THE Hiring Process

THE Hiring Process

Posted on 05. Apr, 2013 by in Marketing Fitness

After 15 years of owning my own fitness businesses

I finally stumbled upon the most important step.

And yeah, I know all about the same old, same old.

Hire slow and fire fast. Yeah, yeah, yeah…

But…

Set up the interview at 4 or 5am in the morning.

See if they show up on time.

That’s the first and most important hiring process
in my business.

Oh yeah, second….

Hire on attitude NOT aptitude.

You can teach aptitude BUT you can’t teach attitude.

Once they pass the above two (being on time at a unreasonable time and have the right attitude)

Then it’s time for a real second interview.

Yes second. Anyone can act right on the first date. (Even me ;)

Get them back and if they are on time AGAIN which believe it or not
is rarity in this day and age.

Ask them the following questions. (I give full credit to my friend Ben Ballinger for letting me use the questions below)

What are your core values? In other words, what do you stand for and believe in so deeply that you would die defending those beliefs?
To you, is there a difference between a trainer and a coach? If so, what’s the difference?
Where do you see yourself in 1 year? How about in 5 years?
Describe an example in your life demonstrating your passion for helping people.
How important is professionalism in our industry, when compared to personal connection?
Describe your opinion of the appropriateness of cursing in front of a client.
What is the number one thing, if you could only pick one, that you feel you would bring to the table that would be unique to our team.
Some people cautiously step into a gym or fitness center- what they need right then and there is a welcoming smile/face. People instantly for some reason feel trusting and relaxed in front of me. I can open to anyone and make them feel welcome!
At what point can someone in our industry call themselves an expert and no longer needs to acquire new skills or knowledge? Why?
What pisses you off more than anything?
What would the proper course of action be for a client who didn’t reflect the culture at our facility, or wasn’t taking their nutrition or training seriously? Why?

Boom,

Your boy Sam,


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