Developing a Recruitment Strategy for a Fitness Director Role

This report details a recruitment strategy for filling a Fitness Director position at Good Life Health Clubs. It emphasizes targeted external recruitment to attract qualified candidates, utilizing methods such as social media advertising and realistic job previews. The strategy includes developing accurate job descriptions, success profiles, and phone screening questions. The report also highlights the importance of job analysis, including job specifications and competence-based analysis, to ensure the selected candidate meets the club's financial, managerial, and service quality goals. The appendices provide competency-based job analysis information and a sample job advertisement. This document is available on Desklib, a platform offering a variety of study resources for students.

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According to Cascio.2018 here are several activities that impact the effective performance of
an organization. Recruitment plays a very crucial role in the proper functioning of an
organization. Poor decisions made when recruiting employees greatly affect the performance of
an organization. This limits the rate at which goals are achieved. The best strategy to recruit a
pool of suitable candidates for a fitness director position and the basic materials that can be used
in an actual campaign.
Acquiring the best talent is very critical to the success of Good Life Health Clubs. Poor
decisions made when recruiting may end up producing long-term negative effects for the
company hence its competitive edge and share of the market will be lost. The current job market
has become very competitive and the available skills have been diversified thus recruiters need to
be more selective in their choices Analoui(2007).
According to Sun.2007 current marketplace has experienced so many changes as compared
to some two decades ago. The market begun with a general theme and later evolved to the
specific needs of the consumer. The employer has the chance to target the message to a specific
group of people who best suit the job vacancy through the targeted job board. In this scenario,
targeted recruitment is the best way to go since it gives the company the opportunity to pay for
specific applicants who were arrived at after the postings were targeted. This is different to the
case where you pay the entire multitude yet many of the candidates are not qualified. When used,
the target recruitment strategy offers the company so many advantages. First and foremost, it is
the most economical way a company can achieve their goals. It also enables the company to
attract a wide slate of candidates for the advertised vacancy. Lastly, target recruitment enhances
the diversity of the workforce and the employment brand. For Good Life Health Clubs to get the
right applicants to fill the fitness director vacancy the best way to go is through the target
recruitment so as to get the best candidate for the job. To target specific people for the job, the
company can focus the advertising and recruiting efforts and tailor the message content so as to
attract a given segment of the labor market Costen(2012). This approach is also beneficial since
the company does not need to recruit a large number of employees but instead the company is
looking for a person who can fill the single position of a fitness director.

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In order for the company to get the best employee, recruitment should be done externally.
External recruitment is when the organization decides to fill the vacancy from any suitable
applicant outside the business. External recruitment is advantageous in that; the company is able
bring people with new ideas, get a large pool of candidates from which they can be able to get
the best candidate and lastly the company will be able to get applicants who have a wider range
of experience. When done externally, recruits can be found through; magazines and journals,
newspaper adverts, encouraging walk-in applicants and through audio and visual media. Posting
vacancies through the media reaches a wide number of individuals and In turn increases the
number of potential candidates that can be chosen to fill the vacancy. This method may seem
expensive to the company but it is very advantageous since it maximizes the number of
interested individuals that are reached in a short period of time Schuler&Johnson(2012).
For a successful formal recruitment, the company must have the right job specifications and
the right advertising strategy to lure the correct employees. This is made possible by having the
right software and technology that can effectively handle the advertisement. The technology can
help the company keep the records of all those involved in the interview and use it for future
employment opportunities with the business.
Social media is a great channel of reaching out to the job seekers. Facebook, a platform
used by billions of people, can be the best way to reach out to interested individuals. An
advertisement can be done on the Facebook account run by the organization clearly stating the
necessary requirements for the position in this case is recruitment of fitness director of Good Life
Club. With this in mind, the company will be able to reach out to interested applicants who have
been closely monitoring its operation. Twitter also plays a great role in advertising job vacancies
since it also has a large number of followers. The company can use individuals with many
followers to advertise the vacancy or use their own platform to pass out the information. The
advertisement can also be done through the website of the company thus allowing potential
candidates to learn about the vacancy before deciding on whether to apply or not.
In order to reach out to the relevant applicants, the company should carry out its on recruitment.
Involving recruitment agencies is not the right option since they may end up choosing

