In our competitive recruiting market, attracting the best talent begins before the need for staff becomes urgent. 

Here are 5 ways to get an edge over your recruiting competition. You may not use all 5, but each additional measure will increase your chance of connecting with the best possible candidates.

1. Develop an ‘always recruiting’ mindset

Keeping an eye out for great talent does not mean you’re under any obligation to hire, it’s just about ‘packing the pipe’ because you can never be sure when you’re going to need someone.

Get to know potential candidates and lay some groundwork that will save you valuable time and money in the future, so when you do need to hire, you’ll already have a bank of people ready to approach, making life a lot easier!

Doing this also puts you in the right frame of mind to seize opportunities when they arise. For example, you may think it’s not worth advertising to fill the limited hours you have available, but then you just happen to bump into someone at a social gathering who’s looking for a few hours’ work! It’s not that you’re hitting up everyone you meet but more that you’re keeping your mind open to possibilities and opportunities.

Of course, if you have the budget, a more structured approach to ‘always recruiting’ will yield better results. For example, recruitment packs from HealthyPeople allow you to reach out to local candidates on a regular basis, increasing your chances enormously of building the perfect team.

2. Create a space that talks to potential candidates

Is there a place on your website where people can learn about working for your business from an employee’s perspective? 

To attract the best candidates, show that you value and support your team. Whether on your website, in-club or via social media pages, make sure you’re conveying appreciation in public.

We recommend our Team Hub service (in conjunction with FITREC) to show potential candidates your existing team, your ethos, the type of clients you work with, and the benefits you offer employees.

3. Maintain contact with good candidates

If you have a great candidate that you’re not able to employ right now, then keep in touch by inviting them to key events.

If you get a speaker in to educate your staff then consider offering these potential candidates free or discounted tickets. You might even like to design and distribute a quarterly newsletter/update that’s created specifically for this purpose.

The key is to demonstrate how different your culture is from the other fitness opportunities out there. That you truly are an 'employer of choice'.

4. When you do advertise a role, you'll need more than 'it's a paying gig' to sell it

There are a wealth of opportunities for good fitness professionals including going it alone. So it’s imperative that you really sell the role.

Why would a candidate choose your facility over any other? Is it the client base, the facilities, the ongoing training, the support and mentoring, the pay, the hours, or maybe a combination of things?

Avoid tired buzz words, such as ‘community’, ‘culture’, ‘state-of-the-art’,'unlimited earning potential' or ‘do what you love'. 

These sorts of descriptions are in many fitness ads in one form or another – meaning, they won’t stand out. Of course, if you really do want to use any of these descriptors then put some meat on the bone! What is it about your ‘community’ that makes it special? If your equipment is ‘state-of-the-art’, to what end – is it functional or just floor candy? The same goes for ‘team atmosphere’ and ‘culture’ – what makes it great to be a part of your team? Do you offer ongoing learning? Do you have a structured system for career progression?

5. Get ready to train and look after the best candidates

There are two parts to this.

(i) It's always better to retain great staff than recruit. Upskilling and supporting your existing staff as much as you can, goes a long way to making this happen.

(ii) When recruiting, hire for attitude* and train for skill. Or if you're looking for someone who’s ready to hit the ground running, be ready to provide the support and pay that they are likely to be looking for.

* Please note that the preference for ‘attitude’ does have its limitations. Ensure that your recruiting process includes some test of ability to learn. A great attitude will never make up for incompetence.

Recruitment for fitness roles is a competitive space. Making small but effective changes to your approach will give you the edge when it comes to finding the best people for your team. Good luck!