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focus on the client. “When I’m inter- viewing,” he says, “I ask myself ‘Would look forward to getting up at 5:30 in Hut tchins n champions the concept of ongoi peng recruiting. “Managers need to always have their eyes open. When you ge Ft great service in a restaurant, give that person your card. He might be ideal for a customer service role in your cl hub.” By continually evaluating the people you encounter on a day to day ba gsris and then taking steps to get to know them better, you’ll already be severa bl steps into the recruiting pro- cess when the need for a new employ- ee arises.

he morning to work out with this rson?’”

Jennifer Hewlett, ow er of Fresh Air itn ss in Vancouver, agrees that fit- ness professionals with sparkling per- sonalities are easy to spot and a key to er compa y’s success. “I’m looking for people with that ‘it’ quality that people avitate to,” she say . “My employ- ees are walking advertis ments for my usiness, and th impact of their per- sonalities is critical.”

Hire slowly

HutchWinsohen there’s pressure to fill a sud- candidate. “You need to interact with and observe people over time in vari- ous settings and situations to really find out if you want to commit more time and energy to them.”

calls this “dating” a

den vacancy, hiring people with lack- luster personal skills is a common blunder. Recruiting managers often feel forced to qui kly relieve stressed staff members who are stretched thin during the job search. So a person with excellent credentials, but lacking in But t how will staff members react when they see their manager courting outsidersT when there are no current job openings? Get your team involved and tucned intgo s your hiring strategy, says Hutchinson. ”They should be con- stantly scouting too. If they’re part of the recrui Htiung and hiring process, they won’t f oefe ol threatened.”

he personality department, can some- imes win the job.

he key to finding employees with both cred ntials and charisma, say re- ruit

pecialists, is o have a strat-

egy in place that lets you avoid these pressure-cooker situations. tchi

son champion the concept

ngoing recruiting. “Managers need to always have their eyes open. When Hewlett, whose health and wellness compa gny specializes in hiking, kayak- ing and snowshoeing adventures for women, takes a similar approach to hiring t. She requires job andidates to volunteer with her several times over one month. Because she’s constant y assessi sng potential candidates, she’s al- ways pcreespared to fill a job vac ncy. The volunteer stint lets her discover if peo- ple truly are t e extraverts they claim to be a cnd to observe how well they in- teract with her clients.

you get great service in a restaurant, ive that person your card. He might be ideal for a customer service role in your club.” By continually evaluating he people you encounter on a day to day basis and then taking steps to get to know them better, you’ll already be everal steps into the recruiting pro- s when the need for a new employ-

ee arises.

Hutchinson calls this “dating” a andidate. “You need to interact with and observe people over time in vari- ous settings and situations to really Screen f r sparkling pers nalities

find out if you want to commit more time and energy to them.”

Assess Bing the person lity traits of younger and less experienced per- sonal t orainers can sometimes be dif- ficult in interviews where stress can mask personal charm. Toronto-based Mark Vendramini, who certifies per- sonal tsrtainers and has hired dozens of top-no ttch fitness pros, suggests that stepping away at some point from the behavioural and situational questions gives candidates a chance to shine.

whe

24 Fitness Business Canada July/August 2009 Fitness Business Canada May/June 2009

ut how will staff members react they see their manager courting utsiders when there are no current job opening ? Get your team involved and tuned into you hiring strategy, says Hutch nson. ”They should be con- antly scouting too. If they’re part of he recruiting and hiring process, they won’t feel threatened.”

Hewlett, whose health and well-

ness company specializes in hik- ing, kayaking and snowshoeing

a job vacancy. The volunteer stint li lke, “What do you do in you free ti tme?’, ‘What kind of music do you like?’ and ‘Wher would you ideal va- cation be?’” says Vendramini. “It gives people an opportunity to relax, smile and open up, and it helps them talk more freely.”

ents react to trainers you’re assessing in an exercise demo situation, he adds. The best trainers have the ability to make people feel at ease. “Look for at- tentiveness to the client and for people who take pride in what they do.”

approach to recruiting, Toronto’s Self Management Group has been helping companies select job candidates for over 30 years with its on-line profil- ing system. The company has a long history with professional sports teams (administering personality profiles at evaluation camps) and is now moving into the fitness club scene.

”Your team should be constantly scouting too. If they’re part of the recruiting and hiring process, they won’t feel threatened.”

