Best practice is to have set policies in place to

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Best practice is to have set policies in place to avoid any
question of unfair hiring issues….

Advertising Your Position
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Type of Opening will determine scope of your advertisement
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Higher level managerial/operations – national
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Mid-Level Management/Service – regional
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Entry Level – local
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Advertising or utilizing recruiting agencies can be very
expensive

Cost of the Hiring Process
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Position Advertisement – under $100-thousands of dollars
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Time to review applicants
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Time to interview applicants
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Cost to bring in applicants for interview
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Time/cost for initial training of new hire
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Money lost during transition
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Average cost to replace upper management in fitness - $15-20K
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Cost to a Small Business to hire any supervisory position - $1-4K

Application Process
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How are you comfortable receiving
applications?
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Limit unnecessary phone calls
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Do you want to limit drop-ins or encourage
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References
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Is this a local or national search
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Possible mention of interview process
–
Pay for travel, etc.

Grading the Applicants
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Your initial response to any position may be huge, how do you
limit?
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Required/Minimum Qualifications – you will be surprised how
many people don’t read or think you will not enforce
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Preferred qualifications – bonus
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Desired qualifications – double bonus
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Sometimes it is just based on “feel” but need to try and make as
objective as possible
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Remember you wrote the job description to “stand out” to
the candidate you want…..

Grading
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Step 2
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Re-Read the cover letter and resume
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How do you really “feel” about the candidates?
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How do they present themselves
• Consult with staff what did they like/not like about past employee
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Grammatical errors other attention to detail issues
• Reference List
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Step 3 – how many are you going to contact

Evaluating Qualified Applicants
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Step 4 – Phone Screening
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Evaluate phone etiquette and phone presence
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Confirm continued interest in position
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Ensure their information is correct
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Evaluate for personal “deal breakers”
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Review salary ranges, ensure parties are on the same page
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Job expectations/tasks and schedule needed
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Might be an initial interview:
Ask each person a similar list of basic questions reviewing job
description (this is usually where you will get the why are you
interested/good fit for this position? Tell me about you scenarios…
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Do not feel obligated to continue call if not a good fit
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If interested, try to give timeline
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This is your opportunity to get questions answered as an
applicant

Differences
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There is a difference between phone screening and phone
interviews…….