If you were on the Search Committee?

[Adam_Messix]

A friend of mine has been asked to be on the Search Committee for the new Green Superintendent at his club.  The club is in the southeastern US.  Bermuda greens and is well established and healthy club.  He asked me to pose the following question before this group:  "What questions would you ask a candidate if you were on a Superintendent search committee? . He also wonders what kind of expectations would you have for the successful candidate.  He thanks you in advance for your advice and counsel.

[Greg Tallman]

The problem with asking anything techical is that the one posing the question would not necessarily know if the answer was right, wrong or just a load of BS.

That said...

You're wish is to become the caretaker for XYZ Golf Club. Please list the top three areas of concern that you would look into immediately upon taking over.

A successful applicant can not only answer the question but also educate the committee at the same time while setting the expectation for future programs. Of course that could backfire depending on the club, its finances and the disposition of those on the committee.

[Mike_Young]

I would ask him three questions.  I would first ask him how much money it would require for him to operate at an acceptable level if he were being paid on an incentive tied to conditions and budget.  And then I would ask him how much would he ned to give the club the conditions they wished if money were not the object.  And lastly, do you consider the unltradwarfs to be better than bent in the SE?

[BCrosby]

I would ask:


- name your favorite three golf courses in the SE not named ANGC;
- what would he do with the course assuming money is no object and the board will approve anything he wants;
- what would he cut back with two thirds the current budget and half the staff;
- what steps would he take if serious water restrictions are imposed;
- what is his experience with and views of ultra dwarfs and does he agree that in our lifetime all greens in the SE will have them;
- what is his experience with and views of zoysia fw's and tees?


These questions pertain to ATL area courses. In other areas the questions would be different.


Bob

[BCrosby]

If this is an ATL area job, I would also ask (as no doubt Mike Young would as well) if he prefers Varsity chili dogs or Sally Rand Through the Gardens? Fries or rings? PC or Frosted Orange?


Questions any employer would have of a prospective employee around here.


Bob

[Jerry Kluger]

You are interviewing a professional who no doubt will have some very significant experience as this is a well healed club that will probably be prepared to pay for his expertise.  So the first question I have for the committee is why is the current superintendent leaving?  Next, were there any areas that you felt needed improvement, and if so, I would ask the candidates how they would deal with those issues.  I would next try to determine how well this person would work with the current staff and how he deals with club members and separately how he deals with and communicates with greens committees and club officers.   What you shouldn't do is have each member of the committee ask about his or her pet peeve or their opinion on a particular issue as those matters must first be addressed by the committee to determine if they want the superintendent to handle that matter or it is something that they don't want done. (This could be redesigning a green, bunker or hole, or maybe change type of sand or grass, etc.) The ultimate question is if you are trying to maintain the current conditions or are you looking to improve certain areas and that is what you need to address.

[Don Mahaffey]

Is every golf employer you've had listed as a reference. If not, why?
(I don't believe the "perfect" employment record-club needs to contact all employment references)

How do you feel about having a club selected consultant checking in from time to time
(most turf consultants are selected by supts and know that the best way to future consulting work is to make the supt look good. I believe honest feedback is what real pros want and they would welcome a second set of eyes once they know it is about help, not blame) 

What is your program for scheduling irrigation?


Expectations? Level headed individual who has worked his way up. I'd be looking for upward movement, not a bunch of lateral moves in his career. I would give the edge to someone who has been successful supt at a lower level-lower budget club over an assistant from a "name" club. I'd be looking for someone who finishes things...education, projects, doesn't move around a lot...and I'd give next to no weight to association titles or awards.

[Greg Tallman]

Is every golf employer you've had listed as a reference. If not, why?
(I don't believe the "perfect" employment record-club needs to contact all employment references)

How do you feel about having a club selected consultant checking in from time to time
(most turf consultants are selected by supts and know that the best way to future consulting work is to make the supt look good. I believe honest feedback is what real pros want and they would welcome a second set of eyes once they know it is about help, not blame) 

What is your program for scheduling irrigation?


Expectations? Level headed individual who has worked his way up. I'd be looking for upward movement, not a bunch of lateral moves in his career. I would give the edge to someone who has been successful supt at a lower level-lower budget club over an assistant from a "name" club. I'd be looking for someone who finishes things...education, projects, doesn't move around a lot...and I'd give next to no weight to association titles or awards.

Hey, popularity contests and beauty pagents are important stuff, just ask Miss Columbia, I mean Colombia... I mean Phillipians... I mean Phillipines!

[Anthony_Nysse]

...and I'd give next to no weight to association titles or awards.

