Articles for Professionals

Job Searching During the Holidays – All the Cool Kids Are Doing It.


Don’t believe people who say that no one hires in December.

While it’s true that some searches slow down or get put on hold, plenty of hiring still happens around the holidays. In fact, some hiring managers are scrambling to fill positions before the new year or want someone to start soon after January 1 (we have many of them). There are plenty of searches still going on, with candidates being interviewed and offers being made. Continue reading


This is for the Fitness Industry

Fitness professionals and employers, you’re in the right place!

We’re unashamedly passionate about working, and finding work, in Australia’s Fitness Industry. If there’s anything you’d like to see us cover, please don’t hesitate to be in touch.

Kind regards,

Picture 15Dennis Hosking,
Managing Director,
@dennishosking on HealthyPeople

Articles for Employers

Are You Getting the Personal Training Candidates You Asked For?


Across facilities, locations and employers, Personal Training roles vary enormously.

In job advertising, however, these differences are not always as clearly defined as they could be. While there’s a significant amount of crossover in all Personal Training jobs, if you’re looking to get the best candidate for your facility, drilling down to some of the finer details could be of value. Continue reading

Articles for Professionals

Work Hard, Train Hard, Play Hard… But Not So Hard You Get Fired


We all enjoy a good Christmas party but they can be a trap for new players.

You don’t want to find yourself doing things you’ll regret for years to come. At best you may be embarrassed. At worst, it could cost you respect, your job, clients and/or your partner. Continue reading

Articles for Employers

Questions to Consider When Hiring Your First (Or Next) Personal Trainer


We’ve had a few independent Personal Trainers ask about what they should take into account when hiring their first Personal Trainer.

Following are a few questions that can help put the recruiting process in perspective (for all hires)…

Can you offer more than just Personal Training hours?

You’re the best person to focus on strategic matters, so it’s beneficial to not be weighed down by too many mundane tasks. Have you reached a point with your business that you could start delegating some of the ‘everyday’ work? The right hire could help you maintain social media, help you stay in contact with existing clients, collate articles for newsletters, format documents, etc. All the while leaving you free to focus on getting in new business.

Have you got a clear job description?
If the job you’re advertising is a little vague, the responses are likely to be equally vague. Instead, take time to come up with a job description that spells out the specific responsibilities of the new employee. By clearly defining the job it will help ensure that you pick a truly qualified candidate. Also, the more detailed the job description, the easier it will be for you to set benchmarks to measure the new hire’s performance.

Can your network help you find your employee?
My strongest piece of advice is to start looking as early as possible and the best way to do this, for the least expense, is to begin with friends, social media and networking opportunities. Hiring an employee recommended by someone you trust in your network can take away much of the uncertainty and increase the chances for a successful fit.

Are you hiring someone with your skills?
It’s easy to feel that what your business needs is another you. Is this really the case? Could your business achieve even more with a little diversity. For example, do you really need someone that is as outgoing and gregarious as yourself? Could your sessions benefit from a great Trainer with a more reserved and attentive approach?

What are the long term plans for new staff?
Where do you see your business in the next couple of years and how will any new staff fit into that picture? Most applications for any role will be curious as to where the role may be headed. What sort of opportunities will there be for growth, either in hours or professionally?

How will the new employee add to your bottom line?
Your first employee is a huge financial investment, so how exactly are they going to make your business more profitable? Will they be running sessions so that you can focus on bringing in more business? Will they permit you to work with larger groups? Or is it simply about giving you time to step away from the business and re-charge on a regular basis?

Does the candidate suit the culture of your business?
Before committing to a new hire, be confident that the potential employee matches the sort of culture you are wanting to create within your business. Will the candidate be a good representation of the type of people you want to attract in the future?

Can you count on your first hire to stay a while?
The first employee will come to know the company inside and out, so it’s important that he or she is eager to grow with the business. Make sure you understand the person’s reasons for joining and the experience he or she is seeking with your business. Less employee turnover will save you time, money and stress.

Putting on your first staff member can be a daunting prospect. If you’re about to take this step and are interested in speaking to another fitness employer about how things work for them, please get in touch. We have many industry contacts that are happy to share experience and provide recommendations.

