Friday, October 29, 2010

Alcohol, Drugs and Your Fitness Career

Nothing good happens after 1:00 a.m. is a common term sports commentators like to use after professional athletes get arrested in the wee hours of the morning. Young people would disagree thinking that’s when all the good stuff happens.


Well, if they are safe at home, maybe. We all know driving around after serious partying is not cool. But how about showing up for work after just a few winks and too many drinks? Or more. Pot, prescription medication, other illegal drugs etc. What does that type of behavior do to your businesses objectives and member experience?


Alcohol and drug (substance abuse) cost businesses well over 100 billion per year in lost productivity. But does it affect the fitness industry? Oh yeah and I am quite certain all companies big and small are well aware of it. But what is the fitness industry doing to help their staff and bottom line? I am not sure who is doing what these days, but I will say during my 30 years in the field, I didn’t see any companies trying to curb substance abuse.


Sure, companies may write in their employee manual that substance abuse will not be tolerated, blah, blah, blah. But when the whole staff including part-time, full-time and owners are hitting the bars/clubs together, does anyone really get it and understand the negative implications?


I myself was a bad example/role model in this arena. From an entry level front desk staff member to a Sr. Manager of a 20 million dollar company, I did not get it. Many organizations foster this type of environment, as the owners and leaders of the company have come up in the industry “Letting the Good Times Roll”.


Let’s face it, it’s a fun industry to work in and sometimes we forget it’s really a job, let alone a career/business. My suggestions to the fitness industry would be as follows:


1. Owners and leaders of fitness companies need to take a close look at their organization and get the truth about what is going on. Is substance abuse in any and all forms affecting their company?


2. Create a committee from the top on down who develop policy and protocol to help deliver positive messages about why substance abuse is not cool. (Make sure you follow the letter of the law). Also, pre-employment testing is sometimes easier and safer to facilitate than once an employee is on board.

3. Realize two things:
a. That substance abuse in the workplace is an expensive proposition.
b. Creating a corporate culture that recognizes dealing with this issue will be a permanent part of their business strategy and also will be dealt with as much care and concern as possible. A good opportunity to get outside professional help in creating a successful program.


The fitness industry is about helping people get fit and live healthier, happier lives. It’s time we do the same for all the employees who are working in the fitness industry from entry level fitness jobs to Sr. Managers.

Alan Cohen is the Founder and President of FitnessJobs.com and The Career Collection. Alan has spent over 35 years in the fitness industry and founded FitnessJobs.com 11+ years ago. Alan is passionate about the fitness and recreation industry and loves helping employers and employees connect for fruitful relationships. Check out Trade Talk on FitnessJobs.com for more fitness indsutry tips and information. For more information about recruiting on FitnessJobs.com call 800-259-4397.

Wednesday, October 27, 2010

Employee Referral Program Pays Dividends

One of the best ways to recruit front-line staff is having an employee referral program in place. Employees will love it; the accounting department will hate it. (More work).

It is easy to put together and the obvious upside for employees is they have an additional way to earn money. The upside for the company is also obvious: Save on recruiting dollars, save on recruiting manpower and hire-in compatible people for your staff.


It is important when you launch an employee referral program that you make sure that staff members understand the importance and responsibility of a “referral”. Their personal referral is a reflection on them as a person/employee and they need to take that seriously.


From an economic standpoint you can assign any dollar value that works for your budget. Below is an example:

- $50 total value for an employee referral
- $25 paid after 30-45 days of successful employment
- $25 balance due at the 6 month mark


As you can see an employee referral program can be customized in an infinite amount of ways. I have worked for several companies that have successfully run employee referral programs so I know they work. Save your recruiting dollars to place ads on FitnessJobs.com for personal trainers, specialized contract labor, full-time or higher level positions.


Alan Cohen is the Founder and President of FitnessJobs.com and The Career Collection. Alan has spent over 35 years in the fitness industry and founded FitnessJobs.com 11+ years ago. Alan is passionate about the fitness and recreation industry and loves helping employers and employees connect for fruitful relationships. Check out Trade Talk on FitnessJobs.com for more fitness indsutry tips and information. For more information about recruiting on FitnessJobs.com call 800-259-4397.

Tuesday, October 26, 2010

Creating Performance Reviews for the Fitness Industry

As the fitness industry ramps up for 2011-Q1, now would be an ideal time to evaluate the way you handle performance reviews.

