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But I did not touch on hiring strategy — the process you use to evaluate and interview the candidates you look at for specific positions.
If you look at dozens of successful health club businesses, you’ll notice they all have one thing in common: They have a detailed and lengthy hiring process they rely on to help them make not just good, but great hires.
For example, Gainesville Health and Fitness’ hiring process involves an application screening, group interviews, one-on-one interviews, and even a workout interview. GoodLife Fitness also puts candidates through a workout during its hiring process, in addition to a core values screening.
“If you don’t have the right people out of the gate, it’s always going to be a struggle,” said Jane Riddell, the COO of GoodLife Fitness, in a past interview. “You’re always going to be trying to fit the round peg into the square hole.”
To prevent making a bad hire, you too should employ a hiring strategy — a set of steps you follow for each and every candidate. For inspiration, here’s a peek into Club Solutions’ hiring process on the editorial side.
Although this process can take some time (a week or more), we’ve found that it’s been a great strategy for making good hires. Before we used this strategy, we struggled to determine if a candidate was a good fit, as we had no baseline on which to go off of.
Take some time to evaluate your health club’s current hiring process (if you have one). The process can change from position to position, but it’s important that certain steps are followed consistently. Having a process or strategy you can fall back on will prevent you from “flying by the seat of your pants” during an interview, and hopefully prevent you from making a poor hire.