I would agree with Don 100%. Some of the best thinkers, manager and turf growers in our industry are "letter less." Don't be swayed by CGCS or MGSC and the others. Find someone with passion, that fits what you're club is looking for and doesn't view your club as a stepping stone. You don't want to have to go through this in 2-3 years.

[Bill_McBride]

If this is an ATL area job, I would also ask (as no doubt Mike Young would as well) if he prefers Varsity chili dogs or Sally Rand Through the Gardens? Fries or rings? PC or Frosted Orange?


Questions any employer would have of a prospective employee around here.


Bob

Do chili dogs bark in the night?    I think that was Lewis but not sure. 

[Bill Brightly]

Before I'd ask the candidates anything, I'd make sure the club knows what they are looking for in a superintendent. Are you looking for someone who can run his crew, come in under budget, and produce really good playing conditions? Or someone who can produce superb playing conditions with an unlimited budget and write excellent monthly "course updates" to the membership ? Do you want someone who gets his hands dirty and can operate the equipment? Or a manager who delegates everything?


I'm fortunate to belong to two clubs and each has a great superintendent. But if I switched supers, moved each one to the other club, there would be a riot at both places!

[Joe Hancock]

Not many applicants will be incapable of growing grass. So;

1) Business acumen

2) People skills/ friendliness/ how they treat people

3) Favorite courses and playing conditions

In no particular order.
 

[Pat Burke]

Don, Really like the part of your post below.  It has been amazing how often I have seen new supers hired when nobody
has personally visited the place he is currently working to see the product he provides for the budget provided.
In this day and age(too often), the amount of waste vs product presented is staggering.




"[size=0px]Expectations? Level headed individual who has worked his way up. I'd be looking for upward movement, not a bunch of lateral moves in his career. I would give the edge to someone who has been successful supt at a lower level-lower budget club over an assistant from a "name" club. I'd be looking for someone who finishes things...education, projects, doesn't move around a lot...[/size][/color][/size][size=0px]and I'd give next to no weight to association titles or awards[/size][/color][/size][size=0px]."[/size]

[Patrick_Mucci]

Adam,

Don't take this personally or as a negative , it's really intended as constructive criticism, but if your friend is that much in the dark, he should resign from the committee.

It's not in the club's or the field of candidates best interest for him to continue to serve.

This is an area where learning as you go doesn't serve anyone well.

A friend of mine has been asked to be on the Search Committee for the new Green Superintendent at his club.  The club is in the southeastern US.  Bermuda greens and is well established and healthy club.  He asked me to pose the following question before this group:  "What questions would you ask a candidate if you were on a Superintendent search committee? . He also wonders what kind of expectations would you have for the successful candidate.  He thanks you in advance for your advice and counsel.

[Nathan Gingrich]

I would agree with Tony that finding the right fit is critical. For example some clubs may want an extremely visible superintendent while others don't really care to see him/her. Questions should be less directed toward agronomy and more toward general approach. In our business the grass is the easy part. Dealing with members, home owners, county/state/federal governments, and mother nature are the difficult parts.


One of my favorite questions that I was asked is "Who do you call if you need help?" Most guys will have a long list of colleagues they call but some would sooner let your course die than ask for help.   

[cary lichtenstein]

I've hired superintendents before. I've always asked a very respected superintendent to recommend someone to me. I did it with Butler National, always on the annual top conditioned course list. He gave me one of his assistants who was ready to move up.


My interview with him was mostly casual, getting to know his family, history, and rather than interrogate, I asked for an open stream of consconsiousness from him

[Adam_Messix]

Adam,

Don't take this personally or as a negative , it's really intended as constructive criticism, but if your friend is that much in the dark, he should resign from the committee.

It's not in the club's or the field of candidates best interest for him to continue to serve.

This is an area where learning as you go doesn't serve anyone well.

A friend of mine has been asked to be on the Search Committee for the new Green Superintendent at his club.  The club is in the southeastern US.  Bermuda greens and is well established and healthy club.  He asked me to pose the following question before this group:  "What questions would you ask a candidate if you were on a Superintendent search committee? . He also wonders what kind of expectations would you have for the successful candidate.  He thanks you in advance for your advice and counsel.

First of all, thank you to everyone for their ideas, it is most appreciated. 

Pat
I think that you are jumping to a quick conclusion and it is exactly the opposite of your thoughts and a compliment to those who post on this site.  He wanted to hear some different viewpoints. 

[Don Mahaffey]

We keep hearing that growing grass is the easy part or every applicant can grow the grass....maybe growing grass is easy, but consistently providing a high quality golf surface isn't easy at all IMO.