Below are the components of a performance review that you may want to consider for management team members. You must also determine the financial value tied to the review. The sample review is conducted 2x's per year with the eligible annual bonus divided by two. Many companies pay a bonus of 20-30% of salary. Some companies based on the amount of salary, pick a number that they feel works well for the organization. This could be up to 40% of the salary.

There are three components to the performance review example:
1. Personal performance objectives.
2. Leadership competencies.
3. Meeting financial objectives.

1. Personal performance objectives are tailor made for the person/position. The sample below is a for a Regional Sales and Marketing Director:

1. Create and manage an annual marketing plan that is approved by the Sr. Management Team.
a. Manage all aspects of collateral materials: design, printing, budget, quality and mailing.
b. Work with club Sales Directors to track effectiveness of marketing materials and provide quarterly reports to Sr. Management Team.

2. Manage company website.
a. Evaluate website and make changes in order to maximize website/Internet potential.
b. Work with clubs to aggressively aquire members email adresses for database marketing.
c. Expand marketing of website.

3. Create a graphic standards program for the company.
a. Standardize collateral materials for quality and cost effectiveness.
b. Create template driven program for flyers and posters for ease of use by club staff members.

4. Manage Public Relations firm.
a. Set goals and expectations for PR firm by XYZ date.
b. Create quarterly reports for Sr. Management team.

5. Create and provide marketing support for club profit centers.
a. Create collateral materials for personal training, spa and tennis departments.
b. Work with staff to create and implement grassroots marketing plans.

Dollar value: 35% of total bonus

2. Leadership Competencies
1. Strategic Leadership: Creating opportunites and innovative solutions for the future.
2. Delivery leadership: Accountable for the success or failure of managing operations.
3. Character and Principle: Demonstrates strong character and principle in all business practices.
4. Member Services: Exceeding member expectations.
5. People leadership: Creates an effective work team.
6. Team Member: Maximizes organizational performance through a collaborative and interdependent effort.

Dollar Value: 35%  

3. Meeting financial objectives:
    1. Meet department expense budget: 50%
    2. Meet company revenue budget: 50%

Dollar Value: 30%

Employee is eligible for bonus participation by meeting or exceeding their plan. Bonuses can be a percent of plan + or -.

Alan Cohen is the Founder and President of FitnessJobs.com and The Career Collection. Alan has spent over 35 years in the fitness industry and founded FitnessJobs.com 11+ years ago. Alan is passionate about the fitness and recreation industry and loves helping employers and employees connect for fruitful relationships. Check out Trade Talk on FitnessJobs.com for more fitness indsutry tips and information. For more information about recruiting on FitnessJobs.com call 800-259-4397.

Friday, October 22, 2010

10 Things to Consider When Hiring Membership Reps

One of the most important decisions that leaders in the fitness and recreation industry will be making this time of year will be the addition of a new member to their membership sales department. It is imperative that this hire will be a productive and complimentary part of the team. The new associate may be the difference between the department/club making budget and team members making their annual bonus.
  
Below is a list of 10 Must Haves to be considered as a top membership sales representative candidate:
1. Passionate about the industry
2. 1-3 years experience as a sales professional
3. Excellent prospecting and networking skills: Phone & community
4. Strong business acumen
5. Stable work history
6. Compatible to the demographics they will be selling
7. Ability to work a flexible schedule that may include evenings and weekends
8. Must be a match with realistic earning potential/expectations
9. Must work well in team environment
10. Honesty-Integrity. Passes background and employment verification checks


A few words of caution to some common mistakes in hiring membership sales reps:
1. Do not hire on looks.
2. Do not hire strictly on personality.
3. Do not bypass references/employment verification!
4. Do not wait to the last minute to begin the recruiting process.

Alan Cohen is the Founder and President of FitnessJobs.com and The Career Collection. Alan has spent over 35 years in the fitness industry and founded FitnessJobs.com 11+ years ago. Alan is passionate about the fitness and recreation industry and loves helping employers and employees connect for fruitful relationships. Check out Trade Talk on FitnessJobs.com for more fitness indsutry tips and information. For more information about recruiting on FitnessJobs.com call 800-259-4397.

Wednesday, October 20, 2010

What Type of Fitness Job Do You Want?



If you are a recent high school or college graduate or someone looking for a career change, you have an abundance of choices in different vertical markets of the fitness and recreation industry. Your education and experience will open or close some doors, but if you look at the hundreds of job posted on FitnessJobs.com, you will see there are plenty of jobs for everyone.

