How to Hire the Best Employees for Your Gym

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Along with your facilities and equipment, the trainers and employees you hire stand to have a huge impact on the success of your team in providing members with everything they need and desire in a gym.

Hiring talent is often one of the most overlooked aspects that management faces in running a successful gym. But it certainly doesn’t need to be. Let’s take a look at four things to consider in your efforts to find and hire the right people for the job.

The Importance of Company Culture

Even if a candidate has the experience and qualifications you’re looking for, it’s important for your human resources department or hiring staff to consider how each individual would fit within the culture of your company to ensure your entire team is successful.

A company’s culture is its personality — it’s the environment and conditions under which employees work. How people interact and behave with each other is part of the organization’s culture.

“When an organization attends to its culture and makes managing and maintaining it a priority, the results can pay dividends across every aspect of the organization’s performance,” according to Rutgers Masters of Business Administration Online.

Corporate culture can make or break a company in some ways. Employees are more inclined to stay at a company and are usually more productive, creative, and happy if a good work-life balance is present.

What Are Your Leadership Qualities?

In the same vein as corporate culture, it’s important that you consider how a potential employee might respond to your own leadership and management styles to ensure you communicate effectively with each other. It starts from the top of the management chain.

Once you figure out your leadership style, you need to pay attention to how it’s being conveyed to your employees. Part of that is knowing the type of communication style that will set them up to do their best work. An article in The Executive Connection covers nine styles of leadership using a wide range of techniques that are often used in companies.

For example, if you are a laissez-faire leader you may be trying to create a friendlier and more comfortable place for your workers to express their creativity, as opposed to a transactional style that asks for one job to be done, rewarding those who deserve it based on good behavior and punishing those doing less desirable behaviors.

Use an Applicant Tracking System

Hiring the right employees can be a complicated process. Fortunately, you can take advantage of software that will help with posting available positions, narrowing the applicant pool, scheduling interviews and more.

Applicant tracking systems are beneficial because you can narrow down the number of applicants by determining who is the most qualified and likely to stay in the position you are hiring for. By optimizing the recruitment process, you are also saving yourself time and money on the hunt.

Are the Hiring Managers Prepared?

Whether you’re hiring within an independent gym or a franchise, it’s important that hiring managers prepare well for the interview process.

It’s extremely important to hire the right people for the available jobs because your profitability depends on it. If a gym member has a bad experience with a lousy employee, you could lose them as a customer. If that same customer writes a bad review online, you could be missing out on multiple potential customers.

If an employee leaves or you’re building your staff in preparation for growth, hiring managers need to come as prepared as possible to new hire interviews in order to find the best people. Keep in mind that you can still be conversational within the interview process.

Some tips for coming to the interview prepared include:

  • Read the candidate’s resume carefully so you have specific points to ask them about or use their experience and accomplishments in the resume as conversation starters.  
  • Call the references they provide before the interview, which will also give you something to talk about.
  • Check out their social media profiles. You may learn something you wouldn’t about them otherwise, good or bad.
  • Plan thought-provoking questions out in advance — don’t wing it. The questions should be designed to help you get to know the person better and not provoke generic answers out of them.
  • Be sure to fill them in on details of the job they are applying for, because they want to be sure it’s the right fit for them. Give them an idea of what it would be like to work at the gym on a daily basis.

Consider that a significant number of applicants will be millennials, which will require some talent for hiring on your part. Many millennials bring a lot of creativity and energy to the workplace, which could benefit your gym in a number of ways.

While the hiring process may seem one-sided, with hiring managers having control over the situation, millennials also have expectations related to your brand, perks and opportunities in order to ensure they will be satisfied working for you.

Setting up your gym for success isn’t an easy task, but you know this. You also know that it’s worth it for you and everyone involved in the growth of your company to do what you can to find and hire the best of the best.


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