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individuals who do not have the correct qualifications. People with greater knowledge of the job
should be used to carry out the interview so as to appoint a person with the best qualifications.
The interviewer should have all the necessary knowledge about the position and ask questions
proving that can determine whether the applicant is fully aware of the job being applied. To
recruit their own employees, the company should follow a proven recruiting process. The
following steps should be followed; first is to develop accurate job descriptions , compile a
success profile , draft the advertisement describing the position and the key qualifications
required then to post the advertisement in the relevant media ,develop a series of phone screening
question .Next is to review the received resumes and identify the best candidate. Lastly is to
select candidates for assessment.
For the company to effectively reach out to the applicants, a realistic job preview should be
put in place. Through this preview, the employee is provided with a realistic view of what the job
entails. The applicant can be able to determine whether they are a good match for the advertised
job or whether they do not fit the job description. Current employees can hold a meeting and
create the Realistic Job Preview. They can then decide on the best way to distribute the RJP to
the labor market. Distribution in the form of a written material is the most preferred since it is
cheaper and can be able to reach a large number of individuals. The RJP should be introduced
early in the recruiting process so that applicants can get information about the job earlier enough
Reece(2010).
In addition to development of the suitable recruitment strategy there is the need of the
application of job description, job specification and competence-based analysis. Good Life
Health club needs a fitness officer who is able to run the business professionally and successfully
also he or she can be able to train and develop other fitness professionals according to their
needs. The fitness director should also make sure that the members in the club are serviced with
all their health and fitness needs. According to the qualifications of the director; he or she should
have a diploma in TAFE ,3 years fitness professional experience and have knowledge of
operating the machines and equipment. In addition the director should have organization, people
and good communication skills. Based on the competence based analysis the director should
contribute to the financial position of the club, good management, provision of quality and

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efficient services and good overall performance. A good recruitment strategy will keep in mind
the three items in the selection of suitable candidates for the job Draganidis(2006).

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References
Analoui, F., 2007. Strategic human resource management. International Thomson Business Press.
Boxall, P. and Purcell, J., 2011. Strategy and human resource management. Palgrave Macmillan.
Cascio, W., 2018. Managing human resources. McGraw-Hill Education.
Costen, W.M., 2012. Recruitment and selection. The Encyclopedia of Human Resource Management:
Short Entries, pp.379-387.
Draganidis, F. & Mentzas, G., 2006. Competency-based management: A review of systems and
approaches. Information Management &Computer Security, Volume 14, pp. 51-64.
Heneman, HG, Judge, TA & Kammeyer-Mueller, JD 2015, Staffing Organizations, 8th Edition,
McGraw Hill.
Huselid, M.A., 2015. The impact of human resource management practices on turnover, productivity, and
corporate financial performance. Academy of management journal, 38(3), pp.635-672.
Rees, G. and Rumbles, S., 2010. Recruitment and selection. Rees, G. and French, R. Leading, Managing
and Developing People, pp.169-190.
Schuler, R.S. and Jackson, S.E., 2012. Linking competitive strategies with human resource management
practices. The Academy of Management Executive (1987-1989), pp.207-219.
Sun, L.Y., Aryee, S. and Law, K.S., 2007. High-performance human resource practices, citizenship
behavior, and organizational performance: A relational perspective. Academy of management
Journal, 50(3), pp.558-577.

