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Category Archives: Employer Info

How to become a Cycling Coach

The popularity of cycling has exploded in recent years. In this country cycling for pleasure and fitness as well as an everyday mode of transport has been on the increase steadily for the last few years.

There are many reasons why this is the case and for a more in-depth discussion around cycling and just how brilliant it is in general, we recently covered this in an article – Will more cycling jobs be coming to the UK?

Are you passionate about cycling and considering taking your passion that step further? If you have the skills to inspire others and share knowledge and expertise, then a career as a cycling coach could be for you. As a bonus, don’t forget the incredible health benefitting side-effects from working in the fitness industry too – coaching people and keeping fit at the same time – it doesn’t get any better!

How to be a cycling coach

Cycling coach jobs

There are many areas where cycling coaches are needed, such as in schools, in community groups, local racing groups, outdoor activity centres, and health clubs.

To begin your journey initially you will need a qualification from British Cycling.

In the first instance to undertake the Level One course you need to be at least 16 years old. The Level One Award in Coaching Cycling is a short course and a great starting point in your training. Once you progress through the training and up the levels, there are options to qualify in specific areas, such as cycle speedway or BMX coaching, making sure your particular passion is catered for.

For a fuller list of the courses, duration and costs here is a full list from the British Cycling website:

Be a cycling coach

Should you decide to take your career to the advanced stages you could find yourself coaching future Olympic champions and be a mentor for other coaches. Whether working at a Mountain Bike Trail Centre or an indoor cycling track, working in the industry that makes you happy always has to make the training and hard work worthwhile.

Love what you do, do what you love.

cycling jobs UK

Lifeguard recruitment – tips for getting your pool staffed

Looking for help with lifeguard recruitment this summer season?

If you’re looking for lifeguards for your pool, lido, or beach this summer, can you recruit enough to get your lifeguard shifts covered?

It’s a common story. While lifeguarding seems to be an attractive job for so many people, and there is a reasonable quantity of qualified lifeguards out there, sometimes getting them to come your way in time for your summer peak season takes some doing.

Competition for lifeguards is fierce, not just from competitors but also from other employers looking for summer season cover. You can be sure that the lifeguards you’re looking for are also being approached by sports coaching companies, retailers and many more so it’s imperative that you have an attractive offering to lure them your way.

But find them you must because if there’s one thing that can get your pool’s opening hours reduced, it’s a lack of qualified lifeguards to ensure your patrons’ safety.

Lifeguard recruitment

There are a few things to consider when recruiting to ensure you’re in prime position to secure the talent!

  • Offer free training. Or at least at a reduced rate. With the competition so fierce for people, you’re much more likely to attract potentials with a free course.
  • Hold a recruitment day. Meet, greet and induct candidates into your business well and you’ll stand a stronger chance of engaging and retaining good staff.
  • Sell the benefits! Not just of the job, but also the career potential. Lifeguarding can lead to an array of opportunities in leisure management so map it out to them!
  • Pay them well. When the competition is tough, money talks and the difference of a pound an hour can make all the difference if your competitors are sucking up the talent. In-work perks can work as well as pay. Can you offer free gym membership to your employees or free health checks? Anything that you can get hold of to make your company more attractive to work for is worth considering.
  • Make it someone else’s job! Outsourcing is growing. Here at 4Leisure Recruitment, our lifeguard division has grown rapidly due to the increasing demand for qualified lifeguards. With a dedicated team of specialist consultants, 4Leisure are experts in this field and have been delivering lifeguard projects and ad-hoc cover to the leisure sector for over 16 years.

As the UK’s biggest supplier of lifeguards, we provide fully screened, qualified and compliant lifeguards all over the UK for as little as 5 hours. We work with some of the UK’s largest leisure operators and provide outsourcing services to deliver a seamless service keeping pools open!

Lifeguard jobs

If you’re finding getting those lifeguard jobs filled a struggle, don’t struggle alone. We are the UK’s biggest lifeguard recruitment agency and we can help you plug a few holes.

Learn more about our lifeguard recruitment team

Are you a ‘bad boss’?