The vertical markets refer to the different segments of the fitness, recreation and leisure industries. The list below represents the main segments:



- Commercial health clubs


- Franchises (Anytime Fitness, Gold’s Gyms, Snap Fitness, etc).


- Medical Fitness (Developed by Hospitals)


- Corporate Fitness (Onsite fitness centers offered to company employees)


- Country Clubs


- Hotels/Resorts


- Municipal park and recreation departments


- Government/military sites


- Master planned communities


- Senior/active aging communities


- Colleges/Universities


- Non Profits (YMCA/JCC/Boys and Girls Clubs)


- Aquatics Facilities/Water Parks


The good news is, you have the opportunity to gain valuable experience as you work on finishing your education. You can get a part-time job as a cafĂ© or front desk associate while in high school or college. You can navigate your way through a variety of departments within the facility as you gain experience and education: Front desk, sales, restaurant, housekeeping, spa and salon, fitness floor staff, personal trainer,  childcare, maintenance, lifeguard and more! The fitness and recreation industry offers an unlimited amount of career opportunities. There are an abundance of part-time and full-time jobs for people just starting out or retirees looking for something to do and extra income. Plus you almost always get a free membership!


While completing your education it would be well worth your while to experience a variety of positions in different vertical markets. Once you do this, it may help you decide on what you need to do in terms of future experience/education/certifications to land your perfect job in your chosen segment of the industry.

Alan Cohen is the Founder and President of FitnessJobs.com and The Career Collection. Alan has spent over 35 years in the fitness industry and founded FitnessJobs.com 11+ years ago. Alan is passionate about the fitness and recreation industry and loves helping employers and employees connect for fruitful relationships. Check out Trade Talk on FitnessJobs.com for more fitness indsutry tips and information.


Monday, October 18, 2010

Ten Tips to Finding Your Dream Fitness Job

Timing is everything and NOW is the time most fitness companies are hiring as they prepare for the most important quarter of the year beginning January 2011. Below is a checklist of things to do if you want to capitalize on this opportunity to advance your fitness career.

1. Give your resume a tune-up. If you have any doubt that your resume is anything but an A+ calling card, get help. Ask a successful friend, family member or neighbor. Go online and review resume information. Just make sure you do it.


2. Make sure you have an engaging cover letter. Get help online or from a trusted advisor. If you are applying online for a position on sites such as FitnessJobs.com and need to email a resume, make SURE that your email to the hiring manager has an engaging message, similar to your cover letter.


3. Get your reference list updated. Make sure you have alerted former employers/managers, business references and personal references that they make be getting a reference call as you are looking for new opportunities. Make sure their phone numbers are accurate.


4. Research the companies you are interviewing with. If you are local, ask associates what they know about the organization. Shop the club and make mental notes about how the business is run. Research them online and become an EXPERT about their organization. Be able to recite their mission statement.


5. Buy a book on interviewing. This will be a great tune-up for you if you haven’t interviewed for a while. If you have been on lots of interviews and are not getting any offers, this would be a worthy investment.


6. Network. If you are in the running for a position, think about everyone you know who may have an inside track on the company. PLAY THAT HAND!


7. Make sure your interview wardrobe is in order. Make sure you are visiting the salon regularly, so if you get a last minute interview you are looking good!


8. Know what you compensation requirements are. You need to know your bottom line for accepting a job and you also want to know where you ideally want to be.


9. Have 5-8 questions prepared in advance that are not compensation/benefit related. When asked if you have any questions, you will be prepared for some well thought out questions about the company or the position.


10. Don’t put all your eggs in one basket. Send out as many resumes to QUALITY companies that you can. And be certain you FOLLOW up with personal notes, phone calls and emails. Be persistent!

Alan Cohen is the Founder and President of FitnessJobs.com and The Career Collection. Alan has spent over 35 years in the fitness industry and founded FitnessJobs.com 11+ years ago. Alan is passionate about the fitness & recreation industry and loves helping employers and employees connect for fruitful relationships. Check out Trade Talk on FitnessJobs.com for more fitness indsutry tips and information.

Friday, October 15, 2010

Why FitnessJobs.com is More Popular than Social Media

For recruiting that is! Recruiting for fitness industry employees using social media is almost non-existent in the fitness industry. Why? Because it takes too much time, money and labor to make it happen!


