|
The
Interview Process
Mar
6, 2006
Author: Tom Perkins - Business Solutions Coach and Certified
Personal Trainer
When it comes to hiring
health and fitness personnel, fitness professionals, clubs and
facilities usually fit into one of two categories: Those which
carefully hire and train their personnel and those which do so
inadequately. Not surprisingly, it is the latter category
that is most often looking for advice in how to approve their
interviewing process. To that end, we’ve outlined the
steps in the interview process which should prove beneficial
to hiring a qualified candidate for your organization.
Process Overview
I suggest putting the
candidates through two to three interviews. Interviews
will reveal the truth. You have probably been excited about a
candidate who sent in an awesome resume, only to interview the
person and find you can have a better conversation with a
wall.
Create
a job description BEFORE you advertise
A
job description is an essential piece of human resource
management. You should have your job description prepared
in advance of placing the job advertisement or position
posting. A good job description will clearly lay out
objectives, duties and requirements.
Advertise in relevant
trade publications
Just as we have ideal
clients and target markets you need to go where your
perspective employees are. Would you do to an auto
mechanic to get your sprained ankle looked at. Here are a few
tips:
-
I
recommend joining FitnesJobs.com (http://www.fitnessjobs.com),running
a classified ad in a reputable trade publication targeting
the type of candidate you want to attract, asking your
network, and in some local publications.
-
Ensure
that you stress the position is one-half sales and
one-half personal training in the advertisement.
-
Request
that a resume, with cover letter, be faxed, emailed or
snail mailed to you. Make it clear that you will not
accept telephone calls.
Screen the potential
candidates prior to scheduling interviews
Do not think that every
candidate is the one for you. A lot of people look good on
paper but are not on the phone and or in person. When
calling potential candidates, provide them with:
-
The
company’s overview, philosophy, history, your bio, and
job description/requirements.
-
If
possible, perform some type of pre-interview assessment to
screen for professional and technical skills.
-
If
the candidate shows interest, and you are still
interested, schedule a first interview.
-
Familiarize
the candidate with your interview process and expectations
so that they are prepared when meeting with you.
-
Tell
the candidate to bring a copy of their resume and
professional references with them to the first interview.
The First Face-to-Face
Interview
In the first interview,
you should primarily assess the professionalism and
personality of the candidate. You should:
-
Assess
the candidate’s appearance/presentation
-
Assess
their personality/communication skills
-
If
the candidate demonstrates the skills and personality traits
you are seeking, and you are still interested, let them
know you need to check their references; and will get back
to then about scheduling a second interview.
The Second Face-to-Face
Interview
During the second
interview, assess the candidate’s communication skills.
-
If
they are a walking textbook of knowledge and have
credentials any doctor would envy, yet lacks people
skills, they should look for a career in research, not
service. However, if they have the personality to deliver
outstanding service and the foundation knowledge to
educate and empower, they have earned the right to make a
living working with your members.
-
The
second interview is also a great time to meet other staff
and/or members of management to see what they think of
your candidate.
-
It
could also serve as a practical interview where the
candidate has to show you what they know from either
assessment, to designing a program, to running you through
a workout.
-
Discuss
your vision and expectations, the personal trainer system,
and the personal trainer's roles and opportunities
-
Answer
any questions they may have.
Review and Make An Offer
Review your notes and
gather feedback from other staff members who spent time with
the candidate.
-
If
you decide to make an offer, you can do so over the phone,
but you should always follow up by putting the details in
writing to ensure clarity.
-
The
formal offer letter should explain salary, starting date,
package, supervisor and what to expect in the first 90
days.
-
There
should be a 90-day training period and a 90-day review
Hopefully by implementing
this step-by-step process, you will be able to connect with a
candidate that will become an integral, contributing member of
your team.
Tom
Perkins is a business solutions coach and certified personal
trainer who leads fitness professionals to profitability.
Send
an email to thecoach1-140208@autocontactor.com
to receive the Essential Fitness Business Success Checklist.
Or visit his website at http://www.fitnessindustrysolutions.com
Article
Reprint Agreement
|