Recent research by leading UK market research company OnePoll has found some interesting things about what makes a ‘good’ boss.

There are some great findings, including what are the main positive traits of a good boss and which celebrity would make the best boss.

Do you think your staff would say you are a ‘good’ boss?

To read the full article, go to OnePoll

Celebrating your ex-company’s success, and other HR No-Nos

Human resources failsThis week, we read this article with interest >>

It seems that a large company which made several people in the UK redundant sent out letters asking them to celebrate their success. The company claim it was a genuine mistake, which it probably was, but it did not ease the disgust that was felt by the redundant workers. The problem is that not only can this be prevented by simple administrative competency, but also that firms believe they have a right to celebrate in profits without thinking about the people that helped them achieve it. They should be thanking their current staff for helping them and their shareholders to profit, not asking them to celebrate, whether currently employed or not. Too many companies forget the human effort it takes for collective success. And now, we shall get off our soapbox.

Here are some more lessons we can learn from human resource fails

  • If you cheese them off, don’t expect compliance

This story from a couple of years ago will serve as a reminder why you don’t upset the employees left in control of your public channels. When staff at HMV found out, rather abruptly, that they were being made redundant, HR didn’t think to first take control of the company’s Twitter account. This is the result.

  • Never undervalue your best staff

In the 2007 US company Circuit City, a rival to Best Buy, decided to replace its loyal, knowledgable employees with more cost-effective staff. Complaints increased, confidence in customer service plummeted, which meant the aim of cutting staff costs to increase profitability had the opposite effect. By 2009, the company had all but disappeared.,8599,1858079,00.html


  •  Don’t forget that people have feelings

After asking for feedback after an unsuccessful interview, 48-year old James was stunned by the response. While it may be that James was “rude, inappropriate, and insulting”, it’s probably not best practice to actually tell him so. Even if it was true, James was obviously upset enough to name the employer. In the internet age, it’s wise not to show your company in a bad light – it may put off less rude, inappropriate, and insulting candidates applying to work for you.

 If you want help managing your best asset, then get in touch!

What does ‘flexible working’ mean for the leisure industry?

Flexible workingWe’ve been asked a lot recently about flexible working and what it means for employers and employees in the leisure industry. Here Nicola Carman, our Temps Division Manager explains all…

Since this June (2014), the flexible working laws have been extended to all employees, not just those who are parents or carers. This is something that all businesses will need to be aware of.

Flexible working can be working from home, working flexible hours, working less hours, or phased retirement amongst others. The right to request flexible working has been available to parents and carers since 2003, but now anyone who has been in continuous employment for 26 weeks or more can make up to one request for flexible working per year.

What this means for employees and employers in the leisure industry is unclear. Everything depends on the type of leisure job. For many leisure employees, the job requires being in a certain place at a certain time – you can’t coach a CrossFit class in your home in the evening, when your customers are in a gym three miles away, and four hours earlier. Leisure employees have to be able to meet the specific demands of their market for at least some of the time. For example, lifeguarding – the employer has to ensure there is a minimum number of people on duty at any one time, and having essential staff coming and going as they please is not practical, or safe. It’s not unreasonable for an employer to refuse flexible working where it would mean that the demands of the business could not be met.

Flexible working laws are designed to help employees to find a balance between their work life and caring or family responsibilities, and go a long way to helping employers attract and retain the best talent. The question is how much this is practical to an industry which, on the whole, depends on front-line service delivery at a time and place to suit the customers. This, of course, is not unique to the leisure industry, but it does pose a challenge or two for those trying to manage it.

Employers need to consider each request on its own merit, while ensuring fairness among staff. For example, if you allow a female member of staff to work part-time because of having a young family, then you have to extend the same right to your male members too, even if this is something your business is not familiar with. You must show consistency in your responses to requests.

As an employer, you really should consider whether allowing some flexible working would be so bad. Flexible working can boost morale, improve productivity, and reduce employee turnover, so if you are able to grant even part of someone’s request, then you should give it serious consideration.

