Spa and Leisure Jobs: The Massage Company

We are working with The Massage Company to fill roles at their Camberley HQ and their future branches.

You can learn more about them at Client in Focus: The Massage Company 

The Massage Company Camberley

Here are the roles which we are currently recruiting for. Please get in touch on info@4leisurerecruitment.co.uk or call on 01895 450640

Centre Manager – Camberley, Surrey

£35k + bonus

Flexible hours – 5 days out of 7 as a mix of daytime, evenings, and weekends

Learn more at: https://www.4leisurerecruitment.co.uk/jobs/england/south-east/surrey/south-east/surrey/surrey/spa-/2989/ 

Assistant Manager – Tunbridge Wells, Kent

£22k – £24k + bonus

For their brand new centre opening August 2018

Learn more at: https://www.4leisurerecruitment.co.uk/jobs/south-east/kent/spa-/2977/ 

 

Information correct as of 14th June 2018

When you need a cover letter, and how to write one!

Have you heard that the cover letter is no longer required when applying for jobs? Well, it’s true. But it isn’t. Whilst use of cover letters seems to be on the wane, they are still valuable in some circumstances, and we’re not sounding the death knell for them just yet.

Despite the rise of digital communication, a CV and cover letter are still the main way to get yourself an interview. The cover letter may now be in the form of an email, rather than on a piece of paper in the post, but it’s still important; sending a CV without any context at all is selling yourself short, especially if you have skills and experience which aren’t covered by your CV.

Here’s why, despite the cover letter doom-mongers, cover letters still have their place in the 21st century.

Do I need to write a cover letter

Cover letters give you a chance to explain gaps

Your cover letter provides one of the only ways to address gaps in your CV which may put off potential recruiters. The difference between getting into that interview room could be that you have provided a reason for your gap in work history. Employers trying find reasons to cut the number of candidates down may use your work history gap as an excuse. A cover letter lets you address this directly, and overcome this obstacle.

Have a look at: https://www.fastcompany.com/40516635/how-to-talk-about-the-gap-in-your-work-history

Cover letters allow you to provide context to your CV

When you move into different work fields, the skills you believe are relevant and help you stand out amongst the crowd might not be so obvious to an employer who hasn’t met you and is onto their 50th application. Your cover letter should explain why you want the job you’re applying for, and how your CV shows you’re the perfect candidate and a good cultural fit for the company. Connect the dots for your potential employer as they might not have the time or energy to do so themselves.

Have a look at https://www.forbes.com/sites/dawngraham/2018/02/06/ready-set-switch-make-your-resume-and-cover-letter-stand-out/#235c68e55ebf

As the article points out, cover letters are often read after the CV – once someone is interested they want to learn more.  If you treat your cover letter as an afterthought, it’ll read that way to the person you want to hire you. Make sure your cover letter explains why you want to have this job and remember that it’s your one chance to do this; don’t do yourself a poor job by letting spelling mistakes go unnoticed. Employers will want to know you put the effort into your cover letter, and one of the easiest ways to spot you didn’t is to pick up on a spelling error.

Make sure you craft a different cover letter for every job you apply for. You may not need to adapt your CV too much each time, but you should your cover letter. You need to show you’ve read the job advertisement and that you have the skills and experience required, or why you don’t!

Need to know more? See: http://uk.businessinsider.com/biggest-cover-letter-mistakes-2015-3

Cover letters allow you to show your personality

A CV is great at giving employers your educational and professional headlines but they don’t provide much scope for personality. While you can alter your qualifications and professional experience on your CV to an extent, you can and should change up your cover letter to suit each job you’re applying for, and you get to inject some personality too. CVs can be terribly dull – cover letters don’t need to be!

Cover letters make the employer’s job easier

The employer doesn’t want to read every word of every CV they get. Grab their attention in the first paragraph of your cover letter and their job is easier, and you’re more likely to get on to the shortlist.

Recruiters and employers are not psychic, and a cover letter can tell them the who/what/why/when very quickly and painlessly. Don’t make your employer’s life difficult before you’ve even started work for them.

