Personal Fitness Professional - March 2008 - (Page 21) Successful companies know that their competitive advantage depends on the quality of their entire team. Look at your industry. Your competitor can copy everything that you do. They can purchase the same equipment, diversify into similar ancillary products and services and even create a comparable marketing plan. The one thing that they can never copy will be your people. Companies that employ only the people who are the right fit for their positions will gain and hold the competitive advantage. Successful companies do not have kneejerk reactions to hiring, developing and retaining top performers. They will not just hire a warm body because the position needs to be filled. They will have the fortitude to continue to seek out the person that has the right personality and attitude and is smart enough to learn and acquire the skills and knowledge, and they will be prepared to spend the time and money to train and develop a top performer. Successful companies have processes in for screening, interviewing, testing, reference and background checking. These companies rely on outside resources to assist them in these new human resource functions. Peter Drucker says, “One-third of all hiring decisions are outright failures, and in no other area would we tolerate such dismal performance.” He is absolutely right. In many businesses, the entire organizational development — the human side of the business — has been left to an owner or manager to just do the best they can when the need arises to fill a position. Sometimes it works out great; oftentimes, it does not. The amount of money that is wasted on a poor hire can actually force a company out of business. are determined. The existing job description is evaluated against the job function to see if it is accurate and properly placed in the organization. If it is not, then make the necessary changes. If a job description does not exist, you must prepare one so that all applicants and the staffing manager can agree on the responsibilities and duties of the job. Step 1: Define the job The nature of the position to be filled is defined, and the expectations Step 2: Define the person Assessment tools are available to determine the specific behavioral expectations required for the position, your business strategy and your organizational ➤ know that success in physical fitness is dependent on the discipline that you apply to the process. That is what you teach your clients to make them fit. If they listen and follow a disciplined approach, then they will reach the goals they have set for themselves in health and fitness. Completing a successful hire is no different. Over the years, my staff and I have worked with owners and managers to go through the increasingly difficult job of finding top employees, and we gained valuable experience during that time. Here is an overview of the 13 steps we recommend for successful staffing: MARCH2008 · WWW.FIT-PRO.COM Finding the Right Talent You all 27 21 http://www.fitour.com/pfp2 http://www.fitour.com/pfp2 http://www.fitour.com/pfp2 http://www.fitour.com/pfp2 http://www.fitour.com/pfp2 http://WWW.FIT-PRO.COM
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