Recruitment Strategy for Good Life Health Club

This article discusses the recruitment strategy for Good Life Health Club to hire a fitness director. It emphasizes the importance of job analysis, competency-based approach, external recruitment, and onboarding. The article also provides a step-by-step process for the recruitment of the fitness director.

1
Good Life Health Club
Name
Course
Instructor
Date of Submission

2
According to Greiner (2015, p.114), for an organization to function properly, a good recruitment
strategy is one of the necessary measures that are needed. Failure to this, the hired personnel will
make the company to fail as poor decisions will be the main cause. For a good recruitment
strategy, a company needs to carry out a job analysis which basically involves the process of
identifying and determining all the responsibilities of an individual holding a given post in an
organization (Calvasina 2014,p.51).
Good Life Health Club has an intention of expanding across the country and for this to happen
more employees are needed to make it a success. A fitness director is one of the job vacancies
that need to be filled and the Club has come up with a variety of strategies to choose the best
qualified candidate for the post. The selected fitness director will carry out a number of
responsibilities including managing the PTs of the organization, developing all the fitness
programmers of the club with respect to the facilities available and also report to the top
management office (Draganidis 2006, p.51). The best candidate for the job will also instruct all
the staff to ensure that the Club greatly benefits from the services they have to offer while also
ensuring customer satisfaction.
In the modern world, jobs are evolving at a very fast pace and it is the responsibility of the
management to choose the best recruitment strategy to hire the best workforce. Good Life Health
Club in its quest to get the best personnel for this job should make use of a good strategy that
will make it easy to analyze all the sectors. Competency Strategy puts more emphasis on the
professional qualifications of an individual and any one applying for the job must have enough
skills which can be proved through a number of interviews with the management or the person
who initially held the post of fitness director in the organization. Good Life Fitness Health Club
will use make use of the incumbent and the supervisor to collect all the evidence of competence

3
from job seekers. Anyone who has applied will have to meet all the set standards in order to be
pronounced fit to fill the role of the fitness director (Greiner 2015,p.114).
Any person that applies for the job should have proof of the necessary requirements and
experience that is needed to carry out the job. An original and photocopy of the academic
qualification documents and recommendations by previous employers should be available during
the interview. This strategy allows all the applicants to showcase their knowledge in the field by
giving them the chance to share what they have learnt. By making use of a competency strategy,
the Club will benefit from a number of advantages which are necessary for the development of
the Club and are useful in meeting all needs of the customers (Muscalo 2015,p.351).The
Competency based approach is advantageous in that it puts more focus on the current techniques
that the applicant possesses and how it will be of importance in the success of the club. It is also
possible to check how the qualifications of anyone applying for the job will impact to the
challenges that the club is currently facing or the problems it may face in the future. Finally, it
makes it possible for the club to hire well trained personnel who are able to work effectively
despite any challenges that they might face.
According to Narang (2012,p.239) for this strategy to work, Good Life Health must make use of
competencies models and using them as underpinnings of several human resource applications.
By using this strategy, the Club will create awareness and understanding on the need to change
how the business operates, improve the level of team work coordination, enhance the skill levels
of all the employed staff and come up with new designs of running the Club.
Good Life Health club will look for the best candidates externally rather than choosing
internally. Good Life Club does not have many people having the required skills to fill the
position of a fitness director. Due to this issue, most applicants will be from other companies

4
around the country or people who are not employed at the moment and so the club will have to
reach out to applicants from all corners. By using this method, the club seeks to benefit as people
with more ideas will be added to the workforce thus increasing the level of services offered. The
Club will make use of an external agency that will carry out all the processes of recruiting the
best fitness director from the large number of people that will apply for the post. For a successful
recruitment, the Club expects the selected agency to follow this process:
 Putting down a small description of the vacant fitness director position as
required by the manager of Good Life Health Club. The agency will first draft a
well explained description of the vacancy that needs to be filled.
 Brief description of the Job description and job specifications. After explaining
the job vacancy, the agency will clearly explain every role that will be undertaken
by the successful applicant. The most important roles such as managing the PTs
of the organization and developing all the fitness programmes of the club.
 Recruitment Advertising in social networking sites along with print media. After
explaining all the requirements in a draft, the advertisement will be made on
social networks as it is the best marketing method that enables the Club reach out
to a large number of people within a short time. It is also a very cheap method of
advertising and thus will save the Club a lot of money. Print media such as
magazines and newspapers can also be used to advertise the vacancy as most job
seekers read them on a daily basis to gather information.
 Short listing of the candidates from the pool of candidates. Once the
advertisement is made, a number of people will apply and it is therefore necessary
to select only those that fit all the requirements that are in place. The shortlisted

