FBC


UPFRONT» Q&A Q&A


How do you recognize outstanding prospects when you’re interviewing for a job at your company?


Stage 2–Group interviews for se-


lected applicants with two hiring managers. Stage 3–One-on-one interview with


a manager Stage 4–Reference calls


At each stage, we are constantly


Sheila Chutskoff


the long run. All of them have pointed to one common element–company cul- ture. Companies with a strong cultural identity tend to be more successful, outlast their competitors and are more likely to retain great staff for longer pe- riods of time. At oranj, we take hiring seriously


O


and believe strongly in the “hire slow, fire fast” mantra. To do this, we put all candidates through a four-stage hiring process. At each stage, we weed out the candidates who don’t fit.


plicant summary form, then speak with a manager for about 10 minutes.


Stage 1–Drop in, complete our ap- Dean Brown


16 Fitness Business Canada September/October 2016


considering the most important aspect of our hiring process—whether the person will fit with the culture of our company. Our culture is based around seven strong core values: greatness, fun, health, community, entrepre- neurial spirit, guest experience and integrity.


I always ask questions that elicit re-


ver the past decade, many fit- ness studios have researched practices that make compa- nies the most successful in


sponses relating to these categories, such as: • What are your one-, five- and ten-


year goals? • What is one of your personal core


values and why? • Please describe to us what makes


a good manager and what makes a great manager? • Why do you want to work for


oranj? At the end of the day, anybody can


learn technical skills. We want people with the technical skills, and who also live and breathe our culture. With this in mind, we also look for certain char- acter traits and mannerisms that indi- cate a good cultural fit.


Some of these traits include: Punctuality – Did the applicant ar-


rive early for the interview? This is a very important point because if they ar- rived right on time, I consider that late. Appearance – Is the applicant


dressed professionally? I consider this a sign of respect for the manager and our company in general. Engagement – When the applicant


arrived early, were they friendly and chatty with the staff while waiting? Since we are part of a service industry, it’s very important that staff can easily chat and engage with strangers. Confidence – Does the applicant


seem confident? Do they make good eye contact and have a firm hand- shake? We hire only the best in our field. We need to know they will be in- spiring to our guests, and confidence is key. Knowledge – Have they attended


classes at our studio? If not, have they done some research on our company? If applicants haven’t taken time to re- search oranj, we won’t take time to con- duct an interview and research them.


After completing this extensive pro-


cess, we gather together the interview- ing managers to brainstorm. The hiring process is a team effort, and we never let just one manager choose who gets hired.


Sheila Chutskoff founder & CEO Oranj Fitness www.oranjfitness.com


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