BUSS 3082 Staffing Organisations: Recruitment Strategy Report

This report presents a comprehensive recruitment strategy for the position of Fitness Director at Good Life Health Club. It justifies the use of external recruitment agencies, detailing their advantages in matching job requirements, shortlisting candidates, and reducing HR overhead costs. The strategy includes drafting a position brief, job descriptions, advertising across various media, and a multi-step selection process. Essential materials such as selection criteria, job specifications, job descriptions, and competency-based analysis are outlined to ensure the identification of suitable candidates. The report also includes examples of external recruitment agencies and a sample job posting advertisement. Desklib is a great platform to find similar solved assignments and past papers.

Running head: HR MANAGEMENT STAFFING
HR Management Staffing
Name of Student
Name of University
Author Note

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Table of Contents
Table of Contents.............................................................................................................................1
Introduction......................................................................................................................................2
Analysis and development of recruitment strategy.........................................................................2
Development of appropriate materials for the planning of recruitment strategy.............................4
References........................................................................................................................................5
Appendices......................................................................................................................................7
Selection Criteria..........................................................................................................................7
Job Specifications........................................................................................................................7
Job Description............................................................................................................................9
Competency based Analysis..........................................................................................................11
Posting of Ad for Fitness Director.................................................................................................12

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Introduction
The study is basically focusing on the outlining or the preparation of a simple and
comprehensive recruitment plan for the post of fitness director in Good Life Health Club. It is
also focusing on the justification of the recruitment approach to be taken and presenting this plan
to the HR manager who does not know anything about HR. The study should be describing that
what should be the best approach for attracting and recruiting the poll of candidates for the job of
Fitness Director (Cappelli 2012). The study also mentions that what should be the form of
recruitment to be done. It should also focus on how the candidates should be found and reached.
It should be focusing on the analysis of the assignment one from where the different type of
method and matching up of methods to be taken place for the development of the comprehensive
recruitment plan. It should also describe the best possible materials to be used and applied for
this recruitment plan to be made successful.
Analysis and development of recruitment strategy
It is said that for the recruitment of the fitness director in Good Life Health Club, the
manager of the company want to do external recruitment. The external recruitment is defined as
the assessment of the pool of the candidates other than the existing staffs to judge and see that
whether there are any type of candidates or staffs are there or not who could be able to perform
the roles and responsibilities for the designation of fitness director in this Good Life Health Club
fitness company (Cappelli 2012). It is quite obvious that the company has been applying the
form of opening an external recruitment agency so that the recruitment agency were given all the
responsibilities of hiring the best suitable candidates from poll of candidates for the post of
Fitness Director. The external agency developed by the company has certain advantages so this

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recruitment approach is best justified for the recruitment of the candidates for the post of Fitness
Director from the pool of candidates. The external recruitment agencies match up the
requirements in terms of the job specifications and job description. They could be able to found
out many candidates and from then shortlist hem. The external agencies do get a profit of margin
from the company they have been collaborated with. They perform the role of HR on the behalf
of the company (Cappelli 2012). They will be found and given the information regarding the job
description and skills of the talented candidates (Greiner 2015). This is essential in the process of
external recruitment to be adopted in the best way for the HR manager of Good Life Health
Club.
There are certain examples of the external recruitment agencies which operates on behalf
of the company good Life Health Club. The examples are Hudson, Extrastaff, Morton Phillips
etc. The justification for the selection of external recruitment agency as the form of recruitment
for the Fitness Director from the pool of candidates could be that the recruitment through agency
is much cheap (Greiner 2015). The workloads of the HR department gets outsourced a bit which
will be reducing the overhead costs. This is approximately 11 -25 percent of the annual salary of
the placement. It should be simplifying the HR department of Good Life Health Club. There
could be the use of the recruiter expertise in the recruitment and the selection and there could be
the use of the recruiter databases to be taken place which is good for the appropriate recruitment
planning for this company (Narang and Singh 2012).
The suitable candidates could be found from the advertisement which is basically done
with the help of the external agency from where the recruitment is taking place. The applicants
could be found in print media and digital advertisements which are made by the external agency.

