works, U.S. Laws - Algrim.co Understanding holiday pay can be complicated. You might be wondering what the laws are on holiday pay. And what holidays are eligible for holiday pay. Plus many more questions that are absolutely valid as an employee. Let’s jump into simplifying holiday pay and showing you how to understand holiday pay in the simplest way. Table Of Contents What Is Holiday Pay? How Much Is Holiday Pay? How Does Holiday Pay Work? What Holidays Are Considered Eligible For Holiday Pay? What Is Holiday Pay? Holiday pay is when an employee is compensated for holidays when they are not actually present on the worksite. For example, Christmas Day. An employee is paid for a full 8 hour day even though they are at home for Christmas Day. This is what holiday pay is. The laws regarding holiday pay are controlled under the Fair Labor Standards Act (FLSA). Holiday pay is not a requirement for part-time employment. It is also not required for full-time employment. Though, majority of full-time employers pay for holiday pay because the employee is often paid an annual salary (regular pay not determined by working hours) and they are usually not on the worksite during the holidays. Holiday pay is sometimes given to part-time employees as a benefit. If you are concerned about whether or not you will receive holiday pay as a part-time employee, you should ask your employer what their policies are regarding these days off. How Much Is Holiday Pay? Holiday pay is paid your regular compensation. For example, if you are paid $15 per hour, you will be compensated the equivalent of $15 per hour for your holiday pay. This is different than overtime pay, where you may receive additional compensation for working additional hours. If you are paid an annual salary, your holiday pay will be the equivalent as well. How Does Holiday Pay Work? Holiday pay is included as part of your regular paycheck. Paychecks are usually made on 52-week terms, meaning you will be paid every two weeks. Holiday pay will be included along with your regular paycheck. That means if, in your regular pay period, you are paid $1000. But during Christmas week you receive holiday pay, you will still be paid $1000 for your regular pay period during that holiday week. What Holidays Are Considered Eligible For Holiday Pay? Each employer will determine what they feel which holidays are eligible for holiday pay. Some employers follow “bank holidays” while other employers follow “market holidays”, and others follow their own list of holidays they are comfortable paying for. Be sure to ask your employer what their policies are. But average paid holiday days in the U.S. are: New Year's Day Memorial Day Easter Independence Day (4th of July) Labor Day Veterans Day Columbus Day Martin Luther King, Jr. Day Thanksgiving Day Christmas Day Christmas Eve

BeerGuy Need Not Apply; PartyGirl Wont Get a Whirl - Personal Branding Blog - Stand Out In Your Career

