Mark Coscarello: Talent Acquisition Manager at the USGA – Work in Sports Podcast - a podcast by Brian Clapp - Work in Sports

Mark Coscarello, Talent Acquisition Manager for the USGA joins the Work in Sports podcast to discuss how he finds the best talent for the job.Hi everybody, I’m Brian Clapp Vice President of Content and Engaged Learning for WorkinSports.com and this is the Work in Sports podcast…There is nothing quote like Sundays in the summer with golf on the TV. I’ll admit I don’t have the time to sit down and watch 4 hours of a tournament every weekend, or for that matter to get out and play, but there is something special about the US open and father’s day. The United States Golf Association’s biggest event of the year, it’s the perfect marriage of fatherly celebration, perfect weather, and the relaxing comfort of a day perfectly tailored for golf fans. But the USGA isn’t just a one trick pony, focused on a singular championship event. They are the governing body of golf in the US and Mexico - in charge of establishing the rules, creating the national handicap system, testing golf equipment for compliance, and conducting 14 championship events and two international team competitions each year.To accomplish these types of yearly goals takes staff, lots of staff, ranging from Data scientists and Senior Directors of Championship Administration to museum librarians and interns. The opportunities are vast at the USGA and they all channel through a talent acquisition team headed by this weeks guest Mark Coscarello. Mark knows better than anyone, an organization thrives based on the strength of their employees. He knows it’s his over-arching goal to attract the best talent to come work for the USGA and then help to establish a culture and environment that will make them want to stay. But I guess I should let him tell you all about that... Here’s Mark Coscarello, Talent Acquisition Manager at the USGAQuestions for Mark Coscarello, Talent Acquisition Manager at the USGA1: You’ve been in talent acquisition for over 20 years and have experience at major institutions like Google, Johnson and Johnson and Pfizer - as you compare those huge operations to your current role in Talent Acquisition for the USGA, what makes sports different from an employment standpoint?2: So many people play golf and are fans of golf -- but we both know that doesn’t necessarily qualify them to work in golf. What is your process for finding people that have the right skills to work in your operation3: You’ve been at the USGA for almost 3 years now, have you observed any patterns of demand? Are there certain roles or positions that are growing in need? 4: Let’s talk about the hiring process in a little more detail, you represent a premiere brand, one that hundreds, likely thousands of people, would love to work for. When you have an opening, what is your process for narrowing the field to a manageable number5: Every student I talk to has an innate fear of being just another resume in a stack of applicants. How does someone catch your eye in the process?** Follow: What about standing out for the wrong reasons? Are there any pet peeves you see on resumes, cover letters or other materials? Things that make you cringe?6: When you are going through the process with a candidate - whether it’s a phone interview or face-to-face - you’ve been doing this a long time, do you work off gut feeling, or a more data-centered process?7: Obviously every situation and every role is different - but as you look back over the people who have been hired during your time in sports, is there a certain trait, skill or aptitude that is consistent across those who become successful?8: what is your take on the right way for someone to follow up with you or someone on your team? This is likely the most common question I get – “I interviewed for a job but haven’t heard anything, what should I do!”…well, Mark, what should they do?

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