I looked at the top 5 companies in the fitness industry who generate close to 5 billion a year in revenue with over 1,200 locations (less than .25% of the industry) and only a couple are making a stab at it! As an example, they may have a career section on their Facebook page, but the job seeker experience and features don’t compare with a job board. You can’t set up job alerts, you can’t easily upload a resume, and you also can’t look at all available jobs that other companies are offering.


When you search for a fitness job on FitnessJobs.com, you can look at all the jobs from the top brands in the fitness industry. Companies like Gold’s Gym, Lifetime Fitness, Spectrum Athletic Clubs, Western Athletic Clubs, Corporate Fitness Works, XSport Fitness, Power Wellness, WTS International, Take Care Health Systems, Anytime Fitness, Snap Fitness, YMCA's, Five Seasons Family Sports Clubs, MediFit Corporate Services, Healthplex and Associates, Town Sports International and hundreds of other clubs, recreation and leisure facilities throughout the country.


So why is FitnessJobs.com dabbling into social media? Because we owe it to ourselves and our customers to make sure we understand it. Currently, FitnessJobs.com is Tweeting jobs that get posted on our site, we belong to over 30 groups on Linkedin and occasionally will post a position in their jobs section; but more often write articles to let industry professionals know what we are doing and have done over the past 11 years.

We recently just started our blog and hope to be able to share information to the industry that way. Also, we have time to do this!


Do you really think your typical HR manager, small club owner or fitness director can spend 3-4 hours per day cranking out information to social media sites hoping to reach a few job seekers?


Whoever though FitnessJobs.com would be more popular than social media?

Alan Cohen is the Founder and President of FitnessJobs.com and The Career Collection. Alan has spent over 35 years in the fitness industry working as a front desk staff member, bartender, club supervisor, club manager, general manager, sales representative, sales director, area director and regional marketing director. He founded FitnessJobs.com 11+ years ago and is passionate about the fitness & recreation industry and loves helping employers and employees connect for fruitful relationships.

Wednesday, October 13, 2010

How to Maximize Responses From Job Postings

There are many ways to optimize your job postings on FitnessJobs.com and other online job boards. Below you   will find some key strategies to improve the branding of yourrecruitment ads and leveraging your recruiting dollars.

  • Create a dynamic ad. Take the time to create an ad that inspires a candidate to want to work for your business. You can use up to 2000 words on FitnessJobs.com. You wouldn’t write a 2 line ad and hope to inspire potential members to join your club would you? Recruiting Top Talent is no different. If creative writing is not your expertise, get assistance in creating your ad.

  • Create a motivating headline, as it is the most important part of your ad. If the headline grabs the attention of the job seeker, you’ll stimulate the reader to learn more. Appeal to their emotions. Job seekers are looking for: better pay, continuing education reimbursement, health and medical benefits, paid time off, retirement plans and a stimulating work environment. If you provide any benefits, include them in your ad. This is extremely important to job candidates! There is a lot of competition for Top Talent; don’t settle for inferior employees because experienced candidates are going elsewhere.
  • Tell a compelling story about the company.
  • Mention favorable things about the community where your business is located.
  • Describe your facility, and any unique features, programs, equipment, etc.
  • Describe the membership or client base.
  • List compensation, benefits, continuing education reimbursement, relocation assistance, signing bonuses or paid time off benefits.
  • Be specific in your requirements and be very clear about responsibilities. This will help save you valuable time by not interviewing unqualified staff.
  • Provide e-mails, faxes and apply online info as response mechanisms, unless you want to be playing phone tag.
  • Respond to applicants promptly. If you don’t, you’ll be wasting your money, as your top candidate will be working for your competitor!
  • Acknowledge all applicants that apply! The easiest way to do this is through a career e-mail address, which you can set up with an auto-response. Keep in mind, you may not hire someone today, but you may want to hire them 3 months from now. Also, they may be potential customers, so treat applicants as you would customers.
  • Recruit quarterly whether you have an opening or not. This allows you to get to know who’s in the market, or wants to be there. Wouldn’t it be great if you could develop a waiting list for those candidates who want to work for you?
  • Conduct a compensation analysis in your market and make sure you have a competitive compensation plan.
Questions on recruiting? Call FitnessJobs.com at 800-259-4397 and we will be happy to assist you!

