Blogs 

» New features, industry awards, FILEX offer and 72 hr ads : 27 Apr 2010
» New CEO for Goodlife Health Clubs : 07 Jun 2010
» Embedded pages, Employer profiles, RSS and new ad requirements : 22 Jun 2010
» And just in case you're interested in a sea change... : 13 Jul 2010
» Genesis Fitness to hit Sydney with three new clubs in August : 13 Jul 2010
» Recent movemements at the top end of (Melbourne) town : 02 Aug 2010
» A sea change opportunity for a Club Manager (FNQ) : 31 Aug 2010
» The National Development Manager for Genesis lured to Fitness First : 10 Mar 2011
» The juicy bits of the last week in recruitment in our industry [video] : 16 Dec 2011
» Fitness Recruiter: 6 Tips for Staying on Top of Your Game : 09 Oct 2012
» Forget predictions, here's 10 Skills Every Leader Should Develop In 2013 : 07 Jan 2013
» 3 Tips for Tracking Your Recruitment ROI, New Management Roles : 04 Feb 2013
» Bridging the Gap Between Employers and Job Seekers : 14 Feb 2013
» 7 Ways to Move Towards a Perfect Team : 19 Feb 2013
» Simple Changes - Big Returns : 26 Feb 2013
» 14 Brilliant (and revealing) Interview Questions, Networking in April : 20 Mar 2013
» Are You Ready To Be Interviewed By The Candidate?, A New Way to Reach Graduates. : 01 Apr 2013


New features, industry awards, FILEX offer and 72 hr ads : 27 Apr 2010

New feature: Finding your job, profile or franchise is even easier
All visitors to the HealthyPeople website can now search our database for opportunities by keyword, a location or a business name. Furthermore, any search on location will activate a 'See also:' feature, pointing them to suburbs within a 5km radius that also contain a job, profile and/or franchise opportunity. This makes it even easier for candidates to find their next step in their fitness career - whether it's working in your facility or breaking out on their own with your franchise opportunity.
Check out the results for Carlton or Genesis.

New feature: 'Preferred supplier' link
Over the coming months (particularly after FILEX) we will be populating this section with information relevant to industry people. There are already a couple of links for you to look over. If you've got something to promote, please email me for more information.

Do you have a copy of the latest fitness industry award rates?
Employers often ask me what going rates of pay are. The latest fitness industry award rates is a good place to start. If you don't have a copy, grab a one here.

FILEX 2010 - A chance to meet regarding recruitment for your facility

I'll be at FILEX from Wednesday 28th (Fitness Australia Club Tour) until Sunday afternoon. I welcome any opportunity to talk in person about how HealthyPeople can assist you in building an optimal team over the next 12 months. All our services are unique and specifically designed to meet the needs of our industry. Even if recruitment is not currently high on your agenda, understanding what is available to you when the need arises could prove a valuable in the future. I can be reached on my mobile (0414 481 525) or by email at dennis@healthypeople.com.au. I'll also be spending some time at the Advance Fitness Marketing stand (P34) so feel free to meet me there.
Special offer: Purchase a Business Membership during FILEX and get a FREE job ad.

Would FREE 72 hour ads would be helpful for emergency fills?
Beginning in May, we'd like to experiment with 'emergency ads' for our Business Members. These 'emergency ads' are free (maximum of three over the next six months) and can be used to advertise whatever positions you like. These ads will be listed on HealthyPeople, sent to our database of registered professionals and listed on our social networking accounts (that is, there will be no Seek listing). If you're a Business Member and would like to take advantage of this, please send the ad details to me directly CLEARLY INDICATING that the ad is to go up for 72 hours only. If you have any suggestions on how this could work, please include it in our blog.

