Personal Training: The Interview Process

shutterstock_133576670Hiring a personal trainer can be a large part of a fitness manager’s responsibility. The process of interviewing a prospective trainer needs to be thorough, consistent and in depth. Taking your time to hire a trainer shows thoughtfulness and ensures they are the right fit for your facility.

The first part of the interview process should be an initial screening. The screening should consist of evaluating the following:

  • Standard of knowledge ( i.e. certification or degree).
  • Past experience.
  • Specialty certifications (i.e. post natal, elderly, post rehab ).
  • Availability.
  • Desired income.

If these all align with your company, then continue to step two.

The second involves a sit down interview. Bring the candidate into the club and let them interact with your staff. Let them interact with your membership sales team, desk staff team and trainers. Get their take on your candidate. When asking questions, ask those involving technical training. Ask about muscle groups, specific exercises and training for special populations.

For the third step, bring the candidate in to train your staff. Watch their interaction with clients, other members and how they present themselves. See how they coach and cue. Watch how they structure workouts for their client. See if they fit your facility’s needs.

Overall, take your time hiring.  It’s worth it.

 

Vic Spatola is the director of personal training for Greenwood Athletic and Tennis Club in Greenwood Village, Colorado, a suburb of Denver. Contact him at vics@greenwoodatc.com.

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