Blog

by Gail Fast

Hiring good employees is like sifting flour. After you finally get through the layers of advertising for the position, reviewing the resumes, interviewing the applicants and doing reference and background checks, you, hopefully, will be left with the right person for the job. Finding hard working, talented and motivated individuals with the skills, knowledge and abilities to make your team successful depend on sound interviewing and hiring techniques. Here are some guidelines to help you through the process.

Avoid knee-jerk hiring
After an employee leaves, most managers look to refill their position immediately. Instead, take the time to look at your team. First, analyze the reasons why your employee left. Next, determine what critical job skills are now missing. Then, look at your existing team and re-evaluate their job responsibilities. Can they, and more importantly, are they willing to change their job scope? Finally, determine what attributes you would like the successful applicant to bring to the job. Until you can answer these questions, you can’t begin to look for the right person to hire.

Another common mistake is hiring an individual who has skills or abilities in only one job area, such as group exercise instruction, fitness testing or financial management. Make an effort to look for applicants who are flexible and capable of handling a variety of job requirements.

The Keys to Sound Interviewing
Once a list of potential applicants is compiled, how do you find the best person for the job? The following checklist can help you interview prospective candidates.

• Review the candidate’s resume: Be aware and ask questions about any breaks in employment, previous job responsibilities and educational background.
• Study the job specification: Make sure you understand what critical skills, knowledge and abilities are necessary to be successful in the job.
• Prepare open-ended questions: Remember the purpose of the interview is to obtain information to make a decision. Don’t ask questions requiring yes or no answers.
• Take notes, and explain to the applicant why: Keep these notes on separate pieces of paper and discard them after the candidate has been selected.
• Make sure to fully explain the requirements of the position, and if possible, provide the candidate with a written “generic” job description.
• Remember the 85:15 rule: During an interview the candidate should talk 85%, the interviewer 15%.
• Make sure your questions are based on B.F.O.Q (bona fide occupational qualifications). Avoid questions that could be interpreted as a way to find out age, race, religion, national origin, or disability.

Make the Interview a Process
While the interview is an opportunity for you to size up applicants, applicants are also sizing up the organizations they are applying to. By personalizing the interview process, you can create a first impression that will attract the best candidate. Before you even begin the interview, take the applicant on a tour of your wellness/fitness facility. Be sure to point out wet areas, group exercise studios and spa amenities. Show them their workstation. Next, make sure the interview is conducted in private, without interruptions and with ample time allotted. During the interview, be clear about job responsibilities, company expectations, and provide adequate time for the applicant to ask questions. Wrap up the interview with a thank-you. Finally, make sure to notify candidates of your selection timeline and when they can expect to hear from you.

Involve the Team in the Hiring Process
There are several advantages to allowing team members to be part of the selection process. First, they know the details of the job and the requirements for success better than anyone else. Second, involving them in the process motivates them to see the new hire “work out”. And finally, allowing your staff to help with interviewing fosters their own growth, which creates a greater sense of loyalty, involvement and dedication to the success of the organization.

Conduct Background and Reference Checks
To assist in strengthening employee selection criteria, criminal and educational background checks should be reviewed on all potential employees and subcontractors providing services. The review of a candidate’s criminal history will provide insight to their qualifications, work habits, liability concerns, etc. Since fitness center employees have some contact with members and/or their possessions, this additional security screening will help to reduce the risk of liability. Reference checks also provide valuable information. At the beginning of the interview, get a release from the applicant to let them know you will be contacting former employers and supervisors. Don’t get discouraged though, when past employers decline to comment. Due to liability concerns, many companies now exercise the “no comment option”.

If you are able to conduct a reference check, it’s important to ask:

• How long did the applicant work for your organization?
• What were the circumstances of the individual leaving your organization?
• How would you describe the individual’s work performance while at your organization?
• Are there any performance behaviors/concerns I should know about?
• Would you re-hire the applicant?

Remember there’s no guarantee that every person you hire will be that “perfect” employee. But, by following these simple guidelines you can make sure that whomever fills that open position with make a positive contribution to the success of your company.

Published with permission from:
Fitness Onsite Magazine Feb 2004