In other news:

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New CEO for Goodlife Health Clubs : 07 Jun 2010

My congratulations to Goodlife Health Clubs who have secured Greg Oliver as their new CEO. Up until a week or so ago, Greg was the CEO for the Genesis group. In all the dealings I have had with Genesis there has been much unsolicited praise for Greg and his leadership. This is a big win for Goodlife (and I assume for Greg). It certainly leaves a fantastic opportunity for someone to take the lead at Genesis.

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Embedded pages, Employer profiles, RSS and new ad requirements : 22 Jun 2010

HealthyPeople now has embedded pages available
There are two reasons why this is of particular interest to employers; Firstly, by embedding our search tools on other web sites we're able to provide greater exposure for your listed jobs ads, employer profiles and business opportunities. Secondly, with a simple (seriously easy) addition to your web site, a link to your Employer profile and any jobs you currently have advertised are available for visitors to view. This is an easy way to keep your website up-to-date with your employment opportunities without having to spend any time or money on the process.

Speaking of 'Employer profiles'...
Our web statistics show that candidates want to know more about you! There are huge numbers of clicks through to employer profiles, especially via your logo on listed job ads. Your employer profile provides much greater information than you can include in one job ad. It allows for the inclusion of images. And it's an ongoing presence on HealthyPeople. That is, even when you are not advertising, candidates can find out more about you by using our tag search tool or via tags on any of our listed jobs. For example, clicking on a suburb tag would reveal your Employer profile if you're in that suburb. Candidates can send you applications for consideration via your employer profile. If you have a Business Membership, Employer profiles are FREE. Check out this one for Genesis Melton or this one for Jack Jones.

Blog items are now available on an RSS feed
HealthyPeople now has an RSS feed for both the Employer and Jobseeker blogs. 'What's the point?' you ask. There are a number of smaller issues of interest that arise over the course of the year and, rather than impose on your inbox on every occasion, we can now post the blog item and if you've subscribed to the RSS feed you can quickly and easily see whether there is anything of interest. You may also be interested in the Jobseeker blog items. You can catch these updates now without having to be registered with HealthyPeople as a Jobseeker. (FYI, all emails from HealthyPeople can be blocked or moderated in your 'Update registration' section).

Remuneration details are now required for all ads
Seek has now made the salary field compulsory for all ads. In order to stay in line with this, HealthyPeople now has introduced the same requirement. Please note, while you are required to provide a salary/hourly rate range, you do not have to display this on the ad. The displayed salary can be left blank - although evidence suggests a listed salary will attract more interest. For those wondering 'what's the point of including a salary but not listing it?', on Seek they have a search by salary function.

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And just in case you're interested in a sea change... : 13 Jul 2010

Genesis Fitness in Cairns are looking for a Club Manager. According to Wickipedia, 'The city's proximity to the Great Barrier Reef, the Wet Tropics of Queensland, and the Atherton Tableland makes it a popular destination.'

Could be worth a look. I know that Prue would love to hear from you. You can view the ad details here.

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Genesis Fitness to hit Sydney with three new clubs in August : 13 Jul 2010

Building on the success of their (predominantly) Melbourne expansion, Genesis Fitness are now moving into Sydney with three new clubs set to open in August. Exact locations have not been revealed at this time. I believe they are all refurbished facilities.

Club Management, Sales Management, Personal Training and Membership Consulting roles are all on offer.

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Recent movemements at the top end of (Melbourne) town : 02 Aug 2010

Congratulations to Belinda Amis on taking over the Management of the fantastic new Genesis Port Melbourne facility.

Her departure from the role of State Operations Manager (Victoria) for Goodlife Health Clubs created an opening that was filled by Chris Kemp (congratulations again), who had recently resigned from a regional role with Fitness First.

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A sea change opportunity for a Club Manager (FNQ) : 31 Aug 2010

Do you have 12 months Membership Sales experience?

Have you got some management experience to back it up?

Are you interested in moving into a Club Management role?

How does a sea change in Far North Queensland sound?

