Finding the right person for your team is not always a straight forward process.
Aside from factors like location, job type, hours, rates of pay, candidate availability and the type of facility, the actual job ad itself can have a big impact on the number and quality of applications. Especially as it relates to the recruitment of Personal Trainers.
Admin roles in the fitness industry, for example, always get a good response. While it’s easy to write this off as relating to the lack of required qualifications I would argue that the greater application numbers reflect the fact that these roles in our industry are rarely advertised. The supply of great Admin staff, therefore, exceeds our industry’s demand. On the other hand, Personal Training roles are regularly advertised and so the supply of great Personal Trainers struggles to keep up with demand.
…the greater application numbers reflect the fact that these roles, in our industry, are rarely advertised…
Personal Training job ads can benefit from taking this factor into account.
Are you selling the role or simply stating expectations? You wouldn’t open a sales discussion with a potential member by laying down the terms and conditions. You’d sell the benefits and then discuss terms afterwards. By all means set a tone, but if you’re trying to draw more people in, it’s worth reaching out to their desires first, before stating your own.
Attempting to make your job ad an initial interview has it’s drawbacks (part one). While video interviews and detailed application forms are good for distilling candidates, they are, by their very nature, going to dramatically impact on application numbers. Furthermore, where the position is not adequately sold (refer above) these application hurdles are likely to discourage potentially worthy applicants.
Attempting to make your job ad an initial interview has it’s drawbacks (part two). Most candidates are applying for multiple roles at the same time. It is not a stretch to imagine the easier applications being sent off first, with the harder ones left until later. This ultimately increases the likelihood that by the time they get to the more detailed application, they’ve already been contact by one or more employers and invited in for an interview.
Are you treating the hire like a transaction of dollars for time? Dollars for time is not a driving force for many candidates in our industry. Furthermore, times have changed. There are no guarantees – No employer can guarantee life long employment (or employment, full stop), nor can any applicant guarantee life long commitment. So let’s dispense with the false promises and approach things from the angle of ‘while we’re together, if you can help my business, I’ll do what I can to help your career’.
…approach things from the angle of ‘while we’re together, if you can help my business, I’ll do what I can to help your career’. …
It’s also worth keeping in mind that many candidates have terrible resumes that do little to best represent them. So…
Have you contacted candidates to confirm the details of their application? There’s plenty of talk about embellishment on applications, when experience shows it’s more likely a candidate has failed to include or make obvious something that would benefit their application. A quick call to confirm application details is always advised, especially if your application numbers are low.
…There’s plenty of talk about embellishment on applications, when experience shows it’s more likely a candidate has failed to include or make obvious something that would benefit their application. …
In my employed career, a boss once told me (after some time in the job) that if it wasn’t for the HR Manager, he would not have hired me. He wasn’t convinced I was a good fit for the role. We laughed about this at the time, but it highlights the considerable disconnect between what information this manager was using to make a decision and what the job required. Left to his own mind, he would have missed a strong hire.
Recruitment is a role that many in the industry are required to perform, but there is precious little training that takes place to help make sure all efforts are effective. Hopefully the above insights will help you better connect with the candidates you need for your next role.