Recruitment process of the Fitness Director of the Good Life Club

This report analyzes the recruitment process of the Fitness Director of the Good Life Club, covering job analysis, recruitment, selection, appointment, and on-boarding process. It includes HR planning, recruitment criteria, job-oriented analysis, selection methodology, and compliance with legislation.

Recruitment process of the Fitness Director of the Good Life Club
Recruitment process of the Fitness Director of the Good Life Club
ASSIGNMENT 3
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Recruitment process of the Fitness Director of the Good Life Club
Executive summary-
The report consists of the analysis of the entire recruitment process of the Fitness director of
the Good life health club. The various heads are covered are included under the research
pertaining to the mechanism followed in order to elect an appropriate candidate for this job
profile. The summarization of the entire recruitment process is also covered including the
criteria for the selection of the candidate, job analysis, recruitment and finally the on –
boarding process and appointment of the director.
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Recruitment process of the Fitness Director of the Good Life Club
Table of contents
1. Introduction
2. HR planning
3. Job analysis
4. Recruitment stage
5. Selection
6. Appointment and on - boarding
7. Double check: Is your approach compliant with the legislation?
8. Conclusion
References
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Recruitment process of the Fitness Director of the Good Life Club
1. Introduction
The recruitment process for the job profile of the director of the good life health club is the
process in which various decisions are made in the recruitment process that would end up in
the production of the high profile members that would lead the company along the
competitive edge. The following study is made in order to analyse the criteria under the
recruitment job analysis and to assess the various job fundamentals for the selection of The
Eligible candidates. The research analysis as well as the development of the job performance
strategy also remarks the various fundamentals related to the job recruitment criteria so as to
select the single position of the fitness director of the good life health club.
This particular development of the strategy builds the segment of the labours division in
which there is the segregation of tea in eligible candidates so as to select the best candidate
for this position and to approach the most beneficial strategy for the analysis as well as
interpretation of the recruiting efforts so as to attract the major candidates for the fitness
director profile.
2. HR planning
The application of HR planning given the job and organisation includes certain processes and
propositions which are as follows-
The process of communication for the recruitment of the fitness director for Good Life health
club in Adelaide city club-
 Arranged from lowest richness and credibility to highest richness and credibility
 Advertisements – newspapers, SEEK.COM
 Various publishing websites and circulating the pamphlets
 Videoconferencing
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Recruitment process of the Fitness Director of the Good Life Club
 The help of the Social media in the promotion of the recruitment process to successfully
bring out the EVP and EB analysis.
 Recruitment criteria
Selection Criteria / Basis
- Diploma from a TAFE or RTO
- At least 5 years of working experience needed
Skills - Strong attention to detail
- Human resource skill
-Interpersonal skill
- Communication skill
Abilities -
- Data collection, analysis and interpretation intellectual knowledge
- Flexibility in working environment
- Able to hold stress
-able to work in diverse streams of environment and handle different sections of the people
Employee value propositions (EVP)
1. An EVP is the analysis method or a technique in which a person is offered several rewards
and benefits to work whole heartedly in the organization.
2. The EVP is used in the recruitment material and throughout the selection process
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Recruitment process of the Fitness Director of the Good Life Club
Employer branding (EB)
EB approaches to the scenario building in the recruitment process in order to possibly
construct the high profile image of the association and brand indeed. This analysis is
important in order to attract the qualified and skilled professionals to involve in the internal
working of the Association who would showcase their best talents to make the company
prosperous. (Costen, W.M., 2012). The above analysis EVP and EB are important since they
offer several rewards and other incentives that majorly attract the people towards the job
recruitment process and popularize their brand as well as company name across the diverse
areas.
They offer advantages such as-
1. Reputation of good quality, stable employment (public sector)
2. big salaries but hard, aggressive work (Macquarie Bank)
3. Good, solid training and career development (the accounting firms)
4. Good work for the community (Women and Children’s)(Muscalu, E., 2015)
5. Not-for-profits like the Zoo
6. Involvement with popular activities (Clipsal in the Clipsal 500)
3. Job analysis
Appropriate position description of the job analysis is as under-
The job analysis for the fitness director for Good Life health club in Adelaide city club
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Recruitment process of the Fitness Director of the Good Life Club
Source- Journal of the Economic Science Association, 1(1), pp.114-125.
Heneman, HG, Judge, TA & Kammeyer-Mueller
Performance management
The rationale for specific KSAOs/competencies is registered with the senior authorities
where is a confidential storage and keeping of the records pertaining to the job specifications.