Genesis Cairns is recruiting a Group Club Manager (you'll be overseeing two clubs). Club Management experience is not essential but you must have some demonstrated management exprience and at least 12 months experience in Membership Sales.

You can view the full ad here.

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The National Development Manager for Genesis lured to Fitness First : 10 Mar 2011

Damien Bain had been lured from his post as National Development Manager with Genesis to a position on the Senior Executive Team with Fitness First.

It's been a pleasure dealing with Damien throughout his time at Genesis. I wish him all the best in his new role.

I'm not aware of whether anyone is in line for the NDM role with Genesis but if you fancy yourself as a chance, I can always forward your details directly to the CEO.

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The juicy bits of the last week in recruitment in our industry [video] : 16 Dec 2011

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Fitness Recruiter: 6 Tips for Staying on Top of Your Game : 09 Oct 2012

SixThis weeks newsletter is about improving and sustaining your business performance. For the full article, click here...

We also celebrated Genesis in Coffs Harbour taking their fitness message to the masses. View the article here.

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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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3 Tips for Tracking Your Recruitment ROI, New Management Roles : 04 Feb 2013

Getting smarter about recruitment is something we take very seriously. We don't think anything should be taken for granted. To this end we have created a quick survey to learn some basics about what's happening from the employer's end. Questions include 'how long it took to fill a role', 'the number of interviews required' and 'how easy was the process'. There is nothing to identify individual employers. In all, the survey should take less than 60 seconds. Once we have a reasonable response (say, 20 or so) we'll share the results with all. The link will be sent to all clients at some stage over the coming months. If you've recently advertised and would like to have your say, please email me for the link.

If you'd like to learn a few tips for tracking the value of your recruitment processes, please read on...

Investment in recruiting services, even basic job advertising can be significant and time-consuming and, in the absence of hard data, many employers revert to an 'educated guess' on what recruitment might cost for the year. Following are three key measures you can use to build up a clearer picture of what it takes to staff your facility:

1. Time to hire

Time to hire is the total time it takes to hire someone for a job; from the time you began actively trying to fill a role to the time they sign the contract. A longer time results in a loss of productivity elsewhere and higher costs (known as opportunity costs). Thus the longer the time to recruit, the lower the return on your recruiting investment.

TIP: Actively sourcing candidates for potential roles, ahead of the need, gives you much greater opportunity to connect with the best person for the role when required. For example, when a great candidate presents themselves, it may provide the impetus to fill/replace a role that was otherwise being deferred due to the enormity of the task. The time to hire becomes minimal, you are now in control and increasing the return on your recruiting investments (both time and money). The easiest way to connect with industry professionals outside of job advertising is with a subscription to HealthyPeople.

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Sales and Marketing Manager role with Genesis Melton
Use your experience & passionate to lead our sales
team to success! This is an excellent opportunity to
become 2IC, developing into a Club Manager Role.
[more]

 

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2. Quality of hire

Quality of hire focuses on your perception of how satisfied you are with the selection of candidates to choose from and the quality of the final candidate hired. Despite its importance, quality is probably the trickiest metric to measure as it is based on perception. Thus one person's idea of a "quality" hire may be different to someone else's. However, getting quality right is fundamental as hiring the right candidate delivers bottom line profitability and makes engaging and retaining a lot easier, and thus improves ROI.

One solid measure of suitability is whether you choose to hang on to this person beyond the trial period. Someone considered 'low quality' will surely not be kept on. You might think that someone has potential but needs work, or you might be thrilled with the hiring result.

TIP: The information contained in a job ad will heavily influence the nature of those applying. The short description in the search results is as important at screening people out as much as it is inviting the right person in. Take your best employee and aim your job ad at attracting them specifically. Remember, you can train for skill, you can't train for attitude. Becky and I are always available to help put together the best possible job ad. Both in the beginning and to tweak throughout the month (if required).

