A well-trained and organized staff can significantly boost class participation and maintain high retention rates. However, for a Group Fitness manager, each new year brings the daunting reality that your classes may look different after graduation and the challenge of hiring for group fitness programs.
How do you maintain retention when your senior instructors leave? How do you build a strong culture in an environment with high turnover? When is the best time to hire —mid-year, at the end of each semester, or in the spring? These are just a few of the questions I’ve had to navigate and develop solutions for in my time as a Fitness manager.
Preface
The bulk of my hiring takes place in the spring. Over the past year and a half at Grand Canyon University (GCU), I’ve typically hired one or two candidates before winter break, as GCU does offer a December graduation.
However, I’ve found that bringing in new hires at the end of the year often means they’re thrown into the fire. There’s limited time for shadowing or comprehensive training.
While the right type of student may thrive under those conditions, I believe spring provides a more structured approach when hiring for group fitness programs. It allows time for shadowing, expectation meetings and the ceremonious passing of the torch from senior leadership to the new hires.
Building and maintaining a strong culture is crucial, especially when turnover is high. If you’ve had a successful year, look for candidates who share similar characteristics to your current staff.
Ask them how they envision building and growing the department. It’s important to allow room for their growth and learning. If your budget allows, create opportunities for continued education and certifications to support their professional development.
Have a Filter System
Before creating the application process, it’s important to establish stipulations or requirements to filter through potential applicants. Each college is different, and at GCU students can graduate in as little as four to six semesters or two to three years. Given this, it may not be ideal to hire a senior who is only around for one semester, as opposed to a freshman or sophomore with four semesters ahead of them who can be taught and developed.
However, as my program grows and I network more locally, hiring a senior may provide them with more opportunities post-graduation.
Certifications are also a key consideration in my process. For GCU Fitness, the minimum requirement to be considered is CPR/First Aid and AED certification.
Another important filter is the student’s major. Not all Fitness instructors need to be Exercise Science majors. Since fitness supports both mind and body, a psychology major could offer valuable insight as an instructor.
I also look at initiative when assessing candidates. If a student reaches out to me before the applications go live, it speaks to their proactive attitude. How do they email me? What’s their response time? How polished is their resume?
Once I inform them I will keep their application on file and follow up later, their response will further indicate their level of professionalism and interest in the position.
The Application
The application process when hiring for group fitness programs doesn’t have to be complicated. Personally, I use Microsoft Forms. The questions should be general yet open enough to allow for discussion during the interview.
To ensure the right cultural fit for my program, I focus on questions such as:
- Where does your passion for fitness stem from?
- Have you faced any adversity? How have you overcome it?
- Are you currently taking any fitness classes?
- How would you differentiate yourself from the instructor you’re currently learning from?
Additionally, these core skills are essential for any great instructor:
- Time management.
- Self-motivation.
- Growth mindset.
The application should also include filtering questions to help identify the right candidates as you hire for ggroup fitness programs. I always conclude the application by requesting the candidate’s resume be submitted by a specific date to the general fitness email. If either the resume or the application is missing, that candidate is automatically eliminated from consideration.
The Interview/The Audition
The interview and audition process can either be separate or combined, depending on the number of candidates you’re considering. For this year’s group, I chose to conduct Zoom interviews during spring break.
Although this might seem inconvenient, I intentionally scheduled them at this time to evaluate how students manage rescheduling and prioritizing time for an interview. If they’re truly interested in the job, can they set aside 30 minutes to step away from spring break activities? Additionally, Spring Break gives them a more relaxed mindset since they’re not in a school-focused environment.
As the Fitness Manager, it’s important to remember that students should also be interviewing you when hiring for group fitness programs. Take note of the questions they ask about your leadership style, the program and how it serves their needs. These questions can give you valuable insight into their priorities and mindset.
When it comes to the audition process for Group Fitness, it’s a bit more rigorous. This is the point where I involve my current instructors. I start by creating a schedule based on their availability and then determine the audition format.
Once I’ve finalized the format, I send an invitation to the interviewees with a SignUp Genius link, where they can sign up for the format I feel is the best fit for them. In the past, I allowed candidates to choose from their top two formats, but this created a longer audition process, so I’ve since streamlined it.
Spring Training
Once your new staff is hired, it’s time to begin the shadowing process. This period serves as an opportunity for current staff to guide the new hires through the ins and outs of their classes. It’s also an important time for you to clearly communicate the expectations you’ve set for your team.
During shadowing, the new hire should act as a teacher’s assistant, engaging actively by demonstrating movements, assisting with technique cues, circulating the class and offering support where needed. Ensure they arrive 30 minutes before class to help with setup and stay 30 minutes after to close. To help with this process, prepare a checklist for your senior instructors to ensure they cover all the details, from connecting to the sound system to meeting the front desk student workers.
Finally, before the semester ends, host a meeting that brings together graduating instructors, current instructors and new hires. At GCU Fitness, we hold a ceremonious passing of the torch from each instructor to their replacement. This tradition creates a meaningful bond and a sense of pride for both groups.
Audition Formats and Rules
25-Minute Auditions
Pilates, Yoga, Barre, Barrelates, Sculpt
- Objective: Show basic understanding of the formats. Candidates will prepare a workout in advance of the audition.
- Structure:
- 5-minute Instructor Q&A.
- 15-minute workout. Warm-up, main workout, cool-down.
- 5-minute wrap-up Q&A. Focus on program design and any other questions.
30-Minute Audition
HIIT
- Objective: Demonstrate the ability to create a workout on the spot that is anatomically and biomechanically correct, with progressions and modifications.
- Structure:
- 5-minute Instructor Q&A.
- 15-minute workout. Warm-up, main workout, cool-down.
- 5-minute wrap-up Q&A. Focus on program design and any other questions.
Strength
- Objective: Evaluate movement patterns and how candidates correct and teach them. Create a 15-minute workout as a Learn to Lift or BURN instructor.
Spin Master Class
- Objective: Assess understanding of spin basics, spin rhythm and spin + sculpt.
- Spin Audition: Perform a 15-minute ride for instructors and a mock class.
Boxing
- Objective: Evaluate the ability to move around the class, engage participants, correct technique and demonstrate boxing skills.
- Format: Shadow and perform in class.
