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» How booming gym franchise Anytime Fitness is beating the landlords : 02 Dec 2012
» How to Screen Potential Candidates Online, Fire in the office, New site coming soon : 05 Dec 2012
» Forget predictions, here's 10 Skills Every Leader Should Develop In 2013 : 07 Jan 2013


How booming gym franchise Anytime Fitness is beating the landlords : 02 Dec 2012

Fast-growing 24-hour gym franchise Anytime Fitness says its status as a mini-major and "traffic drawcard" means it can negotiate significant rental incentives of up to 25% for new retail leases.

Anytime Fitness has opened over 200 gyms in Australia since launching locally in 2008 and has added around 100 new franchised premises in the past 12 months, the most recent being on Mount Alexander Road in the Melbourne suburb of Essendon.

It is part of a fast-expanding sector of low-cost 24-hour/seven-day-a-week gyms with premises in malls, retail strips and in bulky goods centres.

While Anytime Fitness does not reveal the commercial terms of its arrangements, based on rents paid in advertised commercial listings, Property Observer estimated franchisees pay net rents of around $300 to $350 per square metre, before factoring in incentives.

Typical space requirements range from 300 square metres to 600 square metres, with a preference for sites 400 square metres or bigger. Sufficient air-conditioning for the space is also a key requirement.

In addition to being in prime and convenient locations, offering great visibility of its signage to passing traffic, the gym group seeks sites close to local supermarkets or other major retailers that are well aligned with the convenience aspect of the model.

Matthew Rodrigues, internal operations manager at Anytime Fitness Australia, tells Property Observer there is "always some room for negotiation with landlords", but it won't pay rates outside of market conditions.

He says the gym franchise is classified as a mini-major in most shopping centres, acting as a traffic drawcard and "providing significant and ongoing visitation to the centre".

"As a result of this, Anytime Fitness requires incentives to allow them to build their membership base and ensure the longevity of the business.

He says incentives include rent free periods, cash contributions or some refurbishment undertaken by the landlord "beyond a warm shell".

"While they vary across the country, in the most part we are achieving incentives of between 10% and 25% of the initial lease term," he says.

Rodrigues says that in most instances, once a new territory for a gym is chosen, a territory brief will be sent to the market, announcing Anytime Fitness' interest in a particular area and its property requirements.

"The territory brief will request property submissions for consideration by the leasing managers.

"Sites will be assessed on their merits, and negotiations will commence on prime or preferred candidates," he says.

The gym group also has a number of freehold properties within the portfolio and has also partnered with a number of developers on custom-built facilities.

Expansion plans are currently focused on Brisbane, Perth and Melbourne as well as a number of regional centres.

Jetts is another fast-growing gym chain, with more than 150 branches.

Earlier this year established gym group Fitness First put 24 of its 97 Australian gyms up for sale due to debt problems at its UK parent company.

Another gym chain, Virgin Active, has three branches in Sydney and one in the Melbourne CBD, but has not added any new gyms to its network since 2009.

In September, Ardent Leisure Group agreed to buy Fenix Fitness Clubs for $60.9 million in a move signalling further consolidation in the health and fitness sector.

Anytime Fitness was introduced in Australia in 2008 by brother-and-sister team Justin McDonell and Jacinta McDonell Jiminez.

This article first appeared on Property Observer via SmartCompany

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How to Screen Potential Candidates Online, Fire in the office, New site coming soon : 05 Dec 2012

Fire trucks outside the office is never good. It turned out there was a small fire, started by a faulty fan in the bathroom. No fire, smoke or water damage but the power was off for half the day. As a result we're a little late with today's newsletter.

Last month saw the highest number of downloaded CVs in our history (347). Thank you to the 'Innovators' and 'Early adapters' that have given this new method of recruiting a go. "Hello 'Early majority', call me. We're doing some great work here". 'Late majority' and 'Laggards', I'll be with you soon.

The early mail; We have a new web site due for initial release in the very near future. It's like HealthyPeople, but on STEROIDS! Stay tuned.

Enjoy the article...



Call it what you will
; data mining, identity research, online screening or social recruiting, no matter what the term, more than 90% of employers use social media to screen employees.

This online screening can be an important part of your due diligence ? using public information posted by the candidates themselves. If, like many employers, you are looking into the Internet presence of your potential hires, here are a few ways to make sure you do it right.

1. Start With a Search
No one these days should be surprised at just how much information you can find with a Google search. Of course, a search can be clouded by results if a candidate has a common name, so digging a bit deeper into their resume to cross-reference employment claims, association membership or volunteer work is handy.

2. Don’t Wait to Check Their Profiles
Start researching candidates before your first contact to arrange an interview or call. Many candidates can be short-sighted in regards to their online personas, only cleaning them up once they know someone is interested. And even then, a 2010 study showed that half of applicants would not change or delete content from their profiles, even if they knew a potential employer would be checking their page.