Let software help do the job For those who prefer a high-tech

“The Fitness Trainer Profile is an op- portunity to put some science into the h yiring process,” says

ask personal charm. Toronto-base be using your gut feel.” Gut feel is a critical piece of hiring, he adds, but his c toompany’s software specifically assess- est areas like emotional intelligence, people orientation, level of self confi- dence, ability to handle stress, etc. “During interviews I ask questions li The company has profiled 4.5 mil- li ton people, so there’s a lot of statistical ike?’ and ‘Where would your ideal va- cation be?’” says Vendramini. “It gives people an opportunity to relax, smile and open up, and it helps them talk more freely.”

And watch carefully to see how cli- can also be used to help match clients with personal trainer .

nal trainers can sometimes be dif vifices. “You can find people with the r might soft skills on your own, but you’d Mark Vendramini, who certifies per- sonal train rs and has hired dozens of p-notch fitness pros, suggests that epping away a some point from the behavioural and situational questions gives candidates a chance to shine.

Screen for sparkling personalities

Assessing the personality traits of ounger and le s experienced per- so Chris Gee, director of research ser- cult in interviews wher

stress can

ke, “What do you do in your free ime?’, ‘What kind of music do you r ligour behind every report, adds Gee. “We can help you hire employees by analyzing charac er trai s of your most successful employees, crea ing a sta- tistical profile and then trying to find others who match it.” The same system ents react to trainers you’re assessing in an exercise demo situation, he adds. The best trainers have the ability to make people feel at ease. “Look for at- tentiveness to the client and for people who take pride in what they do.”

And watch carefully to see how cli-

adventures for women, takes a similar approach to hiring. She requires job candidates to volunteer with her sev- eral times over one month. Because she’s constantly assessing potential candidates, she’s always prepared to fil “lDuring interviews I ask questions ets her discover if people truly are he extraverts they claim to be and to observe how well they interact with her clients.

Let software help do the job

For those who prefer a high-tech approach to recruiting, Toronto’s Self Management Group has been helping companies select job candidates for oving groups who inquired s veral times in abou becoming one of my group lead- story with professional sports teams dministering personality profiles at aluation camps) and is now moving to the fitness club scene.

The Fitness Trainer Profile is an rtunity to put some scienc

into

e hiring process,” says Chris Gee, di- re I hired her to oversee our dog poli- fi cy (many of our walkers like to bring yo their pets, and it’s a complex part of the business). She also acts as a ‘sweep’ in on our hikes making sure that no one w (awe can have 26 in a group) is left be- e hind. I take great comfort in know- tio , lev l of self confidence, ability t ha the business. Because she’s very strict and firm, she’s perfect for this particu- lion people, so there’s a lot of statistical rigour behind every report, adds Gee. Jennifer Hewlett

Sidebar: Get creative when the fit’s not there “I had a woman in one of my hik- er 30 years with its on-line profil- g system. The company has a long hiers. But s e didn’t have the leadership (a abilities or charisma to handle our ev two- to three-hour forest hikes, and I in would have lost a lot of clients if I had h “ired her. She did however have skills op apnod strengths that I don’t have: she is th a dog owner and a very serious person. cto of research services. “You can nd people with the right soft skills on ur own, but you’d be using your gut feel.” G t fe l is a critical piece of hir- g, he adds, but his company’s soft- re specifically assesses area

ike

motional intelligence, people orienta- ing she’s taking care of these parts of

ndle stres , etc.

The company has profiled 4.5 mil- lar job.”

“We can help you hire employees by Fresh Air Fitn ss

analyzing character traits of your most Vancouver

Pullquote: “When I’m interviewing, I ask my-

successful employees, creating a sta- tistical profile and then trying to find others who match it.” The same system can also be used to help match clients with personal trainers. FBC

self ‘Would look forward to getting up at 5:30 in the morning to work out with this person?’”

Get creative when

scouting too. If they’re part of the re- cruiting and hiring process, they won’t feel threatened.”

the fit’s not there

“I had a woman in one of my hiking groups who inquired several times about becom- ing one of my group leaders. But she didn’t have the leadership abilities or charisma to handle our two- to three-hour forest hikes, and I would have lost a lot of clients if I had hired her. She did however have skills and strengths that I don’t have: she is a dog owner and a very serious person. I hired her to oversee our dog policy (many of our walkers like to bring their pets, and it’s a complex part of the business). She also acts as a ‘sweep’ on our hikes mak- ing sure that no one (we can have 26 in a group) is left behind. I take great comfort in knowing she’s taking care of these parts of the business. Because she’s very strict and firm, she’s perfect for this particu- lar job.”

Pullquote: ”Your team should be constantly

### Sources:

Chis Gee 800-760-9066 x246 Donna Hutchinson Mark Vendramini Jennifer Hewitt

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