Our verdict – while we don’t necessarily need to see a cover letter for every job we recruit for, it can often be a good thing, as long as it’s not a copy and paste job – and yes, we can spot these a mile off. If you feel you need to provide one to explain the finer points, then please do. But if you don’t, then don’t!

If you need help writing a CV, check out our CV clinic 

Writing a CV and a cover letter for a leisure job

2017 in review: and leisure recruitment predictions for 2018

2017 has been another funny old year. Maybe not quite as odd as 2016, but nonetheless we’ve had Trump, cyber attacks, hurricanes and storms, attacks that have torn us apart and brought us together, and moved two steps closer (and one step back) to leaving the EU.

While it’s not quite been as eventful in the world of leisure recruitment, we have had our moments, and there’s certainly a lot to look back on, and also to look forward to.

Leisure industry trends 2018

Migration and the leisure workforce

In January, we reported on the news that authorities were taking a harder line on employing illegal workers, and that several nail salons had been targeted and found to be employing foreign workers illegally. https://www.4leisurerecruitment.co.uk/blog/2017/01/

Whether you think this is a good thing or not, it is likely that a shortage of talent will continue into 2018 as fewer people come to the UK to work from the EU, and some EU nationals that are here start to leave the UK. It will continue to be a challenge to colleges to create the work-ready skilled workers that the beauty industry needs, and to employers to recruit and retain the home-grown talent that they need to meet demand.

The continued success of outdoor swimming

In February, we talked about the renaissance of lidos across the UK. https://www.4leisurerecruitment.co.uk/blog/2017/02/

An upturn in interest in outdoor swimming, whether in natural pools or in lidos has been a big story in 2016 and 2017. The trend shows no signs of slowing down in 2018 with reports of increased investment in outdoor swimming facilities, and in the lifeguard staff needed for the facilities to operate. Lifeguarding will continue to be an in-demand job in 2018 and there will continue to be plenty of work kicking around for NPLQ qualified lifeguards both on a permanent and temporary basis.

If you’re interested in being a lifeguard, or in hiring them from us, please do meet our lifeguard recruitment team

Start of the conference season

In March, we again attended Professional Beauty London where Jean sat on the panel for the education seminar. Again, Jean talked about the importance of producing beauty graduates who can do the basics well, and on the role of beauty employers in CPD. https://www.4leisurerecruitment.co.uk/blog/spaandbeauty-news/professional-beauty-london-2017/

In 2018, we hope that colleges take on board what the industry is asking for in terms of core skills and work experience and rise up to the challenge of playing their part in producing the workers of tomorrow.

Discrimination and tightening employment laws

In May, we were discussing the issue of employee discrimination in job interviews and how employers can land themselves in trouble if they inadvertently, or otherwise, ask something that could be considered discriminatory towards job candidates. It’s a tricky area but if you’re planning on interviewing your own candidates, then it’s something you should gen up on now.

It’s unlikely that employment discrimination legislation will change much in 2018 – if anything, it will get tighter. Have a read of our advice at https://www.4leisurerecruitment.co.uk/blog/2017/05/

Crazy summer season

In the summer, our thoughts again turned to lifeguards. With the annual rise in demand for qualified lifeguards, we discussed why anyone would have any reason to be a lifeguard. In fact, we found more than one good reason. Have a read at https://www.4leisurerecruitment.co.uk/blog/healthandfitness-news/why-would-you-want-to-be-a-lifeguard/

Are you going to need lifeguards in Summer 2018? If so, our best advice is to get in touch with us earlier in the year. In our experience, our lifeguards get booked up quick.

Recruitment scams and schemes

In the autumn, we talked about recruitment scams. They are everywhere and you need to be careful. Even schemes which are not scams could cost you if you don’t know what the deal is. For a run-down of scams, umbrella schemes, and what to watch out for, see https://www.4leisurerecruitment.co.uk/blog/2017/10/

Happy Birthday to us!

This year, we celebrated our 15 year anniversary. We had cake. We may or may not have had a celebratory pint or three. What we did do was grill founders Jean and James on their journey so far. You can read what they had to say at https://www.4leisurerecruitment.co.uk/blog/4leisure-news/4-leisure-recruitment-is-15-years-old/

Prediction for 2018 – we will turn 16 years old. And probably have more beer and cake. Happy Birthday to us!

