Selection of Fitness Director at Good Life Health Club
Added on 2023-06-11
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Selection of Fitness Director at Good Life Health Club
Recruitment and selection form the back bone of human resource management in any
organization (Coller et. al., 2018). A fitness director is a senior role and hence the selected
personnel must be capable enough to fulfill these responsibilities. The pool of candidates must
go through the following selection procedures in order to select the best candidate for the role:
Screening
The first round of screening will decide which candidates will go to the next round. Screening is
a form of filtering candidates from a large group (Chaneta, 2014). A number of applications
would be analyzed to understand if the candidate meets the outlines criteria. Since the role of a
fitness director requires the personnel to be fit and healthy, the first screening process will
include a large number of physical activities. This round is entirely based on strength. An entire
day would be planned for candidates where they will undergo a series of physical activities. This
would include the following sets:
5km running.
2km swimming
20km cycling
This would help in gauging the physical strength of candidates which is extremely important in
the selection procedure.
Psychometric test
Psychometric tests are used to measure an individual’s mental capabilities. These tests help in
understanding candidates who require certain personality tests for a job. A fitness director must
be mentally and emotionally very strong. These psychometric test would help in identifying the
core personality traits of individuals. There are various such personality tests that may be
conducted.
A big 5 personality test helps in understanding employee personality based on 5 traits. These
include extraversion, conscientiousness, and openness to experience, emotional stability and
agreeableness (Curtis et. al., 2015). A fitness director must be an extrovert, agreeable,
emotionally stable, open to experience and conscientious. These tests would help in identifying if
the candidates are mentally suitable for the job or not. Cognitive ability tests must also be
Recruitment and selection form the back bone of human resource management in any
organization (Coller et. al., 2018). A fitness director is a senior role and hence the selected
personnel must be capable enough to fulfill these responsibilities. The pool of candidates must
go through the following selection procedures in order to select the best candidate for the role:
Screening
The first round of screening will decide which candidates will go to the next round. Screening is
a form of filtering candidates from a large group (Chaneta, 2014). A number of applications
would be analyzed to understand if the candidate meets the outlines criteria. Since the role of a
fitness director requires the personnel to be fit and healthy, the first screening process will
include a large number of physical activities. This round is entirely based on strength. An entire
day would be planned for candidates where they will undergo a series of physical activities. This
would include the following sets:
5km running.
2km swimming
20km cycling
This would help in gauging the physical strength of candidates which is extremely important in
the selection procedure.
Psychometric test
Psychometric tests are used to measure an individual’s mental capabilities. These tests help in
understanding candidates who require certain personality tests for a job. A fitness director must
be mentally and emotionally very strong. These psychometric test would help in identifying the
core personality traits of individuals. There are various such personality tests that may be
conducted.
A big 5 personality test helps in understanding employee personality based on 5 traits. These
include extraversion, conscientiousness, and openness to experience, emotional stability and
agreeableness (Curtis et. al., 2015). A fitness director must be an extrovert, agreeable,
emotionally stable, open to experience and conscientious. These tests would help in identifying if
the candidates are mentally suitable for the job or not. Cognitive ability tests must also be
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