BeerGuy Need Not Apply; PartyGirl Wont Get a Whirl - Personal Branding Blog - Stand Out In Your Career Like most important things in life, during a job search the devil certainly can be in the details. Take the email address you choose to useâ€"or even accidentally use!â€"in your job search correspondence, for example. Don’t think it really matters all that much which one you use, as long as you just use one? Think again. The email address you use during a job search can irrevocably (and quite unnecessarily) brand you as someone or something far removed from the professional image I’m sure you want to project! Remember, you only get one chance to make a good first impression, and if you use an email address that suggests anything other than total professionalism, you certainly won’t leave a good first impression. Over the years as a professional “headhunter” I have seen email addresses used by potential candidates that, at times, absolutely flabbergasted me. I simply couldn’t believeâ€"and still can’t believe!â€"that a candidate, any candidate, could be so completely oblivious to the image(s) such email addresses were likely to project to hiring professionals. And in the event you think the email addresses I feature in the headline to this post, i.e., BeerGuy@myisp.com and PartyGirl@myisp.com, were just fabricated to make my point, let me assure you they were not. These are actual email addresses used by two real candidates who submitted applications for positions our recruiting firm, The Hire To Win Group, was attempting to fill for our hiring company clients! What’s more, these are two of the tamer email addresses culled from our candidate files! (After all, this is a “G-rated” post!) For further illustration, here are just a few more email addresses from our archived candidate files (I am NOT making these up!): LazyDad@myisp.com (What company wouldn’t want to consider hiring such an apparent ball of fire?!) GolfNut@myisp.com (Unless he/she is applying for a golf pro position . . .) FrazzledMom@myisp.com (Who wouldn’t want to work with this woman?) All of this, of course, begs the question as to why in the world any candidate would choose to use such an email address during a job search. Was it one they used during their college days, or perhaps during their pre-professional days? Maybe. Did they simply “forget” to change their email address to a more professional one? Or, had they been using the email address so long that they simply didn’t “see” it any longer? Who knows. Could be for any variety of reasons. Regardless of the reason(s) for continuing to use such email addresses, the fact remains that using one during a job search today can certainly start the potential candidate off on the wrong foot. Recommended, Professional Email Addresses So, what type of email address is recommended to be used during a job search? It’s certainly acceptable to have some fun and select one that suggests your professional strengths, or one that emphasizes the positive professional image you want to project to potential employers. For example, the following email addresses would fall under that category: TopSalesGuy-Gal@gmail.com BeanCounter1@gmail.com TopChemist1@myisp.com ILuvSelling@myisp.com In nearly all cases, such email addresses would certainly be acceptable and would indeed project a professional image. When in doubt, however, the email address construction I usually recommend to candidates we groom to present to our client hiring companies is the following: FirstName.LastName@yourisp.com Why do I recommend this construction? Easy answer: Because I know this email address is virtually always acceptable and poses no risk of projecting a negative image! Normally, you will have little, if any, difficulty registering this type of email address on your ISP (Internet Service Provider), unless, of course, you have a quite common name, such as “Tom Jones,” “Susan Smith,” et al. In that case, you usually are given acceptable options, such as Tom.Jones1234@myisp. I know what some of you reading this post may be thinking at this point. Is the email address you use during your job search really such a big deal? Or, to borrow a phrase from Old Bill Shakespeare, is this issue merely a “tempest in a teapot”? For those of you who may indeed be thinking this, I refer you back to the paragraph above about getting one chance, and one chance only, to make a good first impression. Certainly, a well-designed, professional email address will not get you an interview or a new job offer. But I can absolutely, positively guarantee you that one that conjures up all kinds of negative (or less than positive) images, whether accurate or not, definitely has the potential to sink your job candidacy before it ever gets off the ground! Why would you even want take such a risk?! ___________________________________________________ This post is a modified excerpt from Skip’s latest book in the “Headhunter” Hiring Secrets Career Development/Management publications series, Career Stalled? How to Get Your Career Back in HIGH Gear and Land the Job Your Deserveâ€"Your DREAM Job! For a Sneak Peek at the first THREE Chapters of Career Stalled?, email Skips editor, Michael Garee, at mlgaree@headhunterhiringsecrets.com, and put CS? Three FREE Chapters in the subject line. NOTICE:  Offer ends Oct. 8, 2014! Going on a job interview soon? Know someone who is? Download Skips FREE PDF entitled, How to ACE the Job Interview, by clicking HERE.