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Sales Manager needed at Genesis Warners Bay
Currently working as a membership consultant &
ready to take the next step in your fitness career?
We need a Superstar Sales Manager to contribute to
the growth of our club. [more]

 

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3. Cost per hire

This refers to the total cost relating to securing a hire. Such costs can include advertising of a role, resume filtering, subscription costs, candidate screening & matching, interview time and hiring administration. Obviously, the larger the cost-per-hire, the lower the return on your recruiting investment.

TIP: Are you able to identify any hidden or duplicate costs in recruitment? Consider the technology you're using and assess whether it is increasing the exposure and reach of your roles? How long are you really spending on the recruitment process? Use a time tracker to give you a more accurate view (like SlimTimer - I just found this, it's great and FREE).

Better systems and good use of technology can significantly reduce the pain and cost of recruitment. Start creating a record of your recruiting habits today. Track the time you spend each week on finding the best staff, any costs incurred and how you rate the quality of those employed. This process alone will give you a greater sense of power over the whole process.

Have a fantastic and profitable week.

Dennis Hosking
Managing Director - HealthyPeople

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Bridging the Gap Between Employers and Job Seekers : 14 Feb 2013

Connecting with the best staff in the current climate is more than just posting an ad to Seek, it's about having a presence, building engagement, creating a following and essentially demonstrating the values you look for in other people. In today's article the aim is to provide you with some ideas as to how we can bridge the gap between your business and potential candidates...


Despite the number of job seekers about, many fitness employers lament the lack of appropriately skilled/experienced candidates.


Part of the problem could be the difference between how employers and job seekers think and behave. In other words, could employers connect with a higher caliber of candidate by tweaking their recruitment ideas?

Following are five areas where the disconnect between recruiters and job seekers is most likely to occur and how things might be addressed:

1. Job-search sources: Job seekers use an average of five sources in their job search, including job boards, the company career website, social media, search engines and peer networks. Employers tend to be creatures of habit; usually using one or two tried-and-true sources for job advertising. What could your business be doing to ensure your job ads are more easily (and frequently) found by job seekers? (For the record, all HealthyPeople ads are posted to no less than four social networks, two popular job boards, RTO job sites and emailed directly to potential candidates.

2. Job titles: When it comes to job titles, recruiters and job seekers are sometimes speaking a different language. A jazzy new title for your Membership Sales Consultants is fine, but it is going to match the words that job seekers are likely to put into search engine? Job titles and details should be descriptive but concise. It's worth noting that, while job seekers are unlikely to wade through your lengthy description when applying, it won't necessarily stop them from applying. They're just taking less note of what you're really looking for.

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Membership Manager role - Windy Hill Fitness Centre
Lead & motivate a team of Membership Consultants,
ensuring they're successful. You'll be committed to
developing people and possess a flair for communication.

[more]

 

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3. The application process: Thanks to modern technology, today's job seekers expect ease and speed in the job application process. Candidates may be lost when required to answer lengthy application forms or take part in a drawn out interview process. It's not just the immediacy of a response that impacts on the candidates you have to select from - if your hiring process doesn't begin for days (or weeks), you may be losing out to other employers (including our own shortlisting service) that are following up with the best candidates within hours!

4. Brand perception: The best fitness job seekers aren't just looking for jobs; they're looking for a place to fit in. They want to work for an employer where they feel comfortable culturally and have opportunities to grow and develop. Often the first place a proactive job seeker (the type you want) will start researching you is on your 'About Us' page. Regrettably this page is rarely used by employers to full advantage. This page should reflect who you are as a business and your mission, values, etc. Images are great and ideally the page should be updated often. Naturally, social media is the next place job seekers will look. There's no need to be on all social media, but whatever you are using (Facebook, Twitter, LinkedIn, Google+ or YouTube), by updating regularly you'll not only keep both clients and potential employees engaged, you'll provide followers with greater insight into you as an employer.