5
candidates can then be notified via phone calls, short messages, posting their
names on our website or by posting their names in print media.
 Carrying out an interview. All the candidates that have been successfully
shortlisted will visit the club to participate in an interview while also carrying the
necessary certificates and identification cards that can easily identify a person.
The interview will be face to face and shall involve the managers of Good Life
Health Club and a person who has experience working as a fitness director.
 Choosing the best candidate. Ones the interview is concluded, the best candidate
will be chosen and notified through a phone call. After notifying the selected
person, a discussion on the terms and conditions is the next thing to undertake.
This terms and conditions should have been signaled earlier when carrying out the
interview so that any selected individual is fully aware of what to expect.
 All the unsuccessful applicants will be notified either by phone or a personalized
letter. The club can also decide to explain why they were not selected or give
them a feedback report which will make them improve.
 The successful candidate will be notified and required to start the job as soon as
possible to ensure that the Club does not lag behind in offering services to the
customers.
After the successful applicant has accepted the job offer, on boarding is the next step to be
followed. On boarding is the process of settling the new hire into the organization as quickly as
possible. It is important for Good Life Health Club to send the correct signals to the new fitness
director during the first few days in office. With a good environment, the new fitness director can
start strongly as all the help needed will be provided by fellow employees and the top

6
management. The new fitness director will be provided with the realistic information about the
requirements of the job and a well set up office that is easy to work from (Rees 2010, p.169). All
the members of staff will also be required to play a very important role that will ensure quick
adaptability to the new working environment.
There will be an orientation program within the first 15 days and the new employee will get a
chance to tour all the facilities of the Club and get to know the location of important amenities
such as the toilet. A mentor will also be assigned to the new employee so that it is easier to be
guided on any issue that may pop up while at work. With a good on boarding plan in place, Good
Life Health Club will greatly benefit from the new ides and services that will be introduced. This
may end up creating a positive impact as quickly as possible as the new employee will feel
welcomed by all members of the staff and the management.
Reaching out to the correct applicants all over the country is a very difficult task that should be
undertaken by Good Life Health Club. A number of strategies are in existence but an RJP will be
the most preferred in this scenario This strategy allows all the applicants of the job to know what
is needed to be a good fitness director of the club and is also essential in knowing what is
needed to smoothly run the organization. Social media is also a very fast and cheap method of
distributing the RJP to the labor market as it will enable the Club to reach out to many people.
There are a number of social media platforms that can be used to pass the information to the job
seekers as most of them tend to look for jobs from internet sources. The club can decide to post
the vacancy on its own Facebook page or even twitter account. These are very important social
media marketing tools that are used by billions of people all over the world (Tessema
2017,p.136).

7
An interview was used to collect all the data as it is the most convenient method of collecting
accurate and up to date data. This method was widely accepted on as it made it possible to
interview the incumbent fitness director, the supervisor and the general manager. The interview
is also important in choosing the best candidate to fill the job vacancy. An interview includes a
detailed investigation on the role of a fitness director, the required skills and knowledge that a
successful applicant should possess in order to get the job. With the help of the incumbent, it is
easier to know whether any applicant is cheating. This method of data collection was very
effective as it ensured that accurate data was collected without being distorted. The results from
the data collected can be widely relied upon and can also be recommended to other parties
interested.
For Good Life Health Club to effectively serve all the customers, it is highly recommended to
have a well trained staff. The Person selected to fill the position of a fitness director is supposed
to be well trained and have ample knowledge that is essential in carrying out the day to day
activities. A strong panel should handle the interview so that only the best applicant is picked
from all candidates that were selected. On boarding is a very important process that is supposed
to be carried out by any organization that recruits new employees in order to get the best from
them within the shortest time possible (Stybel 2010,p.105). It is also important for the
management to ensure enough resources are given to the recruitment team so that they can also
carry out their duties without facing any possible problems. This will allow them the freedom to
source for the best candidate without worrying about any issues that may hinder them from
exercising their duty. With a good fitness director, Good Life Health Club will prosper.

8
References
Anisah, A., 2014. The relationship between human resource management practices and job satisfaction:
A case study among civil servants in Putrajaya (Doctoral dissertation, Universiti Utara Malaysia).
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 and Regulatory
Issues, 17(2), p.51.
Draganidis, F. and Mentzas, G., 2006. Competency based management: a review of systems and
approaches. Information management & computer security, 14(1), pp.51-64.
Greiner, B., 2015. Subject pool recruitment procedures: organizing experiments with ORSEE. Journal of
the Economic Science Association, 1(1), pp.114-125.
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.
SZAMOSI, L.T. and WOOD, G., 2016. Recruitment and Selection: Debates, Controversies and Variations
in Europe. In International Human Resource Management (pp. 316-330). Routledge.
Tessema, M.T., Gok, K., Ngoma, A., Tesfayohannes, M. and Fernando, G.V., 2017. Staffing System
Management: Evidences from Singapore. International Journal of Human Resource Studies, 7(2),
pp.136-154.
Stybel, L.J., 2010. Managing the inner contradictions of job descriptions: A technique for use in
recruitment. The Psychologist-Manager Journal, 13(2), p.105.
Werbel, J.D. and DeMarie, S.M., 2005. Aligning strategic human resource management and person–
environment fit. Human Resource Management Review, 15(4), pp.247-262.

9