Naturally, if you’d like assistance in connecting with great candidates, please get in touch.


Dennis Hosking

Articles for Employers

Can the Roots of Engagement Sell Your Job Ad?


What if we were appealing to candidates in our job ads with the same psychology that other companies are using to retain staff?

Using Jim Hauden’s Four Roots of Engagement, following are four areas to touch on with your job ad to ensure that it resonates with the right people.

Rule 1. People want to be part of something bigger than themselves Continue reading

Articles for Employers

3 Ways to Make Your Current Job Ad Work Harder


This article is also available as a quick 2:38 YouTube clip. Please forgive the sound quality.

If you’re going to invest considerable time, effort and money in advertising your available role, you want to make sure you’re getting the greatest bang for your buck!

Using the HOOK, the CATCH and the TETHER, I’m going to tell you how to get your job ad delivering more for you, both now and into the future.

Firstly THE HOOK.

When it comes to finding a job ad, we’re all aware that candidates are spoiled for choice.

There are more big box clubs, 24/7 facilities, CrossFit facilities and independent operators than ever before. IN addition, we’ve seen, (especially in Victoria) a decrease in the number of qualified candidates entering the workforce.

As a result, I recommend shining more light on the compelling reasons for working with your business that differentiate you from others. While new facilities and/or the number of clubs you have around Australia are nice to know, they’re not necessarily tapping in to what motivates someone to turn up to work every day.

Focus more on support, culture, development and environment.

Support: Specify the immediate and ongoing support that staff will receive. Will you be providing mentors? Are there regular meetings with management? Will other team members provide official and scheduled assistance. The ability to succeed in a role seems so much more likely where there are established sources of assistance.

Culture: Take a look at CrossFit. Or at Les Mills. Culture speaks volumes and attracts die hard supporters. If you have a close knit team that gets together every month, or operate under clearly defined ideals, or use systems that reflect your unshakable beliefs, then sing it loud. You’re not going to appeal to everyone, but you’re more likely to hook the one you want! Don’t forget too, by focusing on an area, you’re creating an exclusive environment. And this alone can make your opportunity more desirable.

Development: If your business is a place that shapes leading professionals, make sure this is clear! If this is because of your structured professional development programs, this should be in your job ad. If a role is now available because the previous employee has moved on to bigger an better things (with or without your business), make that clear in the ad. Candidates want to know what their future might look like.

Environment: If there is something unique to your location, make that a selling point for your ad. After all, many roles are much of a muchness. But if working for you means afternoons on the beach, or the convenience of not having to drive to work, or dedicated nap space, use this to peak interest.

Once they apply, it’s about THE CATCH

One thing is for certain, applicants are applying for multiple opportunities. If you’re not responding in a timely fashion, there’s every chance you’ll lose out to an employer that is.

It doesn’t even have to be a phone call. You can set up an auto-responder that emails candidates a ‘Welcome to the application process’ email. One that introduces yourself and outlines the recruiting process.

The important thing is to make the connection. The sooner the candidate can see themselves as working for you, the more likely they are to wait until they’ve heard from you before making any decisions.

Make the current ad work for the future; TETHER great candidates

The best thing you can do to make the most of your advertising dollar is to start thinking about the next time you are going to need staff. Naturally you want your business to keep growing, you might want to take a holiday and you never know when a member of your current team is going to leave. So plan ahead.

If there is a great candidate that did not get the role with you, find a way to maintain the connection. Apart from the possibility of placing them in a role in the future, they’re more likely to connect you with someone else looking for an opportunity in the future.

You might have received an application from someone who is well under qualified for a role you have available. Before you cast them aside, check to see if there seems to be any potential. If there is, get them in for a chat. Make it clear that, while they are not suitable for the current role, you’re interested in connecting with them for opportunities in the future. If they interview well, why not take a chance on grooming them for future opportunities?

So there you have it, two tips to help get the the right person on board for your current role and one tip for using your current ad to assist with future recruiting needs.

Was this article useful? Let me know in the comments.

Regards, D.