How to get hired by Cricket Australia

Hello friends!

If you’ve been struggling to break into sport, this will help drastically.

Allison Robison, the Executive General Manager of People and Culture at Cricket Australia, spoke to SportsGrad Members about the hiring process and what sport organisations look for.

BTW - Fast Track Members get access to the full 58-minute recording where Allison drops bomb after bomb on how to get hired, quickly. Video available at the bottom of the page.

Here’s what we covered:

1. Job Application Process and Networking

Allison discussed the differences between how job seekers and hiring managers approach the job application process, including networking, applying for jobs, and structuring interview answers. They also touched on the importance of structuring answers and rephrasing them for a general audience.

2. Networking in Job Search Strategies:

Allison discussed the disconnect between job seekers and hiring managers, emphasising the importance of networking in job search. She explained that hiring managers often rely on their network and personal connections to fill vacancies, making it crucial for job seekers to build relationships and connections within their desired industries. Allison also clarified the concept of networking, stating it's simply having conversations with people who share a common interest. She encouraged the attendees to start with their personal connections and then expand to people in their target industries, ultimately aiming to connect with hiring managers. Allison also provided examples of how her own career was influenced by personal connections and networking.

3. AI Recruitment Process Optimisation:

Allison discussed the use of artificial intelligence (AI) in the recruitment process at CA, where AI is used to screen and prioritise job applicants. She emphasised the importance of tailoring resumes and cover letters to match the job requirements and using the same language as the job ad to increase the chances of passing the AI scan. Allison also highlighted the need for applicants to showcase their passion and personality in their applications to stand out from other candidates. She concluded by stressing the importance of investing time in each application to ensure it is targeted and tailored to the specific job.

4. Interviewer Criteria and Candidate Strategy:

Allison discussed the three main aspects interviewers look for in candidates:

1. whether they can do the job

2. whether they will do the job

3. whether they will fit in with the team

She emphasised the importance of chemistry and motivation in the hiring process. Allison also shared her strategy for handling interview questions, recommending that candidates answer by framing up the challenge, discussing the actions taken, and highlighting the results achieved.

5. Referee Selection and Professional Networking:

Allison emphasised the importance of selecting and preparing referees for job applications. She advised candidates to discuss their positioning and experiences with their referees, ensuring they can support the candidate's claims. Members expressed understanding of the benefits of using a network, but also raised concerns about appearing to only get opportunities through nepotism. Allison reassured them that using a professional network does not equate to nepotism, as hiring managers still evaluate candidates based on their qualifications and fit for the job.

6. Transitioning and Highlighting Transferable Skills:

Matt, who is looking to re-enter the sport industry after a career shift, asked for advice on how to condense his diverse experience into a relevant and engaging statement for potential employers. Allison suggested focusing on transferable skills, such as commercial acumen, and using terms like "highly commercial" and "broadly experienced" to showcase these skills.

7. Hiring Experiences and Transferable Skills

Allison discussed her hiring experiences, emphasising the importance of relevant experience and transferable skills. She noted that local experience is not always a requirement, especially if the candidate has relevant international experience. Sandip and Pranav asked about the importance of local experience and how to approach internal references, respectively. Allison advised that relevant experience, whether local or international, is more important than local experience alone. She also suggested that internal references can be beneficial and should be included in the application process.

8. Tailoring Resumes for Specific Roles:

Allison expressed the importance of tailoring a resume to a specific role, focusing on relevant experience rather than a comprehensive historical record. They also touched on the possibility of using a functional resume format, which highlights skills and strengths across various roles, rather than a chronological one.

9. Navigating Sports Industry Job Applications:

Allison advised against being chauffeur-driven in one's career. She also discussed the pros and cons of having a functional resume and the potential risks of being seen as a job-hopper. Kerryn and Pranav asked questions about how to approach motivation in job applications, particularly when transitioning from a different industry.

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