3 What core values do you look for in candidates applying for your jobs?
We look to align our team with our own values. Commitment to helping members achieve their goals is a priority as is the willingness to be a real team player. Everyone in the club has to support and help each other. Over and above that, it is important to understand we are a sales and service business. Managers need to be very hands on and willing to lead and be part of the sales process. We are not quite a 24/7 business but not far off, so we also need people who understand the need for early starts and late finishes (sometimes).

4 Is there anything you are aiming to implement this year for staff or management that you are not currently doing? Understanding how important our team is to the LA Fitness experience, we are investing hugely into ensuring our staff are trained, knowledgeable, passionate about what they do and hence look at LA Fitness for a real career. We have spent the last 12 months really improving our training and development offer, introducing a very thorough induction for all Managers and team members, re-launching our Deputy Club Manager development programme and we are about to add E-learning to our development portfolio. In addition we remain committed to supporting Apprenticeships and last year we helped nearly 300 of our team achieve level 2 and 3 in fitness, sales and customer service. Next year we plan to introduce management level 4 and 5 opportunities. In addition to training we are also looking at our ‘reward and recognition’ scheme to ensure it is competitive within the industry and we attract and retain the best. As an example we have recently decided that all team members should earn at least the adult NMW regardless of age.

5 What makes it a unique experience working at your organisation and what thought goes into corporate culture? We have invested over £30 million in upgrading our clubs and facilities making the environment for members and teams far better. We believe we are the most progressive and innovative business in the Industry and this is supported by our recent FIA award of Club Operator of the Year, which assessed our service to members but also feedback from our teams on how they felt about working for LA. We aim to provide a fun, exciting and challenging career for the right forward thinking individuals. We invest heavily in our Training and Development (as above), as we want LA Fitness to be a career, not just a job. There are no limits; if you are good you will be recognised and well rewarded.

6 What forms the basis of your new starter induction (changing jobs is one of the top 3 most stressful life decisions)? How do you/others help new starters with a smooth transition into your organisation? We have recently launched a new induction process for all levels of staff joining LA Fitness. For our Managers and Deputy Managers we start with a five day fun but quite intense off job induction programme which is a great way to learn about the business and of course ensure the management team get to know each other from the off set. After that they will generally spend time in other clubs learning the ropes before they join their own club.

7 What is the first thing you look at on a CV? Depends on the role. For management we look for experience of managing teams in a busy environment and ideally some exposure to a sales environment. For team members our LA Coaches need to be REPS 2 qualified and be passionate about delivering a great service to our members.

8 What is your top tip when applying for a job? Be prepared. Make sure the business and the role is a good fit for you, visit a club, talk to other team members, look for where you can add real value.

9 What is the most common mistake made in applications and interviews? Not being prepared.

10 Is there anything you commonly read in a CV that instantly puts them in the ‘no’ pile. Not really – although anything more than 3 pages is not great. I am more interested in understanding achievements than detailed job descriptions or swimming badges from primary school.

11 Who are the most difficult staff to recruit?  Good Membership Advisors who understand the need to balance making a sale with integrity and really understanding what prospective members are looking to achieve.
 
12 What has been your worst interviewing experience?
Someone fainting in the middle of the interview. I really am not that scary!

13 What is your favourite interview question (you ask)?
What value can you add to our business?

14 What do you see as the biggest problem facing recruiters in the leisure industry and what measures do you think will help overcome them?
A lot of people come into the industry as a ‘stop gap’  to support studies or while they consider other career options, or because they have a passion for the fitness side of it. Our challenge is to grow both fitness professionals but equally great Managers for the future. We need to be better at communicating the real career opportunities this industry provides.

15 How did you get involved in the leisure industry? I spent many years in pub and retail catering businesses. I was approached for the HRD role and it really appealed as I could see the synergies particularly with the customer service element but it is also an industry which I believe has a lot to add to improving health and wellbeing. Can’t always say that about pubs (although I still love them).

16 What is the thing you like most about the leisure industry? The people and difference it can make (as above).

17 What is the thing you like least about the health and fitness industry?  Difficult to find something specific but probably the frustration that we still have a way to go to be seen as a professional career choice.