It seems people in the business are always trying to shift the focus away from agronomy and more to the business, HR, compliance side, and I think it is that side that is easy. I believe there is an abundant  supply of applicants who excell in the non agronomy specialities, but the supply of applicants who have a history of great green keeping will be more scarce.  Clubs have specialists who can assist the new supt like HR people who can help, CPAs who can help, marketing professionals and Golf Professionals who can help with member relations.
The Supts specialty is not just grass, it is providing a great golf surface, and being a steward of the golf course.  I wouldn't start trying to check the secondary boxes until I know for sure I've checked the primary.

[Joe Hancock]

We keep hearing that growing grass is the easy part or every applicant can grow the grass....maybe growing grass is easy, but consistently providing a high quality golf surface isn't easy at all IMO.


It seems people in the business are always trying to shift the focus away from agronomy and more to the business, HR, compliance side, and I think it is that side that is easy. I believe there is an abundant  supply of applicants who excell in the non agronomy specialities, but the supply of applicants who have a history of great green keeping will be more scarce.  Clubs have specialists who can assist the new supt like HR people who can help, CPAs who can help, marketing professionals and Golf Professionals who can help with member relations.
The Supts specialty is not just grass, it is providing a great golf surface, and being a steward of the golf course.  I wouldn't start trying to check the secondary boxes until I know for sure I've checked the primary.

I agree, of course, but a lot of guys are addicted to spending other peoples' money. It doesn't hurt to find out if the applicant has a problem.

[Don Mahaffey]

Certainly and that is why it is so important to do thorough reference checks.


And while we know every individual and every circumstance is unique and we shouldn't generalize, here comes my generalization ...in my travels it seems the best golf turf is lean....lean on water, feet, and chemical remedies, and it just seems the guys who grow lean grass are lean in their department as a whole...like they've learned their knowledge and discipline can replace the cycle of infusing high cost remedies to address problems.
Maybe I'm just seeing what I want to be true, but I think there is something to it.   

[Joe Hancock]

Certainly and that is why it is so important to do thorough reference checks.


And while we know every individual and every circumstance is unique and we shouldn't generalize, here comes my generalization ...in my travels it seems the best golf turf is lean....lean on water, feet, and chemical remedies, and it just seems the guys who grow lean grass are lean in their department as a whole...like they've learned their knowledge and discipline can replace the cycle of infusing high cost remedies to address problems.
Maybe I'm just seeing what I want to be true, but I think there is something to it.

Yep. The part guys like us don't understand is why clubs want superintendents who don't think like this. Mike Young has a name for a contest that measures something, but I can't remember what that is.....

[RDecker]

If you are considering a Super you have to see his product, once having done that it would seem that he/she who produces the best conditions cheapest would make sense as best candidate.  It would be easier for a super who does a lot with a little to spend more, going in the other direction wouldn't be as likely a success.  Local and regional knowledge is very important.  Growing grass in Buffalo will be nothing like growing grass in Westchester though both are NY.

[Rob Collins]

I've actually been in this position, & the two most important things for me are:
A. Are you hands on? ie. Do you get out & work? You absolutely positively do not want a guy who sits around in the office all day staring at the monitors and/or spends all day in a golf cart. Double check the references & make sure you're getting a worker.

B. Do you have experience with the types of grasses at .... course?

B is not as important as A, but it's nice if you can get both.

[Jason Walker]

A friend of mine has been asked to be on the Search Committee for the new Green Superintendent at his club.  The club is in the southeastern US.  Bermuda greens and is well established and healthy club.  He asked me to pose the following question before this group:  "What questions would you ask a candidate if you were on a Superintendent search committee? . He also wonders what kind of expectations would you have for the successful candidate.  He thanks you in advance for your advice and counsel.

My club in New Jersey went through this last year.  We were replacing a 39 year superintendent.  My first advice would be to hire a top-rated search firm.  They handled our initial search and narrowed 175+ applications down to 20 before even the first round of reviews before the committee.   This was an absolutely invaluable part of the process and there's no way we could have handled this in-house.  If his club has already reached that point, than I apologize for this piece.

We had another round of committee reviews to narrow down CV's and candidate overviews from 20 to 10.  Again the search firm was a huge asset here.

Once we were at 10, the interviews began, and frankly any of the 10 would have been a home-run.  We were most concerned with philosophies regarding classic architecture (1921 course with renovation by Forse and Nagle in 2007), course presentation, cultivation philosophies, why leave an already established good job? (half our candidates were supers, the rest were assistants), work philosophy (hands on?), irrigation, and personality fits.  We left the technical questions to the search firm and they did a great job when they culled the finalists.

Hope this helps.

[corey miller]

I would ask what his golf architecture book library looked like.