 Job analysis enables the identification of the key aspects of the job and its performance
 Enables management to identify the appropriate criteria for the evaluation of suitable and
good performance
 Job analysis contributes to the setting of appropriate criteria for performance management
 Job analysis exercise in the recognition of the sophisticated abilities such as – core
knowledge in the management and directing field
 This enables comparison of the job against the KSAOs of other jobs in the determination of
pay
Job-oriented analysis
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Recruitment process of the Fitness Director of the Good Life Club
Job-oriented analysis focusses on the activities that an individual conduct while working
for the organisation. These activities determine the content of a job that an individual
engages in based on the activities and attributes that form the job. When people are
engaged in employment, they carry out a pattern of activities that form the nature of work
that they do (Heneman et al 2015). This strategy is used by organisations to determine
employees that are fit for the organisation and the ones that are not. For example, the
supervisor will look at the past experience of the employee to determine if they have
experience undertaking such roles previously or not (Stybel, 2010).
4. Recruitment stage
Aspects of the job that are most important for the rest of the recruitment process.
The certain intellectual requirements which ensure the marketing as well as smooth
functioning of the identification of The Eligible candidates in conjugation with the
compliance with the health legalization criteria are as follows
-The Eligible Candidate is responsible for the management of the data records as well as
creation of the new equipment that will be used in the auditing process
-He or she will be responsible for the management or Assurance of the high customer service
management
-He or she should have the approach to make the idea of meeting successful as well as to
ensure the smooth functioning of the fitness centre
-he or she should be capable of managing all the profit and loss records and identify the
frequency of the trainers that are handling the jobs in the respective areas
The recruitment process includes-
Firstly a draft will be prepared based on the desired position
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Recruitment process of the Fitness Director of the Good Life Club
This draft will be prepared by the managers of the team members and then a brief description
will be given in compliance with the job performance criteria and specifications.
There will be a process of advertisement and promotion of the advertisement in various social
media platforms.The Eligible candidates will be shortlisted for the further interview process
and the screening mode. There will be another process for the filtration of the in eligible
candidates and the involvement of all the higher authority members to select the eligible set
of people (Ware, 20070.
Why is job analysis undertaken?
The process of recruitment includes the perfect idea in which the appropriate candidates are
filtered in the pool of the candidates of every variety.(Rees, G. and Rumbles, S., 2010)
In order to run a successful organisation that should be a rigid recruitment process which has
to ascertain the job analysis programs pertaining to the brand marketing programs as well as
analysis related to the job description in order to encourage the applicants to come as well as
showcase their talents.(Muscalu, E., 2015)
The recruitment analysis and methodology
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Recruitment process of the Fitness Director of the Good Life Club
Source-Journal of the Economic Science Association, 1(1), pp.114-125.
Heneman, HG, Judge, TA & Kammeyer-Mueller
Training needs
 Job analysis clarifies the formal knowledge and the formal and informal skills needed for a
role
 Thus an organisation can identify the training needed for a position occupying a job (DeVaro,
J. Internal hiring or external recruitment? IZA World of Labor 2016)
The following are the major tasks which the fitness director has to fulfil-
Training and Development of Fitness Directors and Personal Trainers
Implementation of Business Systems and Processes
Product Management and Implementation
Looking after the Member Experience
Hitting Recruitment K.P.I's
Overseeing Staff Compliance (Narang, L. and Singh, L., 2012)
New Personal Trainer Company Induction
Helping with Member Retention
Continuing growth of our own R.T.O
Event organisation and Management
Process assisted
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Recruitment process of the Fitness Director of the Good Life Club
Source- (Horney, Eckenrod, McKinney & Prescott, 2014).
5. Selection
Methodology of the selection criteria
The methods:
 Additional and approaches assisted in the selection of the eligible candidates
 Test relating to the personality development
 The factors fixed for the detailed analysis of the people and the techniques applied
 Recognition centres (Warburton et al, 2001)
Data collection
The data was collected by publishing the advertisements on the web and promotion of the
brand names of the company exposing the benefits offered. The respective resume are judged
and segregated as per the criteria analysis and job profile qualifications. Thus, the data
collection includes the selection of the most eligible candidates as per the requirements under
the job of fitness director.
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Recruitment process of the Fitness Director of the Good Life Club
Results of the data collection
The analysis and interpretation including the various maps for the building of the customer
relationship and enforce the product development.
Source- (Horney, Eckenrod, McKinney & Prescott, 2014).
This analysis is the most important as well as advantages mode that would read the success of
the Association in the near future and would predict where the current company would stand
among the competitors (Kell et al, 2001). The filtered applicants run the organisation in the
desired way and the various processes that were included in order to recruit them also are
responsible for bringing up the people for the organisation as well as management of the
health club (Calvasina, G.E, 2014)There should be a proper analysis that should include the
job specification in order to complete the other in eligible candidates as well as to describe
the job performance which would enhance the job recruitment criteria as well as the process
would select only those candidates which deserve this position (Deaton, 2010).
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Recruitment process of the Fitness Director of the Good Life Club
The intellectual requirements pertaining to –
 How it results in the position and selection
Criteria that are central to the subsequent steps
1. Emotional Intelligence
Very popular at the moment with practitioners but psychologists remain sceptical
Three aspects:
Self-awareness: potential at the recognition and understanding the emotions of the
individuals (Spirduso et al, 2001).