 

Assistant Club General Manager role
available at Fenix Fountain Gate

With fitness industry experience, you will have been exposed to club management
within a health and fitness setting, preferably with a multi-facility group like Fenix. [more]

 

3. Find Candidates Who Build a Brand
While (too) many potential employees torpedo their job hopes with inappropriate pictures, political rants or dubious associations, just as many are responsible administrators of their online persona. These candidates will be readily identifiable with even modest searching. Here are a few things to look for on major social networks:

  • Facebook ? Look for candidates who share content related to their industry, rather than updates about where they partied last night.
  • LinkedIn ? LinkedIn should be every recruiter’s dream. Many people will use it just to share their job status and resumes, but with the wide range of discussion forums and online networking tools, LinkedIn makes it easy to identify candidates who are engaged in the industry and looking to advance.
  • Twitter ? While Facebook pictures can tell you a lot about someone, how a candidate interacts with a global audience can be more telling. Look for people who engage positively and intelligibly with people and companies.

4. Look for Repetitive Behaviour, Not Isolated Incidents
Look beyond occasional images and posts to see if the applicant has a personality or sense of humour that would fit with your company. Only if the candidate shows a pattern of objectionable behaviour should you consider losing their application.


Experienced Club Manager needed in Pakenham.
You'll be a driven and focused professional, who's hungry for success. You won't be afraid to try new things in your bid to make this the 'go to' fitness venue for our area. [more]

 

5. Don’t Penalise Responsible Candidates
It can be tempting to respond negatively to candidates that have their online presence so locked-down (or nonexistent) that you can’t find any information. Is this candidate too good to be true or just hiding something? More often than not, it just means that the candidate is a responsible manager of their online presence.

A potential employee who is responsible enough to moderate their social media will probably make a responsible employee. Rather than penalising employees who show little information, dig into the information they have provided. Call their references, review their contacts on LinkedIn and prepare some extra questions for an interview.

6. Be Cautious With Your Screening
There is no law against looking online, but there is a law against discriminating based on something seen online. If a candidate believes they are being discriminated against as a result of something you've seen or read, you may find your precious time and money consumed by an unplanned legal stoush.

7. Don’t Let Your Screening be the End of the Story.
If a candidate looks great on paper, don’t let a few online indiscretions rule them out. Follow up on their interests and passions in an interview and ask for reasonable clarification of any concerns you may have.

Have a great week,

Dennis Hosking
Managing Director - HealthyPeople
This was adapted from this article.

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Forget predictions, here's 10 Skills Every Leader Should Develop In 2013 : 07 Jan 2013

Welcome to 2013! We hope your are set for a fantastic year in the health and fitness business.

There are very big things happening around HealthyPeople at present. We have a new site launching soon that will provide employers with the ability to tap into students and graduates from local Universities, TAFEs and RTOs. If you'd like to be informed of progress, please contact me via this link.


If you have specific employment/recruitment related events throughout the year, please let me know. We're always keen to share this information with our subscribers.

Enjoy the article...


Forget about your predictions for 2013, why not get stuck into the things you can directly influence.

As an industry leader (or aspiring industry leader), there are a number of skills that will help you get more out of this year, whatever happens. The more you develop these skills, the better equipped you are for anything the industry might throw your way.

1. Arithmetic - Maths is cool. Especially in business. Learn how to create and use a spreadsheet to your best advantage. Numbers matter and what gets measured gets done.

2. Business and Accounting - I'm not saying you have to become Gordon Gecko, but a greater appreciation for what can make a business rise or fall is a healthy thing.
   
3. Curation - There is so much information available to us, being able to find the right data at the right moment is crucial. Knowing how to locate accurate and timely information on all things is critical to our success.

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Fitness Division Coordinator needed at Genesis Gosford.
To support our growth and ongoing demand for Personal
Trainers we are looking for the best of the best to be our
Fitness Division Coordinator. [more]

 

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4. Decision-Making - Consensus building is an art. And it’s not the answer for every type of decision. Knowing when to make decisions independently and when to involve others is important. It’s equally important to realise when a decision must be made and when to wait a few days or weeks.

5. Networking - To survive in business, a person must have a network. Leaders should constantly build relationships. You never know who might be able to open a door or share knowledge. Never, ever pass up the opportunity to meet people.

6. Problem Solving - Business is all about fixing problems. Learning a system for identifying, analysing and solving problems will improve both your personal and professional life.

7. Public Speaking - You don’t have to be a keynote speaker or facilitate a full-day workshop. But do get comfortable with standing up in front of a crowd and talking. At minimum, be able to articulate who you are and what you do for a living.

8. Recreation - Adopt a work hard/play hard attitude. Be the best business leader you can be. Then find the time and the activity to keep you grounded.

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"We had a great response from the ad and seems we have
found what we need."

Lydia Docking, Jetts Neutral Bay

 

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9. Self-Management - Know yourself. Know how to manage yourself. Be confident and comfortable identifying when you’re stressed or struggling. Recognise what energises you and what drains your energy. The more leaders understand about themselves, the better they will manage their own behaviours.
   
10. Writing - This last one might sound silly…but know grammar basics. More importantly, refine your writing style. Try different approaches of explaining your logic. Practice composing succinct thoughts. Seth Godin does this well.

Beyond being a stronger and more adaptable leader, learning new skills is fantastic for brain health, creates more opportunities to connect with others and increases your value to current and future employers.

Have fantastic week.

Dennis Hosking
Managing Director - HealthyPeople

This article was inspired by this one by Sharlyn Lauby

Employers downloading CVs this week
How's your team? Would you like to network with some local candidates?
Goodlife Prahran | Fenix Fountain Gate | Genesis Berwick | Fenix Mooroolbark | Plus Fitness 24/7 St MarysCHM Melbourne | Genesis Camberwell | Goodlife Balwyn |

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