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Appendix 1
Competency-based job analysis information sheet
This is based on Dessler (2003) Human Resource Management (9th edn.), New Jersey: Prentice
Hall, chapter 3 and the textbook, Heneman et al (2015), chapter 4.
1. Job title: Fitness Director
Business type: Fitness provider (Health club) Industry: Health + Fitness
2. What is the overall purpose of the job?
Contribute to club’s financial position through achieving PT KPI and serving club members to retain
their business (through great service and training engagement).
3. What are the organisation’s strategic goals that are relevant to this position?
Financial targets through trainer KPI
To increase clients
Hire efficient managers for management
Improve the service quality and expand business
4. How does the performance of an incumbent of this position affect the achievement of the
organisation’s goals?
It affects the overall performance of the club.
5. How does this position affect the achievement of the organisation’s goals?
It contributes to overall performance of the organisation, the incumbent must fulfil all the
responsibility of the fitness director and maintain the system functioning smooth and chaos free.
6. What does the incumbent need to be able to do to achieve the goals for the position? Present them
as a task statement with one of these attributes (Leading; Supporting; Presenting; Analyzing;
Creating; Organizing; Adapting; Performing) in each statement.
Attribute What does the incumbent need to be able to do?
Supporting Nurturing, helping, growing trainers, regulate the system
Performing Achieve budgets, manage the staff
Leading Provide direction to team, compassing company values
Organising Structure time well to achieve deliverables, organise the work style
Analysing Identify strengths, weaknesses and opportunities for trainers (old &new)
Presenting Meet customer requirements

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Creating Demand for business
Adapting The staff’s demand and issues must be faced
7. Look over that table from Question 6. You have identified certain activities and outcomes that the
employee needs to achieve. What knowledge, skills and experience is needed to achieve that
competency?
Attribute What knowledge and skills and experience is needed?
1Supporting Industry experience from being a trainer
2Performing Leadership management skills from work and education
3Leading Intrinsic motivation, Internal drive- be able to perform at a high standard
4Organising Skilled knowledge on human resource management and time management
5Analysing Able to judgement capacity
Appendix 2
Advertisement
JOB VACANCY ! JOB VACANCY !JOB VACANCY
GOOD LIFE HEALTH CLUBS is looking for suitable candidates to fill the position of a fitness
director. Below is the job description and job specification. If you are qualified for the position
you can apply the job through our website.
Job title:
Fitness Director
Job summary:
To maintain and ensure that the business in all areas is run professionally and
successfully at all time. To train and develop fitness professionals to work in
Goodlife Health Clubs, ensuring all members are serviced with their health and
fitness needs.
Responsibilities
and duties: - Administration, manage a team of PT in the club, ensure the effective
operations of the gym
- Meeting with personal trainers, providing proper guidance, sorting
issues for the staffs, maintain the good relationship with staffs
- PT training and development, enhance PT’s practical skill sets and
relevant knowledge
- Meeting with managers and deliver relevant tasks as requested by the

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superior
- Preparing process reports includes risk assessment of the department
- Equipment inspections, handing concerns in a timely manner and
ensure the correction use of the equipment
- Assisting other departments
- Develop personalised fitness schedules
- Implementation of Goodlife’s fitness programs within your club
Authority of
incumbent
(if relevant)
The incumbent will be in charge of 24 people who will work directly under
him/her holding different roles but reporting to the director. The task entails
supervising all activities in the club to ensure that they meet the required
standards by performing a variety of roles that are both indoor and outdoor.
Standards of
performance
(if necessary)
Ability to maintain high professionalism at all levels
Working
conditions
(if relevant)
Mostly indoor and sometimes outdoor
Job Specification
Knowledge - Diploma from a TAFE or RTO
- At least 3 years as fitness professionals
- Knowledge and experience on health and safety standards
- Knowledge of operation of all fitness equipment
Skills - Strong attention to detail
- Human resource skill
- Strong administrative and leadership skills
- Organisation skill
- People skill
- Communication skill
- Strong sense of initiative and autonomy
Abilities - Able to seek and propose improvement in operations
- Data collection and report writing skills

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- Risk assessment skills
- Flexibility
- Working within set targets
- Ability to multi-task and anticipate business needs
- Able to deliver and act on feedback
- Able to deliver and maintain awesome relationship in Goodlife
community
- Ability to work under high pressures
- Able to keep everyone motivated
- Ability to communicate effectively within the business at all levels
Other - Confidence in executing tasks
- Good body physical abilities
- Ability to work both indoor and outdoor
- Strong networking skills
- Help personal trainer to accomplish the client base
- Excellent verbal and written communication skills
- Proficient with MS office