What is a dual role at UEFA?

In addition to the job that they have been hired for, some employees opt to take on an additional, operational role. That can take them to our youth tournaments, to matches in the UEFA Champions League or UEFA Europa League, or even to a tournament like UEFA EURO 2016. These on-site roles are sometimes quite different from the employee’s day-to-day duties in the office. One of my colleagues, for example, is a HR officer in my team, but for UEFA EURO 2016 she was a VIP protocol officer in Lyon for four weeks. This kind of experience offers staff the opportunity to do something different and get close to the operational side of football, which can help them in their main job.

What do employees at UEFA have to do to get a dual role? Do they have to apply?

Employees can register with HR to be on the list of staff who would like an on-site role, as long as their line manager agrees. For EURO earlier this year, there was a long list of jobs available for staff, and employees were given the opportunity to contact project managers directly to discuss the possibility of getting involved with the tournament in their area of interest. At UEFA, we operate like a family. Everyone knows everyone, more or less, and that definitely makes internal movement a lot quicker and a lot easier, so being accepted for a second role is not complicated.

Are there any patterns regarding teams and dual roles?

That can be the case, but not necessarily. Some jobs at UEFA are linked to operations, and so it’s a natural progression for staff to take on similar roles on-site. For example, an employee who works as an accreditation manager in Nyon might also work in an accreditation role on-site. They have prepared the concept and implemented it for many months before the tournament, and then they run it during the tournament – so you really get the best of both worlds in a role like this. I must say that this tends to be the case for most positions in the operations division, which is in charge of running UEFA events, but it can be different for other teams: some other staff can have a completely different role on-site to the role they undertake on a day-to-day basis.

How do employees split their time between roles?

They have to ensure that their primary, day-to-day role is covered while they are away, either by continuing to do the job themselves or with the help of their team, who could take on some of their key tasks during their absence. Usually the on-site role is on top of an employee’s day-to-day activities, so that can be quite tough sometimes.

 Are dual roles only for competitions or are they year-round initiatives?

There are a range of national team and club competitions that staff can work on throughout each season. The different tournaments and competitions run for different lengths of time, which enables our employees to find a second role that works best alongside their existing commitments.

1. Build a network

I’m not giving away any trade secrets by saying that networking helps you to get that dream job. Sport is an industry where people know one another, so if you’ve made the effort to build up some contacts, opportunities can potentially be found by word of mouth among your network. It’s also great to hear recommendations for candidates from those who are highly respected within the field, but they don’t just come out of thin air, so get chatting! The advice you can receive from networking can also benefit you hugely.

2. Gain experience

It could be that you’ve always been interested in working in sport but have never quite had the opportunity. If that’s you, then look to get some experience under your belt! We look for people who are passionate about football outside of their day-to-day work, regardless of the field they are in. Perhaps your son plays for a local team. If so, offer to coach or manage that team. It’s the kind of interest we really value in our employees and because of the popularity of sport, you’re never far away from a volunteering opportunity.

3. Position yourself at the right level

One thing we really respect in candidates is self-awareness of where they are in their career path and what they are aiming for. The skill sets required for positions at different levels in the organisation vary massively. Of course, professional experience is imperative for someone applying for a high-level role, but graduates and junior candidates require a completely different set of skills in terms of what UEFA is looking for and how it wants to shape its teams.

4. Sell yourself

One thing that really stands out during our recruitment process is a candidate’s ability to really sell themselves and their qualities. This is particularly important for graduates and lower-level roles, where candidates don’t necessarily have a lot of experience. Enthusiastic candidates are important but so are those who know what their skills are and don’t feel the need to exaggerate them. At UEFA, we are looking for genuine people who have good personal and social awareness skills.

5. Do your homework

The biggest faux pas we see is when a candidate turns up for an interview having done absolutely no research on the business or even read the job description properly. Every candidate should be able to answer at least two questions well: ‘What do you know about UEFA?’ and ‘What is your understanding of the job?’ It’s shocking how many times candidates are unable to answer those questions. Nobody expects you to know every last detail, but it’s vital to do your homework because otherwise you don’t come across as a serious candidate.

To view the latest job opportunities with UEFA, click here.

Dyankov & Cassandra Matilde will be flown to Trondheim in Norway, where as guests of UEFA they will enjoy a once-in-a-lifetime professional experience and watch Real Madrid vs Sevilla in the 2016 UEFA Super Cup Final at the Lerkendal Stadium on Tuesday 9 August.

Congratulations to the two of them and thank you all for entering!

Passion.Purpose.Pride.