InvincABLE Fitness Club: Staffing Framework and Recruitment Strategy

This report examines the staffing framework of InvincABLE Fitness, a premium fitness facility facing challenges in recruiting qualified fitness instructors. The report analyzes the current staffing situation, highlighting the need for experienced instructors, especially those skilled in training individuals with disabilities. It proposes a part-time employment model to address the immediate staffing gap, considering legal working hours and potential incentives. The selection process is detailed, including preliminary interviews, application screening, employment tests, interviews, reference checks, and medical examinations. The report also suggests best hiring strategies, such as social media hiring and efficient interview schedules. It outlines specific interview questions covering basic, technical, and client-handling aspects, emphasizing the importance of assessing candidates' personalities and goals. Furthermore, the report mentions the application of Tuckman’s Model of Team Development to solve the current team shortage and team dysfunctions in the future.

THE STAFFING FRAMEWORK
Name of the student:
Name of the university:
Author Note:

Introduction
The paper talks about the staffing problem faced by a fitness club, InvincAble with a
shortage of labor in the department of fitness instructors. The company is looking for
recruitment of instructors through screening of resumes and selecting the best candidate with
a monthly staffing time-table for the programs to be carried out. The fitness club InvincAble
is currently facing staff turnover at a large scale due to difficulty in obtaining qualified fitness
instructors who are having a minimum of two years of experience. The search is on the
process of looking for experienced candidates who will also be willing to work with disabled
people wanting to get fit. The main criterion for fulfilling the vacancy in the company is to
recruit specialized staff in training people with disabilities being a demanding job role. The
monthly memberships in the company with the clients having the requirement of personal
training classes currently has 167 requests already booked on the system. Due to the present
staff turnover, only five people can be trained in an hour by the available trainers with full
assistance. This can hamper the growth of business due to fewer customers and with limited
staff. The safety of the people can also be under question as each of the trainers may not fully
concentrate on each person and the overall productivity of the trainer can fall. Currently,
InvincABLE has got a golden chance to grow its business by extending the service line
through a seated exercise class in the fitness club. As the club will promote the opening on
11th March, the anticipation of sign-up by a lot of other people will require instructors in that
service line on an urgent basis.

Discussion
Part a.
Present staffing situation
The club due to having presently only four members, out of which one of the
members is chairperson, therefore experienced instructors in the quantity of three to five with
established competencies in the fitness field are required. There are present, three instructors-
Rachel who herself is the owner of the club as well as the instructor; Jess and Katie are other
instructors. Ollie is another instructor; however, she is not fully qualified and equipped with
the necessary skills to train the people. She assists the other instructors. In the sales and
marketing field, there is Laura, while there is one receptionist in the club, Lisa.
The team management model to be followed to solve the current team shortage and
team dysfunctions in the future are. Tuckman’s Model of Team Development is to be used.
Figure 1: Team development model
Source: https://www.thecoachingtoolscompany.com/get-your-team-performing-
beautifully-with-this-powerful-group-development-model/

Stage 1 – Forming
All the team members should meet each other and learn about the task. They should learn
what their roles are. The leader should clear all the objectives, targets and the mission to
achieve being in the team.
Stage 2-Storming
All the team members should learn how to work together and also learn about their member’s
abilities. The leader of the team should focus on the performance by assessing the strengths
and weaknesses of the team.
Stage 3-Norming
The team members should act and work together. The roles of the team should not be
stagnant (Terason 2018). They should evolve into helping each team members succeed in
their performance and assist in their difficulties. The people should ignore individual
differences and work together collaboratively.
Stage 4 –Performing
The team members should strive and work hard towards their goals. They should be flexible
enough to assume the urgent responsibilities and help each other. Although the leadership is
there, but the performance targets of the team should be focused and shared by other
members. They should share a focus.

Part b.
To hire the staff effectively, InvincABLE should decide the period of employment of
staff to assist the already existing staff in the club. Due to a shortage of human resources, the
club requires urgent gap-filling candidates. The most relevant period of employment will be a
part-time basis. Part-time employment can be beneficial in terms of less compensation
amount paid to the staff who will be working and assisting the other permanent staff on
flexible hours (Anttila and Oinas 2018). The flexible hours can be from morning to afternoon
and afternoon to evening. Most of the weekends demand excessive shift hours, due to which
the staff in part-time employment can also be provided with incentives to stay and work for
extra hours. The employment of fixed and permanent staff in the initial period of extending a
service line operation may not prove beneficial with high costs in recruitment and designing
the salary package with remuneration and allowances system. This type of working shift has
been designed as per the Organisation of Working Time Act, 1997 in Ireland states that no
worker will be allowed to work more than 48 hours in the average working week
(Citizensinformation.ie 2012). According to the Section 17, the employer will notify in 24
hours the shift in timing as well as the duration of work for the day. The legal working hours
are 48 hours with no work on weekends as such. The normal working hours start from 9:30
am until finishing on 5:30 pm. The average working week is 39 hours in the country. The
Sunday shift requires extra wage payment with a minimum of 11 continuous hours of rest in
the weekly period (Just Landed 2016). The normal working hours will be four consecutive
days out of the eight hours of work. Monday to Friday are considered to be the normal
working weekdays.
Part c.
The selection process to be followed is :