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Sales and Marketing Manager role with Genesis Melton
Use your experience & passionate to lead our sales
team to success! This is an excellent opportunity to
become 2IC, developing into a Club Manager Role.
[more]

 

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5. Engagement: The best candidates respond well to ongoing engagement throughout the hiring process. They expect to receive emails or text messages with information about their application status and even new job opportunities (one of the drivers behind our weekly newsletters). The greater your effort to engage job seekers, the better their perception of your business will be. Too often we field calls from great candidates that have heard nothing from an employer long after their application was submitted.

Regardless of business size, employers should be diligent about setting themselves up as an employer of choice, making the most of modern technology to both connect with and engage potential candidates. The long term benefit of all this is a faster, more efficient and more engaged hiring process. 

The marketplace for great workers is competitive, but those employers who make the effort to connect with the right candidates and keep them engaged will find themselves well ahead of the curve.

Have a fantastic and profitable week.

Dennis Hosking
Managing Director - HealthyPeople

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7 Ways to Move Towards a Perfect Team : 19 Feb 2013

The dynamic between employers and jobseekers has changed dramatically in recent history, especially in relation to Personal Training, which is now more often a collaboration of independent operators rather than employees. As a result, the way in which we attract and retain these people needs to adapt.

Today's article aims to provide more direction in this area...



We can no longer afford to manage the recruitment and retention of staff the way we always have in the past.


As Walt Disney said “You can dream, create, design and build the most wonderful place in the  world… but it requires people to make the dream a reality”  

Have your team not only understand where you're going with your business but believe in what you're doing. Give  them a sense of purpose for turning up to work every day. Everyone wants to be part of something great! Share your vision!

Everyone needs clear boundaries and expectations. If you don't have a clear set of rules or expectations then now is a great time to start.

Give your team plenty of information about your expectations and what they can expect from you in return. This way everybody knows exactly where they stand and there will be no surprises. If you don‘t make your values really clear, then your team will bring their own, and you may not like those values!

So what are your values? What are your rules? What is important to you in your business?

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Fitness Division Coordinator - Genesis Kelmscott
We're on the hunt for the best of the best to take on
the role of Fitness Division Coordinator. Earn a salary
&still have the ability to train people and receive
monthly bonuses!! [more]

 

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Lift your expectations!  Business owners and managers can end up accepting mediocrity from their team simply because they think their own standards are too high (and generally unachievable). If you have high standards and want to achieve them, you can attract people who love those high standards, which is better than battling to lift a team of mediocre people.

Keep the great people and don‘t accept mediocrity! The mediocre people may lift their game and astound you... or they won‘t like the ‘pressure’ of high standards and leave. Either way you win.

7 ways to move towards your perfect team;

  • Communicate - tell them ‘what‘s in it for them’, rather than what‘s in it for you.
  • Educate ? Train them how to do a great job and why each step is so important.
  • Care about them - show them you remember little things - just like our clients love too.
  • Let them find answers - life's boring when someone continually comes up with the answers for you.
  • Have fun.
  • Let them make small mistakes - it’s the best way to learn.

Let them experience success - with you at their side, coaching and supporting them every step of the way.

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Membership Sales Manager - Genesis Casuarina
You must have a proven track record of personal
success. You'll be fiercely competitive, creative,
inspiring, energetic & motivational with a strong
leadership ability. [more]


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Your team will mirror you. So walk purposefully into your facility with a smile, holding yourself tall and proud like you‘re on a mission. Watch your team when you do this - what happens to them? The level will lift - energy levels will rise - mood will improve - production will increase! Unfortunately the opposite is also true so be consistent with this!  

If at first you don‘t feel confident doing this, ‘Fake it till you make it’ - it will soon become automatic!

Have a fantastic and profitable week.