If 2017 is anything to go by, 2018 is looking to be another year of growth for us. We have a record number of leisure jobs to recruit for – have a look at our website to find the perfect leisure job for you. 

If you’re looking for a new job in 2018, get in touch with us. Please pick up the phone and give us a call, or email us your CV in confidence to info@4LeisureRecruitment.co.uk  

Recruiting temporary staff for Christmas

Temporary and seasonal leisure staff

Is it too early to start talking about Christmas yet? Not for us. This time of year brings increased demand for good people in many sectors, retail, beauty, catering and hospitality. Christmas brings the annual surge in spending across the high street and in the leisure industry. Anyone who’s visited a gym in January can’t deny that even gym membership is seasonal!

Unless your name is Santa Claus and you have an abundance of little helpers ready to work extra hours, you may need to hire some temporary Christmas staff. Many industries hire temporary workers in the run-up to the festive season and there are plenty of people who are happy just to work during this period for one reason or another.

Christmas temps

If you want to recruit temporary staff for Christmas, here’s what you need to do

  • It is important to remember that temporary staff have legal rights the same as permanent employees. You the employer have legal obligations to your temporary workers. Employment legislation such as minimum wage needs to be adhered to. You can get more advice on these aspects of employment law at http://www.acas.org.uk/index.aspx?articleid=4587
  • Seasonal workers can be a positive influence on your company. Most enjoy working during busy, festive periods and their enthusiasm can be of great benefit both to your customers and to your permanent employees. Marginalising temporary employees by treating them as if they are not a legitimate part of the team can be a missed opportunity to inject some welcome festive cheer into your business.
  • Look at your temporary staff as on audition for a permanent role. Having the chance to try someone out on a temporary basis can be a great way of finding a superstar. Give your temp workers a chance to shine and you could uncover a real gem. Learn more about our Temp2Perm solutions
  • Depending on what they are going to be doing, temporary team members may need as much onboarding as a permanent employee. You can’t expect a new employee, whether temp or permanent, to know instantly how you do things, especially in a customer-facing role. While temps always have a welcome breadth of experience to draw on and are good at adapting to new environments, if you need things done a specific way then you need to invest some time showing them the ropes. Temp workers are good, but they’re not psychic!

We have many years’ experience in supporting beauty, spa, retail and leisure businesses by finding, placing and retaining quality temporary and permanent staff in leisure jobs. If you know that your business is about to enter a busy and profitable period and you are in need of some of Santa’s little helpers to help support this, then get in touch.

We can help you by supplying……

  • Beauty retail staff
  • Lifeguards
  • Health and fitness professionals
  • Catering and hospitality staff
  • Leisure sales staff

busy Christmas shopping period

What did you do for your work experience?

This week, we have been entertained by the wonderful Eddie, a young man who decided to do his two weeks’ work experience with the disarray that is Southern Rail. In a move that could be either madness or genius, 15-year old Eddie was tasked with manning their Twitter feed, and although it could have turned out pretty badly, the result was awesome, with Eddie and the obliging public creating a welcome break from all the complaints and attacks that Southern Rail has inevitably experienced.

You didn’t see it? Learn more at http://www.bbc.co.uk/news/uk-england-40580704

Southern Rail

© Southern Rail

His story has got us talking about how we spent our work experience weeks. Were they two weeks of valuable insight into the world of work? Or were we just glad to get out of school for a while?

We asked around the 4 Leisure Recruitment team to see if our work experience experiences were anywhere near as good as Eddie’s.

Martyn Senior spent 4 weeks in the Microbiology Department of Hope Children’s Hospital in the summer of ‘83.  He said “A rare heat wave in Manchester at a time before air-conditioning was common place, so working with children’s faecal samples wasn’t great for my health or appetite that summer! Spending prolonged periods on my own with little human contact (bar the samples) helped me to realise I should pursue a career where there was a constant buzz.”

Leisure recruitment certainly has a buzz and (generally) you’re dealing with something more fragrant!

Work experience in a lab

Jean Wing Hing did his work experience at the Pavilion Leisure Centre in Bromley shortly after it was built.