Figure 2: The Selection process
Source:https://www.toppr.com/guides/business-management-and-entrepreneurship/
human-resource-management/selection-process/
In the first stage of selection, the preliminary interview can be taken through the
telephone screening asking for basic interview questions or a primary questionnaire fill up
can be done as per the online job portal where the job is advertised (John 2019). In the second
stage of receiving applications, the selected candidates from the preliminary interview have
to submit the blank application forms where the information about their age, skills, abilities,
location and career needs are to be given for evaluation (Greer, Carr and Hipp 2016). In the
second stage, the criteria filled are to be measured and then again the best candidates are
chosen. In a screening of applications, the resume of employees is to be evaluated as the
metrics of how much fitness training they have provided to clients, the skills in marketing
which should be placed on the resume scorecard and calculated. The high scoring candidates
are to be selected. In the fourth stage of employment tests, the personality and technical
round tests are to be conducted. The two rounds of tests with high scores will choose the best-

fit candidates in the fitness trainer profile. The selection tests will be taken on the same day.
The fifth stage, interview with HR and Head of the organization will de done after crossing
the stage of selection tests. The interview round will of basic, technical and client handling
questions. It will be a panel interview with 2-3 interviewers on the board. In the sixth stage,
reference checking is to be done as to where they have worked before and a report of their
skills as well their personality is to be assessed from feedback collected as per references. In
the seventh stage, a medical examination is conducted where the physical fitness is evaluated
and any complications lie diseases or inadequacy of body strength gets revealed as per any
medical conditions. The last stage consists of measuring all the reports and results from the
first to last and the best candidates get selected with an offer letter.
The best hiring strategies which can be followed are:
a. Social media hiring where the quality of fitness trainers along with their digital profile
is provided. Digital hiring is a trend nowadays, it can be used to measure their
interpersonal skills and based on their online personality they can be called for the
interview.
b. The hiring process should not be very long and not exceeding 2 days.
c. The kind of selection tests should always include personality tests which should
conform to the ethicality of the interview.
d. The interview questions should not be always competency-based. The questions
should be targeted to know the overall personality, needs and future goals of the
person. The behavioral interview should be conducted along with the focus on the
competencies (Kalpan et.al, 2018).
The interview schedule is as follows:
The first slot will be based entirely on the physical fitness area to assess the strength
and the criteria meeting tests. The criteria will be cardio, strength, cross-training (Bennie
Place of Interview – Meeting room
Time of Interview – 11 am to 4 pm
The interview is to be done into two slots.
Interview Day: 27th January 2020

et.aal 2017). The second slot is wholly based on the soft –skills assessment where the
candidates will be put under the stress interview asking behavioral questions to check their
patience level, problem-solving skills, and situational judgmental skills.
Three instructors will take the interview, the first decision party is Rachel being the
owner while Jess and Katie will assist Rachel in the interview panel process.
Interview Duration: 5 hours
First Interview slot duration: 2 hours
Break time: 1 hour
Second Interview slot duration: 2 hours
All the candidates will be called on the same day within the interview timings. The
candidates will be requested to enter the interview spot before 15 minutes. The interview
questions which can be asked are:
The basic questions are – (Choose any 2)
a. Why did you want to take fitness training as your occupation?
b. What type of certifications you hold in the fitness training?
c. What are your fitness goals? Name some of them.
d. What type of diet and nutrition advice you give in your training?
e. How important you think the nutrition chart is maintaining the fitness regime?
f. Who is your inspirational fitness model?
The technical questions to be asked are: (Choose any 4)
a. What kind of evaluations do you usually conduct with a new client who is willing to
begin a fitness regimen under your training?
b. Do you always recommend dietary supplements to enhance your clients' fitness
performance? If, then which ones?
c. How can you describe your fitness time management approach to assist the individual
clients as well as the group workout classes in batches?
d. Imagine one of your clients not motivated in the fitness training session under your
regime. How can you keep inspire that person throughout the process?

