Many times in my years as a gym owner, I’ve had to experience the negative effects of hiring the wrong person. On average, employers report it costs the company anywhere between $8,000 and $25,000 to hire the wrong person. I’m not sure it costs me quite that much for a part-time coach, but if I offer a full-time position to the wrong person, I can definitely see that sort of negative financial impact. So how do we get it right?

Five years ago, my answer would have been very different. I would have told you (and I have in the past) that I truly believe it’s important to hire slowly and fire quickly. The 2019 version of me would have said, “When you think it’s the right person, take your time. Interview them over the course of a few weeks. Look for consistency in their responses and demeanor.” While I still hold some of those principles today, I do believe the days of hiring slowly are long gone.

Instead, we’re barely able to get someone in for a first interview sometimes before we find out they’ve already accepted another position elsewhere. So how do we hold true to the principles of hiring that we know work while still snagging the cream of the crop first?

Tips for Hiring the Right Person Quickly

Here are my three tips for hiring as quickly as possible while still making sure you’re hiring the right person:

  • Ensure your application process is efficient. Note here … I’m not saying, “Make it extremely easy to apply.” Years ago, Wendy’s had a billboard that said, “Text FROSTY (52345) to apply.” I’m going to guess the ease of applying didn’t attract a lot of quality applicants. My local Wendy’s stopped advertising that method altogether, and I’d venture to say, based on my last experience there, that it’s because they needed to make the application process a bit more challenging. If you’re looking for someone who is smart, hungry and humble, the process should have a few reasonable steps. When I say “efficient,” I mean the following: First, keep an application option on your website at all times. Even if you’re not actively looking for more staff, if the perfect person came along, wouldn’t you consider hiring them and adding more classes to your schedule? Secondly, review applications when they come in. Know what you’re looking for, and when you see it, reply to the email or call them immediately. I’m all about “batch processing,” but you have to remember the best candidates will get offered multiple positions very easily these days. Don’t miss out because you only review applications once a week.
  • Ensure your process is organized. Interviews aren’t just to see if you like the candidate. You, as an employer, are also being interviewed. Make sure you’re organized and on your game. Be on time to the interview. Don’t make them sit for 10 minutes because you had to stop for gas or answer one last email. Be clear on your expectations and make sure everything is in writing. As busy as the candidate is—so are you. The last thing you want is to wonder if you forgot to tell them 8 a.m. or 8 p.m., and then you miss the interview yourself.
  • Conduct multiple interviews despite your timeline. In the past, we would wait a week or so between interviews. Now, I recommend to my management team that if you know you want a second interview, schedule it for the next day when possible. Let the candidate know you’re eager to get them back in the door, and you’re not going to drag your feet on hiring if you determine they’re the right person.

If you’re not sure why I’d recommend multiple interviews for a candidate, make sure to attend one of our upcoming conferences. Our Staffing 101 class is one of the most foundational classes we offer and vital for ensuring you’re hiring, onboarding and training new staff in a way that encourages long-term retention.

Hiring the right person is vital to the consistency and brand of your cheer gym, but in 2024, we’ve got to do it in an efficient way where the candidate knows how eager you are to work alongside them.

Key Takeaways: 

  • The cost of a bad hire: Hiring the wrong person can have significant financial consequences for a gym, especially when it comes to full-time positions.
  • Evolving hiring strategies: The approach to hiring has changed over the years, moving from a slow and deliberate process to a more expedited one, reflecting the fast-paced nature of today’s job market.

Balancing speed and quality: While hiring quickly is essential in 2024, it’s crucial to maintain a process that still ensures you bring on the right people who fit the gym’s culture and needs.