He says “I spent two hellish weeks on poolside in about 80 degrees shadowing a lifeguard and duty manager. I could barely swim at the time. Although this was in the early 90s! Some 20+ years later, I’m still in the leisure industry. Doing less poolside duties these days.”

Swimming jobs

James Proctor also did his work experience in the leisure industry, by spending “two weeks cleaning mirrors in a gym”. Still, it taught him a couple of valuable lessons he’s carried with him to the present day. “I learnt 1) never to work for that company again because they didn’t understand what the whole point of work experience was, and 2) I definitely never want to be a window cleaner!”

cleaning jobs

Work experience is certainly a good way of working out what you don’t want to do, as much as inspiring you to take up something you would never have considered.

Peter Brooks spent two weeks working at an accountancy firm. If nothing else “…it made me realise that not every role is a glamorous one – I understood the amount of work people go through behind the scenes and how that work can look (effectively quite mundane and repetitive in the world of accountancy) and whilst I have always been quite good with numbers I knew from then on I wasn’t suited to the life of an accountant, I would be bored stiff and needed something with a bit more uncertainty in the daily life. So it shaped my career in the sense it allowed me to rule out one potential avenue that I could have taken.”

Leisure recruitment

No-one from the team has yet beaten Lizi Turner’s experience. She says….

“We had to line up our own work experience in our own free time at my school, so I rang the Assistant Editor of ‘Mizz’ magazine to ask if I could shadow her and to my amazement, she agreed! First exposure to an office environment and this one had a young, creative and laid back vibe, which I was loving.  At 15 I was made to feel like one of the team; from opening reader letters and choosing the ones to publish, to assisting the fashion and makeup photo shoots.  Their sample room was like Aladdin’s cave and I was allowed to choose what I liked to take home but the best bit was appointing my little sister as a ‘make-over model’ for the next edition…. Great memories and published images of my sister in the magazine to bribe her with for the rest our lives! “

Work experience in beauty

Some good memories, and some not so good, but valuable all the same!

What did you do for your work experience?

Do recruiters use social media to check on candidates?

Do you think about what you post on your social media accounts? If you’re looking for a job then you should!

Recent research by CareerBuilder found that around 60% of recruiters in the US use social media to garner more information about a candidate. We imagine it’s a similar story here in the UK, though we’ll leave it to you to guess whether we are in the 60% ourselves!

Read the full article at – http://thehiringsite.careerbuilder.com/2016/04/28/37823/

Do recruiters use social media

The truth is that it is irrelevant whether you think it’s ethical for a recruiter to check out your personal social media feeds because it goes on regardless. It is part of a recruiter’s job to make sure their client is getting the best possible candidates for consideration. If you’re actively looking for a job, then you need to be careful what you post.

You may think that no-one really looks at your social media postings but once you cross the line and post something, it’s no longer a secret. Whether you have 1 follower, or 1 million, the content is there for all to see. Let’s hope Gary Lineker doesn’t regret this tweet from earlier this month.

gary-linekar-tweet

Whether or not Gary is right or wrong in his early assessment of Leicester City’s likely league finishing position, it would take a very brave man to go back on this promise, especially as it’s been retweeted over 33,000 times, taking the reach of this lone tweet into the millions. OK, Gary is a very famous seller of crisps and will inevitably attract attention, but when you’re looking for a job, you’re trying to catch the attention of potential employers and those tasked with working on their behalf. Probably best to not give off a bad impression of yourself.

To make a bad impression of yourself, according to the research, you should use bad language, use inappropriate or provocative photos, show yourself up as a racist or bigot, bad-mouth your current or former employers, or show general poor communication skills.

To create a good impression, you should use a professional photograph, share updates which support the skills you claim to have, and have good communication skills.

It’s not a good idea to stay off social media altogether either – around 40% of employers say that lack of digital presence is off-putting. Maybe in this age of almost everyone using social media, it looks suspicious if you don’t.

So what can you do? First of all, look at all your social media accounts and put yourself in the recruiter’s shoes. Is there anything in there which would make a recruiter think twice before recommending you to an employer?

Then improve your accounts. Can you add positive stories to your accounts which reinforce your professional image? Can you replace your dodgy profile pic with something more professional, for example.