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It may involve the newspapers, magazines, journals etc. It could also be in social networking
sites like in Facebook and LinkedIn.
The process for the recruitment of candidate for the post of Fitness Director from the pool
of candidates in external agency recruitment has been given below
Step 1: Drafting a brief of the desired position on behalf of the manager of the company.
Step 2: Brief description of the Job description and job specifications.
Step 3: Recruitment Advertising in social networking sites along with print media.
Step 4: Shortlisting of the candidates from the pool of candidates.
Step 5: Involved in the selection process after that
Step 6: Filtering of the unsuccessful candidates.
Development of appropriate materials for the planning of recruitment strategy
It is mandatory that for the development of the suitable recruitment strategy there is the
need of the application of the selection criteria, job specification, job description and competency
based analysis is to be outlined to find the best poll of candidates (Muscalu 2015). The manager
has designed the job specification as the first document which is outlined for the filling of the
vacancy for the post of Fitness Director from the pool of candidates (Butler and Callahan 2014).
The job specification is basically designed in order to analyze and evaluate the skills and
knowledge of the candidates who will be able to perform the role of Fitness Director for Good
Life Health Club (Narang and Singh 2012). The second document which is needed to be used
should be the job description and this document outlines the duties and responsibilities of the

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Fitness Director for the company, the candidates will be employed from the pool of candidates
(Calvasina Calvasina and Calvasina 2014). The third document which used will be the
competency based job analysis. This is useful in understanding and analyzing the competency
level of the candidates fit for the post of Fitness Director from the pool of candidates. The next
could be the use of the selection criteria where in this document should be applied by the
external agency as the external recruiter at that should be getting the perfect idea of the
knowledge capabilities they should be to having it in order get the best possible candidates for
the post of Fitness Director for Good Life Health Club (Erickson 2017).
References
Butler, M.G. and Callahan, C.M., 2014. Human resource outsourcing: Market and operating
performance effects of administrative HR functions. Journal of Business Research, 67(2),
pp.218-224.
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.
Cappelli, P., 2012. Why good people can't get jobs: The skills gap and what companies can do
about it. Wharton Digital Press.
Erickson, B.H., 2017. Good networks and good jobs: The value of social capital to employers
and employees. In Social capital (pp. 127-158). Routledge.
Greiner, B., 2015. Subject pool recruitment procedures: organizing experiments with ORSEE.
Journal of the Economic Science Association, 1(1), pp.114-125.

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Longenecker, C.O. and Fink, L.S., 2013. Creating human-resource management value in the
twenty-first century: Seven steps to strategic HR. Human Resource Management International
Digest, 21(2), pp.29-32.
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.

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Appendices
Selection Criteria
The selection criteria are defined as the requirements which are matched up with the position for
any designation. In this study there would be the selection criteria should be the skills,
knowledge, job responsibilities as well its educational qualifications which are essential for
matching up the requirements of the post of Fitness Director for Good Life Health Club.
Job Specifications
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

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- Data collection and report writing skills
- 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

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Job Description
2(a) daily duties (those performed every day or almost every day)
Duties KSAOs associated with that
duty
(the more specific one is in
task statement)
Importanc
e of
KSAOs
Importance
of duties
% of
time
Administration customer service, sales, office
administration
4 5 20%
PT meetings Compassion, communication,
patience
2 4 55%
PT Training and
Development
experience, expertise in field,
course completion, teaching,
people skills, compassion,
communication, patience
1 5 25%
2(b) regular duties (those performed at regular intervals but not daily)
Duties KSAOs associated with that
duty
Importanc
e of
KSAOs
Importance % of
time
Reporting collecting reports to manager 3 4 30%
Manager meetings
&Assessments
risk assessment, maintenance
reports, strong management and
leadership skills,
2 4 35%

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communication, develop
awesome relationships in the
Goodlife community
Equipment
inspections
attention to detail 1 4 25%
2(c) irregular duties/ tasks that the incumbent is obliged to deal with
Duties KSAOs associated with that
duty
Importanc
e of
KSAOs
Importance % of
time
Assisting other
departments
Flexibility 4 3 15%
Goodlife
Programs
Leadership, organisation,
communication
3 3 35%
Compliance organisation, attention to detail 2 2 50%

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Competency based Analysis
Job title:
Fitness Director
Job summary: Contribute to club’s financial position through achieving PT KPI and
serving club members to retain their business (through great service and
training engagement).
Responsibilities
and duties. List
competencies
here.
- Management of the team of PT in the cub ensuring the smooth
operations of the gym.
- Resolving issues of the trainers as and when required.
- Analysis and evaluation of the performance of the trainers so that
they can compete with the other trainers individually.
- Creation of proper budget requirements for sustainability of the
fitness club.
- Leading the effective trainers with solid leadership skills and for
intrinsic motivation to be given to the trainers and staffs.
- Decision making on the appropriate use of the gym equipments.
- Supporting and coordinating the operations of the gym with the
trainers.
- Effective use of time for controlling and managing all the activities
in gym.
Authority of
incumbent