Articles for Employers

7 Ways FITREC is Working for Fitness Employers.

Fitness businesses rise on the strength of their teams. So it makes sense that an industry registration service should do as much as possible to help with the recruitment and retention of staff.

Here are eight ways that FITREC is working for fitness employers…

1. Easily Identify Leading Talent Continue reading

Articles for Employers

Better a CV on HealthyPeople Than at the Front Desk


There are a number of reasons why it’s better for an employer to encourage local candidates to register via HealthyPeople than leave their CV at the front desk. For this reason, we created a window sticker for our clients. Here’s a copy of the letter we’re sending with it… Continue reading

Articles for Employers

6 Selling Tips to make your Fitness Business BOOM! (part 1)

Welcome to the first of our FILEX guest post editions

Many industry people will be familiar with Steve Jensen, founder and CEO of Impact Training Corporation and National Sales Academy. He’s helped boost profits for thousands of fitness businesses in Australia and around the world. In this two-part blog, Steve shines a light on six ‘essentials’ for sales success. 

Selling is a learned skill that can be improved with constant practice.

It’s the lifeblood of any business and a well trained sales team will make a MASSIVE difference to any bottom line. Here are my six tips for maximising sales within your fitness business… Continue reading

Articles for Professionals

It’s Not You It’s Me – Why You Haven’t Heard From the Employer


When you’ve had an interview, one of the worst stretches of time, especially when you really want that new job, is the post-interview wait.

You felt like it all went well. But now you have to wait. For feedback. For follow-up questions. For an offer.

As the wait extends, it’s easy to allow your mind to start telling yourself that maybe you bombed. Maybe they hated you. Maybe it’s hopeless. Continue reading

Articles for Professionals

6 Reasons the Employer Didn’t Call.


You’ve spotted a brilliant-looking job online. Great location, great salary, interesting role. You send your CV knowing that you’re the best candidate for the role then, a week goes by. Two weeks. Three weeks. You never hear back*. Rest assured, this is not uncommon, so here’s six possible reasons to explain why you didn’t make the cut… Continue reading

Articles for Employers

The True Value in Posting Job Ads to Social Media


Recruiting information doesn’t often feature on the social media timelines for fitness businesses. Which is a shame. I believe it’s an opportunity to personalise your business, connect with your community (including staff and clients), showcase the work you do and demonstrate the care with which you do it. 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

Fitness Employers, Avoid the Recruitment ‘Groundhog Day’


Ah, Groundhog Day. A great comedic movie where Phil the Weatherman (Bill Murray) is doomed to re-live the same day over and over again until he gets it right.

Unfortunately, doing the same thing over and over again in real life is much less entertaining.

And yet this is often the experience for many fitness employers. A cycle of recruiting frenzy, candidate placement and then relax – starting from scratch again at the next recruiting frenzy… And this cycle is usually repeated (according to our records) at least three times a year for studios and more for larger facilities!

Given that the fitness industry abounds with innovation, why is it that so many employers are transfixed by traditional models of recruitment? Is it not time that more employers saw fitness industry roles for the ‘evergreen’ positions that they are?

Wait, what’s ‘evergreen’?

In the same way that an evergreen tree is always green, many jobs in the fitness industry should be considered ‘always open’, or ‘evergreen’. That is, even if you don’t need someone right away, it is statistically likely that you will be looking for someone within three months, so why not get the process started as soon as possible?

Here’s a few reasons why treating your jobs as evergreen could work…

1. Relying on job ads alone can cost you great candidates

When a role is advertised and filled with the best possible candidate, it’s likely that one or more excellent applicants were rejected in the process (the role has, after all, been filled).

Alternatively, by treating the job as evergreen, you are more likely to find space for excellent candidates as they arise, rather than ignoring them until you next have a role you need to sort immediately.

2. Ongoing recruitment helps avoid the ‘coincidence hiring’

There will always be a need for job advertising, but it’s fair to say it’s best described as ‘coincidence hiring’ – as in, it has to be a lucky coincidence that a top candidate is available during the same time that you have a job opening that suits them.

Rather than relying on this coincidence to occur, a superior recruiting approach is to continuously search for great talent for your evergreen positions and then, as much as business permits, hire them whenever they enter the job market.

By creating a position exclusively for them (or by giving them a short-term assignment until a position opens up) you can successfully capture this suddenly available top talent – top talent that will clearly go elsewhere.

3. Some roles, such as Personal Training, will always be in a shortage

The evergreen approach helps employers move closer to an employee surplus. And if you are worried about having too many of the right people on board, you can easily suspend recruitment for the evergreen role for a while. Or start a new business, expand your business or do some of the projects that you’ve wanted to do but couldn’t for lack of people.

4. An opportunity for an optimal candidate assessment

With an evergreen approach, there is little if any time pressure. This means that any uncertainty about a candidate can be teased out to whatever length required to satisfy the recruiting manager.  It also allows for a more comprehensive on-boarding of new hires. Conversely, job advertising is often under considerable time pressure – a role either needs to be filled, or is about to become vacant. Time pressure negatively impacts on the interviewing and screening systems, as well as reduces the optimal on-boarding period (not to mention, encourage the appointment of ‘the best currently available’ rather than ‘the best available’).

5. Regular recruiting builds stronger systems and more skilled managers

Where recruitment processes are being followed every week / month, the systems become stronger, managers become more skilled and the likelihood of hiring the right person is greater.

6. If you’ve got a surplus, it’s likely your competitors have a shortage

OK, you’re not likely to ‘over hire’ simply to scuttle the competition, but it doesn’t hurt to consider the possibility that your recent hire of a record producing Membership Consultant or Personal Trainer could just as easily have been working their magic for the competition (just sayin’ is all).

With just a little effort, generating candidates for an evergreen recruitment program has never been easier. Key sources include word of mouth, websites and social media. For the more serious employer, a HealthyPeople Business Membership can provide a steady stream of candidates (and cheaper job ads).

Do you think evergreen recruitment could work at your fitness facility? Please leave your comments below.

Regards, Dennis Hosking

For more on evergreen recruitment see ‘The Evergreen Advantage‘ by Dr. John Sullivan.