Going forward, employers have been known to use social media to keep a check on employees, so don’t think that the game stops once you’re safely in the job. Be mindful of what you post on social media all of the time – you never know who might be watching!

Why not follow us on social media too?

Four leisure jobs fit for a football manager (or an ex-football manager)

Have you had to leave a high-profile well-paid job in sport recently? *coughs* It’s bad times but don’t despair. If you have experience in sports and transferable skills then there will be a leisure job for you, even if you were, for example, as high-up as the manager of the England football team.

Leisure jobs

You may want to take a break for a while, maybe to refresh your mind and body, before you get stuck back in to sports and leisure again, but rest assured, 4Leisure Recruitment are here to help.

Here are four leisure jobs which could be a great fit for you…..

General Manager for a leisure complex

If you are confident in managing a team of high-performing people, have steely determination, and are able to inspire and lead, then maybe you could be a general manager for a leading leisure brand at their complex in the Bedfordshire/Buckinghamshire/Hertfordshire area.

With a salary of £40,000 – £45,000 and an achievable bonus package, this is not to be sniffed at. It might be less than you’re used to, but it’s working for a company with room for development and you won’t have the press on your doorstep if you slip up occasionally. Hopefully.

Learn more at https://www.4leisurerecruitment.co.uk/jobs/bedfordshire/buckinghamshire/health-catering/senior-appointments/other/general-manager-golf-centre-milton-keynes/2154/

How about being a sales manager?

Are you an inspirational leader who can get the best from your team? Then come and work somewhere a bit more scenic, and away from the spotlight of London. A Dorset-based health and fitness provider is seeking a tenacious sales manager to join their team.

Your job is to increase footfall and convert leads into new memberships by innovative marketing and inspiring your sales staff. It requires some evenings and weekend working, but you can do this in the very nice high-end facility rather than facing the wind and rain in a dugout in some European town.

Fancy this one? There is more information at https://www.4leisurerecruitment.co.uk/jobs/dorset/health-fitness/sales-manager/2166/

A lifeguard?

If you can swim 50 metres in less than 60 seconds, jump or dive deep in to the water, and have a passion for keeping people of all ages safe and sound, then you can take your NPLQ and be a lifeguard. Lifeguarding gets a bad rep sometimes but I don’t really know why. It’s a great job that teaches you the basics you will need for working in the leisure industry, and often provides flexible work you can do in on evenings and weekends, or just in the summer, or off-season if you like. In fact, why not do it anyway and you can work it around another job for that bit of extra cash? Just don’t be trying to sell on pool noodles for profit to undercover reporters or you might find yourself back in the job centre.

Here’s a job that’s going right now https://www.4leisurerecruitment.co.uk/jobs/north-london/health-fitness/lifeguards-in-edmonton/2162/

Beauty Brand Ambassador

If you’re available for ongoing work immediately (and a little bird told me that you are), then we are looking for beauty brand ambassadors. We need people with a passion for the beauty industry, with outgoing personalities, and exceptional customer service and communication skills. I mean, you have experience dealing with the press, right? We offer weekly pay and the opportunity to work with some luxury cosmetic and perfume brands. It might be a bit different to the sales patter that you’re known for, but if you have retail experience, then please consider this.

We are currently recruiting for Beauty Brand Ambassadors in Newbury, and all over greater London https://www.4leisurerecruitment.co.uk/jobs/berkshire/spa-beauty/beauty-brand-ambassador/2167/

If you’re looking for a new job in leisure, then please do get in touch

We’re here Monday to Friday 9am to 5pm on 01895 450640 or on email 24/7 info@4leisurerecruitment.co.uk

All the best for the future in finding your next job. Just try to keep hold of that one for longer, eh?

How to…..attract candidates in a flat leisure job market

How to attract great leisure industry candidatesI don’t know about you, but I’ve noticed a reduction in the number of skilled candidates recently. Whether this is because leisure companies are getting better at hanging on to their skilled, experienced staff (very important in a people-centric industry) or less people are choosing to pursue a career in leisure, I’m not really sure yet, but as one of the UK’s leading leisure recruiters, we’re certainly seeing the pool of job-seeking leisure professionals shrink, while demand for good leisure staff is as high as ever. Well, we do like a challenge!