e. If a client under your training program complains about a past injury that occurred
during the workout session and how will you handle such situations when you are
designing a fitness training regime?
f. What necessary steps can you take to prevent any further injury to the client from
taking oneself into hazardous activities—during working sessions without you?
g. Tell me which are the three most important exercises according to you which you
want to suggest to your clients in the sessions?
Client handling questions to be asked are: (Choose any 3)
a. What kind of experience in fitness training you have got concerning client service?
Will you be able to give us a description of how did you handle client service situations in
terms of difficult fitness training members or prospective clients?
b. What are your personal views regarding the organic food supplement nutrition and a
suitable vegetarian diet?
c. Have you encountered a client who is committed to a maintained diet which is
different from the lifestyle you follow?
d. Tell me how did you handle a situation where a client in the training program had
been not so satisfied with your work?
e. Imagine a situation where you are required to set up a session for a client who is
looking for a weight loss program. What will you do to bring instant results?
f. How efficient you are in structuring a fitness program especially for disabled people
as per their complications to make them maintain a healthy lifestyle?

Part d.
Interview Scene 1
Jess and Katie are taking the interview.
Enter interviewee: Mark Mooney
Mark: Hello everyone, can I take a seat?
Jess and Katie: Yes sure.
Jess: So tell me, Mark, why you wanted to take fitness training as your occupation?
Mark: Because fitness training according to me is a part of a healthy lifestyle and I always wanted to be
healthy myself as well as teach others to be healthy.
Katie: What type of diet and nutrition advice you give in your training?
Mark: I normally provide nutrition charts as per the requirements and the medical report's advice based
on a person’s health.
Jess: Imagine one of your clients not motivated in the fitness training session under your regime. How can
you keep inspire that person throughout the process?
Mark: I will take him to break sessions out-side, understand the problems and counsel accordingly.
Jess: Do you suggest dietary supplements in your clients’ fitness performance?
Mark: Sometimes
Katie: How efficient you are in structuring a fitness program especially for disabled people as per their
complications to make them maintain a healthy lifestyle?
Mark: I will consult with their doctor, nutritionist and their daily habits from family members to structure
the training
Jess: Can you inform me what are the three essential exercises according to you which you will suggest
for all clients?
Mark: Cardio training, body-weight training, and pilates
Katie: Okay, Mr. Mark it was nice communicating with you throughout the interview process. We will
inform you of the results before 3 pm.
Mark: Thank you Katie and Jess. I look forward to the offer.
END

Interview Scene 2
Jess and Katie are taking the interview.
Enter interviewee: Robbie Mansfield
Robbie: Hello, everyone, can I take a seat?
Jess and Katie: Yes, sure.
Jess: So, Robbie, what are your fitness goals? Name some of them.
Robbie: My fitness goals are to increase my strength training routine per week two times. I like to have a
core high-intensity training workout.
Katie: What kind of tests you conduct before a client wants to begin a fitness session under your training?
Robbie: I try to do medical examination overall with our gym doctor, nutrition check-up and the
necessary exercises to check their fitness capacity.
Jess: If a client under your training program complains about a past injury that occurred during the
workout session and how will you handle such situations when you are constructing a fitness regimen?
Robbie: Normally, I try to check if the client does not get any injury. Nevertheless, if the person
accidentally gets an injury, I will design his fitness regimes for a certain period with the doctor
consultation and the exercises which can be performed as per physical fitness capacity.
Katie: Have you encountered a client who is committed to a maintained diet that is different from the
lifestyle you follow?
Robbie: I have encountered such a client in my previous employment company where there used to be
fitness workout sessions for the common public every alternative three months. This person used to
belong to the military field and has made himself trained in a core workout with a strict disciplinary food
regime. He was well equipped with fitness knowledge, so it was easy to train him when he joined the gym.
Jess: How can you describe your fitness time management approach to assist the individual clients as well
as the group workout classes in batches?
Robbie: The individual clients can be 2 hours of personal monitoring every day while the group workout
classes should take more time with a focus on each client, the duration being 4 hours.
Katie: Okay, Mr. Robbie, it was nice communicating with you throughout the interview process. We will
inform you of the results before 3 pm.
Robbie: Thank you Katie and Jess.
END

Part e.
(Provided in excel)
Part f.
EMPLOYEE PERFORMANCE REVIEW
Employee Name :
Department :
Reviewer Name :
Review Date:
Last Review Done:
Core Competencies
(Rate the employee according to the following
competencies )
Rating Weightage
Reception
Administration
Programming
Sales Counseling
Statistical knowledge
Operations
Member training
Overall Score
Functional area
(Rate the employee according to the following
competencies )
Rating Weightage
Attendance
Teamwork
Client Service
Discipline
Event Management
Inventory Handling
Client Feedback
Overall Score
Summary of Performance
Areas of Improvement