Dennis Hosking
Managing Director - HealthyPeople

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Simple Changes - Big Returns : 26 Feb 2013

I am a huge believer in the power of 'The Lizard Brain', or 'System 1', or 'The Unconscious Mind' - whatever you want to call it. Essentially, we are guided by thoughts we are not conscious of, and in turn, we can influence the nature of these unconscious thoughts. With this in mind, following are a few simple ways to influence your outlook on the day...

 

Change is a pretty daunting prospect, but what if a few simple changes to your daily routine could have a significant impact on your life and career?

 

If you've got an open mind with an interest in exploring new avenues for professional and personal growth, why not attempt a few (if not all) of the following ideas?

Start each day with expectation.
If there's any big truth about life, it's that it usually lives up to (or down to) your expectations. Therefore, when you rise from bed, make your first thought: "something wonderful is going to happen today." The funny thing is, you'll probably be right.

Take time to plan and prioritise.
The most common source of stress is the perception that you've got too much work to do.  Rather than obsess about it, pick one thing that, if you get it done today, will move you closer to your highest goal and purpose in life. Then do that first.

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Membership Sales Manager - Genesis Casuarina
You must have a proven track record of personal
success. You'll be fiercely competitive, creative,
inspiring, energetic & motivational with a strong
leadership ability. [more]

---

Give a gift to everyone you meet.
I'm not talking about a formal, wrapped-up present. Your gift can be your smile, a word of thanks or encouragement, a gesture of politeness, even a friendly nod. And never pass beggars without leaving them something. Peace of mind is worth the spare change.

Deflect partisan conversations.
Arguments about politics and religion never have a "right" answer but they definitely get people all riled up over things they can't control. When such topics surface, bow out by saying something like: "Thinking about that stuff makes my head hurt."

Assume people have good intentions.
Since you can't read minds, you don't really know the "why" behind the "what" that people do. Imputing evil motives to other people's weird behaviors adds extra misery to life, while assuming good intentions leaves you open to reconciliation.

Eat high quality food (slowly).
Sometimes we can't avoid scarfing something quick to keep us up and running. Even so, at least once a day try to eat something really delicious, like a small chunk of fine cheese or an imported chocolate. Focus on it; taste it; savor it. I think the idea here is reflected in this article, Pay Too Much, by Allen Tucker.

---

Sales Manager needed at Genesis Warners Bay
Currently working as a membership consultant &
ready to take the next step in your fitness career?
We need a Superstar Sales Manager to contribute
to the growth of our club. [more]

---

Let go of your results.

The big enemy of happiness is worry, which comes from focusing on events that are outside your control. Once you've taken action, there's usually nothing more you can do. Focus on the job at hand rather than some weird fantasy of what might happen. (Check out Stephen Covey's 'circle of influence and circle of concern' in 'The 7 Habits of Highly Effective People')

Turn off "background" TV.
Many households leave their TVs on as "background noise" while they're doing other things. The entire point of broadcast TV is to make you dissatisfied with your life so that you'll buy more stuff. Why subliminally program yourself to be a mindless consumer? When you do sit down to watch a show, make the most of recorded TV. Skip through the ads, again avoiding unnecessary subliminal programming.

End each day with gratitude.
Just before you go to bed, write down at least one wonderful thing that happened. It might be something as small as a making a child laugh or something as huge as a million dollar deal. Whatever it is, be grateful for that day because it will never come again.

If you've made it this far, there's a part of you interested in trying something new. Take a few items from this list and and make them happen for the next 21 days. There's nothing to lose and you may gain more than you expected.

"Man's mind, once stretched by a new idea, never regains its original dimensions." - Oliver Wendell Holmes

Have a fantastic and profitable week.

Dennis Hosking
Managing Director - HealthyPeople
Thank you to Geoffrey James for the inspiration

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14 Brilliant (and revealing) Interview Questions, Networking in April : 20 Mar 2013

There are not many opportunities to get in front of potential staff in an informal situation, so all the more important that you get yourself to Fitzroy on Friday the 12th of April at 4pm. We've got a number of people coming along for a networking opportunity and WE WANT YOU to be a part of it! Email Becky for more details.

