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Managing Talent Acquisition Processes

Managing Talent Acquisition Processes in your company

Managing Talent Acquisition Processes the easy way. We have broken Recruitment Process Management for Gyms into these sub-headings; Attraction, Channels, Process and Talent All of these parts of the process should be assessed regularly and improved upon where necessary.  

Attraction has much to do with the look and feel of your Gym or workplace, the demographic of the users and staff and the culture within the Gym itself. When recruiting it’s important to advertise your culture and attract the right people. Attraction is a powerful tool, maybe you want to employ older fitness trainers for your older customers?  Authenticate your culture and advertise in the right way and the right people will apply. When posting jobs take advice from a professional recruiter if you are not getting the results you want.

Channels work pretty much the same in every sector. I’m talking about paid channels here not referrals. Generic and specialist job boards. They can be large media organisations that bolt on job sections to their websites. These typically have high subscription rates that then feed the job adverts. On the other side there are very specific niche focused boards like ours. It’s a long game growing a great channel but we know there is always room to disrupt and we have a few tricks up our sleeve.  Recruiters are also a great channel for success but they can be expensive. Check out our channel guide here.

Process Management; in many organisations the quality of how teams manage the recruitment process is measured ultimately by the eventual success or failure of a campaign.  But what if we want to improve the process or find out why it worked or didn’t? Efficiency and speed will often reflect as cost improvements. So what should we be tracking and measuring?

Attribution channels need to be measured but just like leaves falling from a tree they can be completely random. Measuring time to hire is interesting but is like measuring time to find a parking spot. Tracking time to process applications is much better, snooze, lose. Time between interviews, decisions and juggling expectations while this is going on. The top talent will always be in demand so fostering tardy processes will see you fail over and over.


Person X fell over, whilst on the floor dazed they looked up saw a billboard advert for a new drink.  Later whilst looking up this drink on the web they noticed a job board advert in the sponsored links and clicked apply. They clicked a further 2 referral links from job aggregators and ended up at your job on your site as a direct applicant.

Which channel gets the credit for the referral? A tough question to answer with any degree of accuracy!

 Our method for managing, tracking and improving the process starts with the numbers. How many people did you interview, from how many screened, from how many applications. How long did that take? Where did they come from? What did this cost in total?

We should look at how many people dropped out of our process on their own accord as a barometer for our time to process metric and our attractiveness.

Over time this data will highlight how many people you need for the process to be successful. It will also highlight which channels you need to use. This requires patience, discipline and data management, lots of it. We should be managing 3 types of process because they could all perform differently on each channel.

  • On-going attrition based recruitment (if this is high it points to a retention problem)
  • Opening a new Gym location
  • Sudden needs like when someone resigns

“YOU CANT OUT RECRUIT POOR RETENTION” Be diligent and patient when Managing Talent Acquisition Processes in your company.

Eventually the negative effect on employer brand from high turnover impacts application levels and referrals.

Talent Management. By far the biggest challenge our Gym friends faced when looking to recruit was how overwhelming the volume can be to deal with, ranking, storing, timescales and arranging interviews. Recruiters use fairly complex applicant tracking systems to manage this but they require work. Full time work usually.

  • What if you are a Gym owner and you’ve never hired someone?
  • What happens when you get a bunch of CV’s through the post? Where do they go?
  • What if you get 20 online and 10 through the post?
  • What if the best CV is on paper and you only have one copy?
  • Who reads them all to make sure they fit the basic criteria?
  • What happens if more than one person is great but you only have one vacancy?
  • How can non-recruiter recruiters begin to call and schedule these people, where do you start?
  • What if we only need people part-time or worse when someone does not show up to teach a class?

To help non-recruiters we have produced a FREE guide that will help you shape the way you are Managing Talent Acquisition Processes and measure your efforts like a pro.


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