Monday, October 11, 2010

If it's Not in Writing it Doesn't Exist!

We've all heard that saying sometime before in our life. There is no situation more applicable than in the workplace when it comes to accepting a job or hiring new employees. If a company doesn't have an employee handbook/manual, job description, offer letter - buyer beware.

From a job seekers standpoint you would like to know that everything told to you by your supervisor or hiring manager is accurate. Your job responsibilities, schedule, pay/compensation, when are you eligible for reviews, benefits if available, your contribution to benefits, paid time off, etc.

As an employer, you want to make sure your new employee is informed about all of the above, plus company policies in a wide variety of areas: Attire, drug policies, maternity leave, time cards/pay periods, attendance, telephone/Internet use, employee conduct, and much, much more. It is imperative that an organization has the fundamental hiring tools in place:
1. Offer Letter
2. Job Descriptions
3. Employee handbook/manual

I can give a couple first hand examples that echoes the above:
1. I joined a fairly large company many years ago as a general manager. After 90 days, I must of had 5 incidents where supervisors came to me saying their staff members were upset because they hadn't received an hourly increase after their 90 day probation period. Reason? No offer letters to front line employees and a misinterpretation of company policy. This was added to the employee manual and all front line employees were given offer letters addressing this issue.

2. My wife was being recruited aggressively by a large company/sales organization. After 3 interviews with the President/CEO and VP of Sales they offered her a job. She asked them about a formal offer letter outlining the opportunity, benefit program and a job description. They agreed to get it off to her asap.

After a few days of not receiving this information, she followed up with a call and email but to no avail. This company never responded. They are probably just BAD OPERATORS, and they have plenty of company.

If you want to get your documentaion house in order, the Internet has made it real easy. For offer letters, you have lots of options on Google. For job descriptions that have been created specifically for the fitness industry FitnessJobs.com sells a great package of 12 job descriptions and corresponding interview questions. For an employee handbook/manual, once again just Google: employee manuals, but check out Standard Legal's products, starting at just $34.95. (It's important to get regular updates and law changes, as well as local and state laws into these type of documents).

Remember these words: If a company doesn't have an employee handbook/manual, job description and offer letter - buyer beware!

Friday, October 8, 2010

Staff Development 2011 - Feed the Hungry Minds Please!


Now is the time to be the squeaky wheel. Time to stomp your feet and say "It's time to add a comprehensive staff development training program into next years budget"!
Let's face it, it takes time and money to put together a quality staff development training program. It takes leadership, manpower and extra payroll dollars.

You might be surprised to know that outsourcing this time consuming, labor intensive project may be the way to go. Try your local community colleges, or a training and staff development consultant for your industry, such as Management Momentum who specializes in the fitness industry.

Regardless of how you go about it, you need to create some sort of in-house training program for your staff. It says volumes about your company and organization. Below are some training modules to consider:

1. A defined onboarding process that includes a comprehensive company orientation.

2. Best practices for all departments and Sr. Management.

3. Train the trainer. Helping managers become better trainers.

4. Understanding and motivating employees.

5. Customer service training guide for all employees and departments.

6. Conflict management.

7. How to recruit all-star employees. (See article on FitnessJobs.com)

8. How to run effective meetings.

9. Problem solving.

10. Managing versus leading.

Additionally, setting up an annual calendar by departments for ongoing training and staff development will pay huge dividends and position your company for success.

Alan Cohen is the Founder and President of FitnessJobs.com and The Career Collection. Created in 1998 as the first job board dedicated soley to the fitness and recreation industries. Alan has spent over 35 years in the fitness industry working in all capacities: front desk staff member, bartender, club supervisor, club manager, general manager, sales representative, sales director, area director and regional marketing director. He is passionate about the fitness and recreation industry and loves helping employers and employees connect for fruitful relationships.

Thursday, October 7, 2010

Pre-Employment Screening Pays Huge Dividends



Prudent employers/hiring managers in the fitness and recreation industry are falling inline fast on pre-employment screening procedures. Everything from verifying 1-9 documentation to background checks for child care workers. Many ask “Do I have to comply?” The answer is yes and no. Yes to I-9 and also knowing the state and federal laws for certain positions is critical. No to conducting background checks and employment verification on all positions.