Interview questions: Everyone has them. And everyone wishes they had better ones.


Jeff Haden of Inc. Magazine recently asked employers from a variety of fields for their favourite interview question. Many, if not all, of these questions are easily relevant for our industry and provide fantastic opportunities to gather more than the normal insight on applicants. This article has been truncated/adapted for our industry. To view the original article (with more details from the different employers), click here.

14 Brilliant (and Revealing) Interview Questions...


If we're sitting here a year from now celebrating what a great year it's been for you in this role, what did we achieve together?

This is a fantastic way to find out what sort of thought the candidate has put into the role. It also sheds light on what they hope to achieve for themselves and the business. How much do they really know about the direction your business is heading?

When have you been most satisfied in your life?
What sort of things are important to this candidate? How does their life outside of work correlate to the goals of the business? Is this person a good match?

If you got hired, loved everything about this job, and are paid the salary you asked for, what kind of offer from another company would you consider?
Brilliant! Can they be bought? The answers to this question can only surprise.

---

Regional Business Manager - Genesis Brisbane
An opportunity has become available for an
experienced leader/manager to develop the
business interests of Genesis Fitness in five sites
across the Brisbane Region. [more]

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Who is your role model, and why?
Can give a good idea as to what sort of thought the candidate has given to their own personal and professional development. It's good to know what sort of person someone aspires to be.

What things do you not like to do?

It can be easy to assume that an applicant is aware of all elements of a role and determined to succeed in all areas. If you discover that they don't like having to deal with people first thing in the morning and they're going for a personal training role, alarm bells should start ringing.

Tell me about a project or accomplishment that you consider to be the most significant in your career.
Discussing a single accomplishment is an easy way to open doors to additional information and insight about the person, their work habits, and how they work with others.
Tell me how... This is one I've used most often. Drilling down to the details is where you can discover a hidden gem or a potential nightmare.

What's your superpower, or what's your spirit animal?
What a fun question! Would definitely spark an interesting discussion on perceived strengths. May even help ascertain the suitability for the role. Having a spirit animal as a mouse, for example, would not likely bode well for sales.


Why have you had x amount of jobs in y years?
There is nothing inherently wrong with moving from job to job - the reasons why are what matters. The answer can reveal loyalty and reasoning processes. Do they believe someone always keeps them down (managers, bosses, etc.)? Do they get bored easily?

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Club Manager opportunities available in the ACT!
We are looking for seriously skilled and qualified
Club Managers to maximise opportunities and
drive our Manuka and Tuggeranong clubs to their
operational capacity. [more]

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We're constantly making things better. We leverage technology or improve processes. In other words, we strive to do more - with less. Tell me about a recent project or problem that you made better, faster, smarter, more efficient, or less expensive.
Good candidates will have lots of answers to this question. Great candidates will get excited as they share their answers.

Discuss a specific accomplishment you've achieved in a previous position that indicates you will thrive in this position.
Past performance is usually the best indicator of future success.

So, (insert name), what's your story?
According to Richard Funess from Finn Partners, "The question, as obtuse as it might sound to the interviewee, is the beginning of a story and in today's world of selling oneself, or one's company, it's the ability to tell a story and create a feeling that sells the brand - whether it's a product or a person". In our industry, where clients are often buying into the philosophy as much as anything else, this answer here could say a lot about the fit for the organisation.

What questions do you have for me?
The questions a candidate asks can be as revealing as the answers they provide.

Tell us about a time when things didn't go the way you wanted.
This is a great question for learning about how a candidate deals with adversity, problems or plain ol' bad luck. Answers tend to fall into three basic categories: 1) blame 2) self-deprecation, or 3) opportunity for growth - no matter who was responsible.

Do you have a favourite interview question? Please send it through.

Have a fantastic and profitable week.

