Blogs 

» 3 Tips for Tracking Your Recruitment ROI, New Management Roles : 04 Feb 2013
» Bridging the Gap Between Employers and Job Seekers : 14 Feb 2013
» Simple Changes - Big Returns : 26 Feb 2013


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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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]

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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.

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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]

---

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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