BUSS 3082 Staffing Organisations: Recruitment of Fitness Director

This document outlines a comprehensive recruitment and selection process for a Fitness Director at Good Life Health Club. The proposed strategy includes three key stages: initial screening based on physical fitness (5km running, 2km swimming, 20km cycling), psychometric testing to evaluate personality traits and cognitive abilities, and a stress interview conducted by a panel to assess the candidate's ability to handle pressure and conflict. The process emphasizes transparency and aims to identify a candidate who is not only physically capable but also mentally resilient, emotionally stable, and possesses strong leadership qualities. The selection criteria are designed to ensure the chosen individual can effectively manage the fitness center and contribute to its future success. Desklib provides a platform for students to access similar solved assignments and past papers for their academic needs.

Recruitment and Selection
Fitness director – Good Life Health Club

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

conducted in order to judge the candidates better. The tests must be quick enough to ensure that
candidates are honest.
Interviewing
The screening and psychometric test would be followed by the last stage of the selection process.
In this stage, these candidates must be interviewed. A panel of 3 jury members must be identified
to interview the candidate. It must be stress interview round. The idea of a stress interview is to
put the candidate under immense pressure and understand how he or she handles the pressure.
Being a fitness director can be a stressful job and it is important the person in position is able to
handle stress and conflict in an effective manner (Bratton & Gold, 2017).
The interview must aim to clear the expectations between both the parties. It must be interactive
and the interviewees must also put efforts in addressing candidate queries in a transparent
manner. The interview should also aim to put the candidate through various situational questions
in an attempt to understand their response to the same. The candidates’ future plans for the
fitness center must also be asked. It is appropriate to presume that a candidate would come
prepared with a future plan for fitness center.
After the interviews have been conducted, a collective score of all the three selection criteria
must be evaluated. The candidate with the highest and the second highest score may be invited
for another round of interview. However, if the jury is convinced, then the highest scoring
candidate must be extended an offer. Selection process for any organization must be transparent
in order to instil trust. The above three selection strategies will help the fitness center in gaining
an ideal candidate.

References
Bratton, J. and Gold, J., 2017. Human resource management: theory and practice. Palgrave.
Chaneta, I., 2014. Recruitment and selection. International Journal of Management, IT and
Engineering, 4(2), p.289.
Coller, X., Cordero, G. and Echavarren, J.M., 2018. Recruitment and Selection. In Political
Power in Spain (pp. 83-102). Palgrave Macmillan, Cham.
Curtis, R.G., Windsor, T.D. and Soubelet, A., 2015. The relationship between Big-5 personality
traits and cognitive ability in older adults–a review. Aging, Neuropsychology, and
Cognition, 22(1), pp.42-71.