A Word of Warning For Writing Dissertation On Resume

A Word of Warning For Writing Dissertation On ResumeBefore you begin writing a dissertation, it is important to have a resume ready so that your letters of recommendation can be included with your resume. A good resume is essential, and if you do not know how to write a resume, you should find a writer that will take care of this for you.Writing a resume is very similar to writing a dissertation; the only difference is that your dissertation is a summary of your work to a resume focus more on what you can do for the company and your potential for future employment. The title of your resume must clearly state the job position that you are applying for, the date that you are planning to begin work, and what position you would like to hold. You must also put in your contact information such as email, phone number, fax number, and website.Program courses and classes that you have taken may also be stated on your resume. You may want to send out your resume and letter of recommendation to all of your prospective employers before you begin your work, but most do not expect you to do this, as most departments, schools, and universities expect to hire individuals that they meet with you during your first interview. If you do not get the position that you are applying for, do not feel bad, there are many other people who have applied for jobs that did not get the positions. However, you should have a resume on hand when you go to interview so that you can be prepared.Resume writing is usually done when a candidate is making their second or third resume. Resumes have become such an integral part of the hiring process that there is little if any room for customization. You are expected to follow the same format for a resume and a letter of recommendation.It is not necessary to provide specific information regarding your academic background, previous employers, or any affiliations to your prospective employer. This information can be filled out later, but it is not require d. When you begin writing your letters of recommendation, start by giving them an honest assessment of who you are as a person. Give them a sense of your personality and describe who you are as a student, faculty member, or administrator. You may wish to show them the different ways that you have contributed to the growth of the university. In this way, you can demonstrate your worth to potential employers.Once you have taken the time to write a strong letter of recommendation, you can then read the document aloud to the hiring staff. Your letter of recommendation should be designed with the hiring personnel in mind. Make sure that you do not make them feel that they need to make an immediate decision, but rather you must only be able to provide them with some of the basic information to help them in the process of determining if you should receive an offer.Lastly, you should remember that your resume will be read by many people throughout the world. This means that you want to make sure that your resume is professionally written. In addition, do not compromise on quality for speed.

Best Advice for Interviewing Strategy

Best Advice for Interviewing Strategy I love the philosophy behind this post on Ask The Headhunter. It truly is the best interviewing advice ever. It is written for employers, kinda, yet clearly explains the logic behind what the employer is or should be thinking! What it says is Think of the interview as your first day of work! And then goes on to say: Inthe interview, you should expect (or hope) to hear the most compelling questionthat any candidate can ask: “Would you like me to show how your company will profit from hiring me?” (Yah, it’s no surprise. It’s the same question you’re asking, if you behave like your own job matters, and that hiring great people matters is a manager’s #1 job.) The candidate should be prepared to do the job in the interview. That means walking up to the whiteboard and outlining the steps he or she would take to solve your company’s problems. The numbers might be off, but the candidate should be able to defend them intelligently. In order for you to be able to show how you would solve the companys problems, you will have to learn what they are. They wont have them listed on their website, which mean you will have to talk to a lot of people and do some research. If you really think about it, many companies have the same sort of problems: doing more with less, making money, saving money, improving customer service, etc. So it doesnt matter what kind of job you do, you will always be fixing a problem, otherwise the company wouldnt be hiring. Before your next interview, prepare for it as if you were starting your first day of work, sleeves rolled up and ready to go!

Can you be happy at work AND unhappy - The Chief Happiness Officer Blog

Can you be happy at work AND unhappy - The Chief Happiness Officer Blog Gerardo Amaya asks this question: I dont know if youve already talked about this, but this thought really disturbed me. I heard a lady talking at a friends birthday party about her retirement. She said that she has never been happier since then, but the phrase that really makes me wonder was, when she said I loved my work, but since my retirement I can finally do the things I really love. Looks to me like an oxymoron, but can this be true? She used to work as a financial adviser and she said that despite the fact that she is retired, she loves to make all the financial reports and calculations for her house budget because she misses it to much, so I guess she still loved the financial world. Can you see the conflict here? So my question is, she loves her job, but she was wanting something else, but when she retires she had that something but misses her job. Is it possible that she loved her work but never realized it while looking forward for retirement? Can we say that she was happy and now she is not? Thats a great question how can you both enjoy what you do and yet long to put it aside in favor of other pursuits. I dont really have an answer for this. What do you think? Please write a comment, Id really like to know your take. Thanks for visiting my blog. If you're new here, you should check out this list of my 10 most popular articles. And if you want more great tips and ideas you should check out our newsletter about happiness at work. It's great and it's free :-)Share this:LinkedInFacebookTwitterRedditPinterest Related