Look at what you can do to make your employee’s life easier. Yes, they have to be on poolside from 9am, but could you let them do their essential paperwork at home in the evening? Could your Spa Therapists do a job-share so they can both work part-time yet still provide essential cover? Is giving your Sales Manager a week off to help back at home really going to be disastrous, if it means they come back happy and appreciating the understanding employer they have?

Flexible working will affect both employers and employees alike. You can find out more about your rights as an employee by visiting and more about your obligations as an employer at Law Donut

Thank you to Nicola for sharing this advice.

Spa & Leisure Recruitment Agencies not compliant?

Shocked to hear how many other Spa and Leisure Recruitment Agencies are not making their clients aware of the Agency Workers Regulations.

Introduced in October 2011, AWR was brought in to protect the rights of temporary workers and stop them being exploited. It sought mainly to ensure that temporary workers receive the same benefits that permanent workers in a similar role receive.

But it would seem that AWR is not being explained to leisure operators, many of whom have never heard of it. We spoke to several of our current and new clients last week and none of them had ever been spoken to about AWR by their previous suppliers. Is this a case of their Agencies burying their head in the sand? Or just not understanding it?

It’s true that AWR is complex and has caused all kinds of administrative headaches for both agencies and clients alike, but it’s not going anywhere and avoiding it altogether is as good as asking for a claim to be made.

From a client perspective, if your agency isn’t talking to you about AWR and how they are protecting you from claims, you should seriously think about who you’re using. Just because it’s leisure, doesn’t mean it’s shouldn’t be professional.

For more information of AWR and how 4Leisure can provide a cost-effective, professional and compliant service, contact one of our Specialist Consultants on 01895 450640.

Not just a one trick pony!

Very impressed with the 4Leisure Team with the diversity of roles filled in the last quarter. Whilst some may assume that we just service the operational face of leisure businesses, the Team set out to prove that if you’re a good recruiter, your can recruit for anything!

We’ve even surprised ourselves with a couple of these:

  • Property Manager
  • Trainer & Business Development Manager
  • Regional Sales Manager
  • Client Implementation Support Technician
  • Maintenance Assistant
  • Contact Centre Team Manager
  • Group Retention & Product Manager

If you think you can provide us with a suitable challenge, get in touch!


Positive talk from DLL after sales goes through

Representatives at David Lloyd have been in a positive mood since the sale of the business to TDR Capital. Despite a drop in value, a strong EBITDA performance has buoyed confidence at the the premium health and racquets operator.

TDR have a good track record in leisure with Stonegate, Centerparcs and Pizzaexpress in their portfolio but industry insiders have speculated that a change at the top is what’s required at DLL to ensure the business stays at the forefront of the leisure industry.

It’s probably come as a relief for many though, that the operator hasn’t been snapped up by one of it’s rivals in an ever shrinking premium marketplace.


Is the quality of Health Club Managers really Dreadful?

Bold statement last week from Liz Terry Editorial Director of Health Club Management Magazine at the Annual Members Choice Health Club Awards, saying that there are too many “dreadful” health club managers running the UK’s clubs.

It won’t come as a great surprise to many industry insiders that the quality across the industry is varied to say the least. But it’s a subjective statement that needs to be clarified. Dreadful in relation to other managers in the industry? Dreadful in comparison to the quality of 5 years ago? Or dreadful when comparing against compatriots from other sectors?

From a recruiters perspective, we’ve found that a higher percentage of GMs that we talk to have lower skill levels and in particular lower levels of competencies around strategic decision making than 5 years ago. But is this indicative of the quality of staff that the leisure industry attracts or a result of a “paint by numbers” formulaic management model employed by so many operators? If people aren’t given the opportunity to make decisions, how do we breed strong decision makers?

It would certainly be an interesting exercise to use qualitative tools provided by companies such as Thomas International and SHL to map the abilities and attributes of GMs over a period of 5 years.

A goal of improving the quality of GMs is fine provided the operators can accommodate their skills and actually let them make decisions about their clubs. But which operators will be brave enough to allow the autonomy?

Some of Our Clients