Since its inception in 2008, Careers in Sports has become the go-to organisation for young people embarking upon a sporting career, with the website now receiving over 668,000 views annually. We spoke to Founder and Business Development Director Harvey Grout and Health and Fitness Director Peter Cleaver about:

• How operators can be smarter with their recruiting

• New ways to ensure you attract the best and most qualified candidates, and

• How to avoid common recruiting mistakes

What is the best approach to recruiting?

There is no one-size-fits-all approach. Every company will have a different approach, but I would say there are a few guidelines to ensure success.First, you need to clearly define your recruitment goal and define the type of candidate you’re looking for. Focus on finding the right person for the job, rather than just filling a gap.Secondly, determine the best way to approach the interview. Consider whether a personal approach or more formal structure will yield the best results. Personally, I don’t see any benefit in making the experience more nerve-wracking for the candidate than it needs to be. I’ve seen very qualified candidates not able to articulate their skills in an interview due to nerves. Try not to add to this challenge.Finally, recognise that social media is the new CV. I would highly recommend companies look at the social profiles of prospective candidates. Anyone can create an excellent CV but a person’s social media presence can give a lot of additional insight. Social media can also really let people down. You must remember that an individual will represent your company inside and outside of work.

Are some roles harder to fill? Why do you think that is?

We see people struggling to fill lifeguard and personal trainer roles. As the industry has grown, the sheer demand for lifeguards and personal trainers has increased. The reason these roles can be hard to fill can be attributed to the fact that young people may have a degree but they often lack soft skills like decision making, organisation and time management. To be successful in the leisure industry, candidates must have character skills; particularly in personal trainer and physio roles. Having a good rapport with clients is paramount. You can see people flourish in this industry without a first-class degree, and it can be difficult to get those soft skills across on a piece of paper.

Can you share some tips on how to get the most out of campaigns?

To maximise your efforts, I would recommend promoting your campaign to as wide a field as possible. Ensure you’re exhausting all opportunities, both formal and informal. Don’t rely solely on traditional methods like job boards. While they can be beneficial, less traditional recruitment methods can also lead to very good results. For example, a university lecturer may have twenty or thirty students on their books who they could recommend for a role. Having as many applicants as possible gives you a better chance of finding the perfect candidate.Additionally, it can be worth enlisting the help of the person whose current role you’re trying to fill, or asking other people in the company if they know anyone who would be suitable for the position.Lastly, it can pay to ask your friends but I would steer clear of recruiting your friends.

Since many sport related roles are appropriate for young people or students, how do you evaluate someone with no career experience?

Consider the key qualifications of the position you’re looking to fill. For example, key qualifications for a lifeguard could be things like good judgement, attention to detail, calm in emergencies, etc. It is key to know what you are looking for. The onus is as much on the interviewer as the interviewee to hone in on these skills and ask the right questions. Ask the candidate for real-life examples to illustrate these skills.

What are the most common mistakes you see?

In terms of finding the right candidate, it’s crucial to promote the vacancy to as wide an audience as you can. We provide a free jobs board because we want as many organisations as possible to post jobs. We see people who will pay £400 for one job board and expect the best candidates. Many people fall into the trap of only recruiting in one place. As well as paying to advertise on jobs boards, it may be appropriate to use channels like social media. Facebook is a very powerful tool if you’re looking to target 16-25-year olds. Equally, a reasonably small Facebook advertising spend to promote your vacancy can often go a long way. However, consider the profile of your target candidate. Facebook could be appropriate for a lifeguarding position, but if you’re looking for a business manager Facebook may not be the right place. Lastly, it’s important to look at what you’re offering the candidate; it’s more important than ever that you are perceived as a good employer and that your brand is desirable to work for.