Dennis Hosking
Managing Director - HealthyPeople
Thank you to Geoffrey James for the inspiration

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Are You Ready To Be Interviewed By The Candidate?, A New Way to Reach Graduates. : 01 Apr 2013

In the last week we launched a new service for RTOs and other training institutions to promote their students and graduates directly to employers. It also provides an opportunity for employers to post ads directly to a specific RTO job board, for FREE! From now on, we'll be asking employers if they wish to connect with any of our participating schools. Last week we set up the first RTO on our list, the AFA. If you're an RTO interested in fostering your own industry network and making it easier for employers to contact your students, email me today.

Speaking of 'industry', don't forget to get your RSVP in for 'touchbase', our first industry networking event; 4:00pm to 6:30pm, Friday 12th April, Commercial Club Hotel in Fitzroy.


When interviewing candidates, many employers allow time for the candidate to ask a few questions.
These questions can often be as illuminating as any answers. But what about your response to these questions? If you have a great candidate asking insightful questions, do you have the answers to match?

Great candidates ask questions because they're evaluating you, your business - and whether they really want to work for you.

Here are five questions a promising candidate might ask, and even if they don't, knowing the answers can only assist you in the hiring exercise.

What do you expect me to accomplish in the first 60 to 90 days?
Great candidates want to hit the ground running. They don't want to spend weeks or months "getting to know the organisation." They want to make a difference as soon as possible.

What exactly are you hoping the incumbent will achieve in their first three months? Are you absolutely clear on your expectations. Are your expectations realistic? Mapping out exactly how you expect things to unfold will provide the clear direction a leading candidate will be looking for.

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Fitness Division Coordinator - Genesis Morayfield
Consider yourself a strong leader, looking for career
development and like to be challenged? Mentor &
grow our Fitness Division! PT experience essential.
[more]

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What are the common attributes of your top performers?
Great candidates also want to be great long-term employees. Every organisation is different, and so are the key qualities of top performers in those organizations.

Great candidates want to know because 1) they want to know if they fit, and 2) if they do fit, they want to be a top performer.

Have you determined exactly what it is about your star performers that makes them so good. More than a fit for your position description, what attributes would make a candidate a leading player in your business

What are a few things that really drive results for your business?
Employees are an investment for your business. That is, every employee should generate a positive return on his or her salary (Otherwise why are they on the payroll?).

As an example, the best Personal Trainers can influence member retention rates, training income and overall moral within your facility.

Great candidates want to know what truly makes a difference. They know helping the company succeed means they succeed as well. Can you clearly identify how your successes are aligned?

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Assistant Club Manager - Jetts Tuggeranong ACT
This Assistant Manager role is 15 hours per week
and the balance of your time is an opportunity to
build your own successful PT business within our
club. [more]

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What do your employees do in their spare time?
Happy employees 1) like what they do and 2) like the people they work with.

This sort of thing can be pretty important for a great candidate with a few job options. They want to make sure they have a reasonable chance of fitting in.

Naturally you're not expected to keep tabs on employees when they're off work, but having some knowledge of their background not only shows you have an interest in your staff, any details you can provide will give a candidate more insight into who they'll be spending their time with.

How does your business intend to deal with...?
The fitness industry is always evolving. Not only are there new trends and training styles to contend with, but the addition of new players in any area, whether a new boutique studio or a big-box facility, can have a significant impact on income.

Good candidates are always interested in opportunities for growth and advancement. And if they do eventually leave, they want it to be on their terms and not because you were forced out of business.

Great candidates don't just want to know what you think on a specific topic; they want to know what you plan to do - and how they might fit into those plans.

The best recruiters will treat any interview as a test for both the candidate AND their business. After-all, the only thing worse than losing too much time on an interview that's going nowhere is to lose a great candidate because you failed to make the best impression as an employer.

Have a fantastic and profitable week.

Dennis Hosking
Managing Director - HealthyPeople

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