In the fitness and recreation industry because of all the hiring that goes on between seasonal, part-time and full-time staff, interviewing and hiring can get overwhelming. Just ask your office manager or HR Manager.
Why are we so paranoid about who we hire? Here are some of the reasons why: Child abuse/child abductions, terrorist acts, negligent hiring practices-where a staff member’s past, comes into play for a problem created within your company, and federal/state laws to name a few. It only takes one law suit to bring down a small company.

So, why wouldn’t you want to spend $25-$30 on a prospective full-time employee on a background check? It is small dollars compared to hiring and separating with an employee that has an unfavorable work history.

Background checks are relatively easy to do once you are registered with a pre-employment screening/background check company. In the past I have used the Kroll Company that offered good service, good products and excellent pricing.

Here are a few things to do:
1. In your job postings let candidates know that you will be conducting background checks. This will save you valuable time by eliminating unqualified candidates. On FitnessJobs.com there are two places within our job posting templates to enter this information should you choose to ad it.
2. You must get written permission from the job candidate before you proceed.
3. Should you want to do any pre-employment screening in the area of psychological testing, personality tests and job aptitude testing for key positions you can look at Management Momentum’s website which is a company that has extensive experience in the fitness industry.

There is an abundance of information on all search engines in this arena. Investing a small amount of time with human resources will pay you huge dividends today and down the road.

Alan Cohen is the Founder and President of FitnessJobs.com and The Career Collection. Alan has spent over 35 years in the fitness industry working as a front desk staff member, bartender in a tennis club, club supervisor, club manager, general manager, sales representative, sales director, area director and regional marketing director. He is passionate about the fitness and recreation industry and loves helping employers and employees connect for fruitful relationships.

Tuesday, October 5, 2010

Compensation for Membership Sales Staff in the Fitness Industry

This is the time of year owners and Sr. Management are creating budgets for 2011. The question that always comes up is: Are we compensating our membership sales staff and sales management fairly?

Are we paying too much, too little, are salaries too high, too low, and so on. My background has seen 35+ years of fitness industry experience. I am a die hard sales and marketing professional, recruiter and for the past 11 years owner of FitnessJobs.com. Of course I am in favor of offering a top compensation plan for the sales teams!

The biggest reason to offer top pay is to hire the Top Talent and avoid turnover at all cost. The engine that drives the fitness industry is derived from the membership base - initiation fees, dues, personal training etc. Isn't that the spot on your team that you want the very best players possible? And, by the way, they really don't need to be from the fitness industry. Just passionate about fitness, and equally as passionate about sales with STRONG BUSINESS ACUMEN.

The biggest puzzle to solve has to do with the type of club or facility you operate. What are our average dues, initiation fees, and sales volume?

Here are my thoughts on compensation packages for fitness sales staff:
Membership Rep
Salary: $24,000-$28,000 annually.
Commission: $25-50 per sale. (25-35 sales per month)
Monthly bonus: $100-$300.
Full benefits that employees contribute towards.
Membership Directors
Salary: $25,000-$35,000 annually
Commission: $25-50 per sale. (15-20 sales per month)

Monthly Team Bonus: $300-$500 per month.
Quarterly Team Bonus: $500-$1,000.
Annual Bonus: 10-15% for meeting department budget and personal performance objectives.
Full benefits that employees contribute towards.

Also, it is very important to do a competitive compensation anaylisis each year for all of your positions; locally and nationally to make sure you are in the game. You'd hate to lose a valuable asset to your business over $2,000 per year and a better benefit program!

Alan Cohen is the Founder and President of FitnessJobs.com and The Career Collection. Alan has spent over 35 years in the fitness industry working as a front desk staff member, bartender in a tennis club, club supervisor, club manager, general manager, sales representative, sales director, area director and regional marketing director. He is passionate about the fitness and recreation industry and loves helping employers and employees connect for fruitful relationships.

Monday, October 4, 2010

Maiden Voyage: To Blog or Not to Blog?


Me and Mr. MacGregor



 Like many enrepreneurs there are some things that we just don't enjoy doing; and for me it is writing and yakking about stuff. But today is the day I am throwing myself into the fire!

I look forward to sharing and hearing about lots of industry info and passing on some of my knowledge and opinions on things I've experienced over my 35+ years in the fitness industry PLUS my 11+ years as the owner of FitnessJobs.com. I hope to hear from all sides of the industry from entry level staff, HR managers, industry veterans, recruiters, owners, vendors and more.

Stay tuned and check out FitnessJobs.com for current job openings in the fitness, recreation and leisure industries.