Building a Talent Pipeline for Your Fitness Club

Fitness Industry Turnover

It’s not the latest fad. Both fitness club memberships and fit club employment demand have been rising across the industry for years. According to the Bureau of Labor Statistics, fitness memberships grew 18.6% between 2008 and 2014. These fitness and recreational sports centers employed 533,200 people in 2014, and jobs are expected to grow 8% by 2024. Pair that growth with the high turnover seen in the industry, and you’ll understand how staffing is a growing challenge. To effectively combat turnover, we’ve helped savvy fit club owners build pipeline recruiting processes to ensure that top talent is always being recruited.

Pipeline Recruiting Helps Combat Turnover

So what is pipeline recruiting? It’s a proactive approach to hiring that enables fit clubs to passively attract and qualify the top candidates in their local job market, and it supercharges future recruiting with a qualified talent pool to draw from when turnover occurs. If there is a new spot to be filled, or if there is a recent loss of an employee, pipeline recruiting allows you to draw from a list of pre-approved candidates from which one can immediately be hired. While this may seem like “jumping the gun”, it’s simply resolving an inevitable problem in a high-turnover industry. If pipeline recruiting is not leveraged, two main problems can arise as a result. Firstly, less qualified candidates are hired because hiring managers end up finding themselves in a time crunch, where the main objective is to fill a position quickly. Secondly, if rapid turnover occurs, not only will retained employees become overworked trying to pick up slack, there won’t be adequate staff to teach classes or train club members, leading to losses in revenue.

How to Build and Utilize a Candidate Pipeline

Luckily, there are always simple practices that fitness clubs can take advantage of in order to be in recruiting mode even when there isn’t a job to fill. Fitness clubs are in a unique recruiting position, in that their clientele may have skills or even certifications that the business prioritizes in the hiring process. Put simply, your customers may be great candidates for employment. Consider using a flyer that communicates that your gym is always looking for personal trainers. Review all the ways you already communicate with your customer base to identify the right time and place to announce your opportunities, and before you know it, you’ll be including your “regulars” in your candidate pipeline.

Another instance where pipeline recruiting can be utilized is when you find more than one great candidate when there is only one position open. If you ever find yourself in this position, put the qualified candidates, you weren’t able to hire at the time, in the candidate pipeline. If other positions open up in the future, the candidates you put in the pipeline may stay be available to fill them.

The benefits of pipeline recruiting are long-term and offset the work that is done upfront. Pipeline recruiting allows fitness hiring managers to get familiar with the best candidates so that when new positions are available, they can be hired immediately. Drawing upon a pipeline of qualified candidates is much easier than scrambling to make last minute hires and perpetuating the cycle of turnover.

Build Your Talent Pipeline with CareerPlug 

CareerPlug works with over 4,000 fitness clubs to establish effective recruiting processes and attract high-quality fitness candidates. With the right tools, gym owners and managers are empowered to implement effective hiring practices and make the right hiring decisions for their fit clubs. To learn more about how CareerPlug can help with your hiring needs, request a demo today!

If you would like to learn more about the approach we take to hiring, download our free ebook.