Other-awareness: potential at recognising of the emotional regulatory aspects and
management of the self - awareness capabilities (Katzmarzyk et al, 2004).
Interest, values, and preference inventories
These are tests aimed at identifying aspects of a person’s preferences, values and interests
Limited predictive power
Some are fashionable for no immediately apparent reason
These values would help in the time management as well as ensuring the cooperation of the
members of the Association.
6. Appointment and on - boarding
Evaluation
The major assessment is done to promote the validation of the methodology adopted in the
recruitment process and data collection process of the fitness director job performance
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Recruitment process of the Fitness Director of the Good Life Club
interpretation so as to assess the seniority, relationship building talent, experience acquired in
the promotion of the brand and markets.(Calvasina, 2014)
On – boarding
The clear on boarding strategy is as follows-
Source- Rees, G. and Rumbles, S., 2010. Recruitment and selection.Rees, G. and
French, R. Leading,Managing and Developing People, pp.169-190.
7. Double check: Is your approach compliant with the legislation?
-Steps taken to avoid direct discrimination
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Recruitment process of the Fitness Director of the Good Life Club
There is a proper tack of the applications of the candidates and then there is a confidentiality
maintained in the storage and keeping of the records.
Therefore, there is no biasing in the selection and appointment procedure.
-Steps taken to avoid indirect discrimination
There is a maintenance of the registration and email contact through the registered server
management and the email is the emails are also kept confidential and safe.
- Strategy acknowledges relevant law
The laws prevailing to avoid biasing are-
1. Disqualification of the applicant who initiates any illegal proceedings.
2. The penalty is charged on the ones in case of bribery.
3. Strict action is laid when there is a failure of the details provided in regard to the qualification
and eligibility of the applicant.
8. Conclusion
The recruitment process for the job profile of the director of the good life health club is the
process in which various decisions are made in the recruitment process that would end up in
the production of the high profile members that would lead the company along the
competitive edge (Greiner, 2015).The following study is made in order to analyse the criteria
under the recruitment job analysis and to assess the various job fundamentals for the selection
of The Eligible candidates. The enumeration of the eligible candidate also gets covered
during the process of the on boarding and screening the applicants.The research analysis as
well as the development of the job performance strategy also remarks the various
fundamentals related to the job recruitment criteria so as to select the single position of the
fitness director of the good life health club.
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Recruitment process of the Fitness Director of the Good Life Club
References
Calvasina, G.E., Calvasina, R.V. and Calvasina, E.J., 2014. Social media and
human resource staffing: Legal, policy and practice issues for employers. Journal
of Legal, Ethical andRegulatory Issues, 17(2), p.51.
Costen, W.M., 2012. Recruitment and selection.TheEncyclopedia of Human
Resource Management: Short Entries, pp.379-387.
DeVaro, J. Internal hiring or external recruitment? IZA World of Labor 2016:
237, pp.1-9.
Greiner, B., 2015. Subject pool recruitment procedures: organizing experiments
with ORSEE, Journal of the Economic Science Association 1 (1), 114-125
Katzmarzyk,'P.'T.,'and'Janssen,'I.'(2004).'Theeconomic'costs'associated'with
'physical'inactivity'and'obesity'in'canada:'An'update.Canadian!Journal!of!
Applied!Physiology!=! Revue!Canadienne!De!Physiologie!Appliquee,!
29(1),'90<115.'URL:'
Kell,'R.'T.,'Bell,'G.,'and'Quinney,'A.'(2001).'Musculoskeletal'fitness,'health'outco
mes'and' quality'of'life.!Sports!Medicine
Spirduso,'W.'W.,'and'Cronin,'D.'L.'(2001).'Exercise'dose<response'effects'on'quali
ty'of'life'and'independent'living'in'older'adults.!Medicine!and!Science!in!Sports!
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Deaton,'A.'(2010).'A'snapshot'of'the'age'distribution'of'psychological'well<Ameri
ca.
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Recruitment process of the Fitness Director of the Good Life Club
Warburton'D'E;'Gledhill'N;'Quinney'A'(2001).Musculoskeletal'fitness'and'health.
Canadian'junal'of'applied'physiology'26(2)
Ware,'J.'E.Jr,'and'Kosinski,'M.'(2007).'SF<36'physical'and'mental'health'summary'
scales:'A'manual'for'users'of'version'1.).'Lincoln,'Rhode'Island:'QualityMetric'Inc
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Heneman, HG, Judge, TA &amp; Kammeyer-Mueller, JD 2015,Staffing
Organizations, 8th Edition,McGraw Hill.
Muscalu, E., 2015. Sources of human resources recruitment organization. Land
Forces Academy Review, 20(3), p.351.
Narang, L. and Singh, L., 2012. Role of perceived organizational support in the
relationship between HR practices and organizational trust. Global Business
Review, 13(2), pp.239-249.
Rees, G. and Rumbles, S., 2010. Recruitment and selection.Rees, G. and French,
R. Leading,Managing and Developing People, pp.169-190.
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