This doesn’t help you if you’re looking for skilled staff to push your leisure business forward and expand, or to fill gaps where staff have moved on to pastures new. If you’re finding that recruiting the right staff for your business is more challenging than usual, then you’re not alone.

Here’s what you can do to give yourself the best chance of finding great candidates, and making sure your preferred candidates say yes to your offer.

Pay

Have a look at whether your pay offer is competitive. Check out what your competitors are paying (especially those who tempted away your last skilled worker) and see if what you’re offering stacks up. Yes, you may have been competitive 18 months ago, but things can change quickly. Recent introductions such as the National Living Wage have altered the game considerably, especially for those at the lower end of the pay scale.

Read this article about the importance of pay in retaining employees

Benefits

While pay is fundamentally important to lots of employees, if you’re on a strict wage budget then it’s not always possible just to solve a problem by throwing money at it. Can you offer other things which could tip the balance in your favour?

Free membership and use of your facilities may not appeal to everyone, but if the gym is something you own and control, then it’s worth a try. Same for product based companies – can you offer a substantial discount on your products?

If you’re a big company, you could negotiate a group buying discount which you can pass on to your employees – private healthcare is popular, or store discount cards so your staff can save money on their essential outgoings.

If you’re a small company or a start-up then what about offering share options in your company as a bonus, or for longer service? This is a great incentive for staff to help make sure your business is a success, and gives the staff a reward for their hard work.

Working hours

There is more demand for flexible working hours. Employers have an obligation to take seriously all requests for flexible working, and where the employer cannot or is not willing to help the employee out, then that employee is more likely to start looking for someone who can.

If you can offer ‘better’ hours, then you may give yourself an advantage when attracting good candidates. Listen to what your candidates want in terms of flexibility – maybe they just want to work fewer weekends, or have the option to leave early a couple of days a week. Some flexibility on your part may make working for your business that little bit more of a viable option.

You might like this article on why leisure staff may want to work more flexibly 

Marketing

If you have a great pay offer, some nice benefits, and offer a degree of flexible working then you sound like a great option for good candidates. If you’re not shouting about this, then you should be! Make sure that candidates know what a great company you are to work for. Great marketing should sell your brand and your business not only to paying customers, but also to potential employees, so get your company out there and make sure that your job vacancies get under the noses of the right people.

Are you that great candidate that leisure companies are looking for?

If you’re a leisure professional in demand, then now is a great time to move. With fewer leisure professionals chasing a high number of vacancies, you’re in a great position to negotiate, not only with your current employer, but also with potential employers.

Speak to a specialist leisure recruitment company – we know a good one! – and see where you sit in the market, and to assess your worth. Look at what other companies are paying by keeping an eye on current vacancies, even if you don’t want to move just yet – it’s a great way of seeing what’s out there.

Register with us to get news of new leisure jobs and more

A new leisure job 4 better prospects

Sometimes you just get the feeling that as much as you love your job, you’d like to do something more. Maybe you’d like to be in charge for a while, learn high-end skills, maybe even run the entire company? Yes, you may ‘only’ be a leisure assistant, or a junior spa therapist right now, but your potential is screaming at you to move on up.

A new leisure job 4 better prospects

Then you come up against a brick wall – your company doesn’t have the space for you to grow, it doesn’t offer training opportunities, it doesn’t nurture its staff, and the MD has no plans to move aside any time soon. As good as you may be at your job, it looks like you’re going to be in it for the foreseeable future.

For many people, this isn’t a bad thing at all; job security and stability is a huge plus point, particularly those who need the steady income, but for those who want to grow in skills and earning power, being part of a company that just doesn’t have those opportunities is frustrating, and breeds resentment. It’s time to start looking for a job with better prospects.

A new leisure job for better prospects

Companies that have limited opportunity for development can be stifling environments to those who want to flourish. This doesn’t mean that the company is badly managed at all. In fact, it might be the most stable business around, but for those who value learning and progression over stability, it can start to feel like a prison, and that’s no way to make the most of people’s skills.

But where to go? If you’re looking to progress in your career, then finding a company with room to develop is a good start. You may have to make a sideways move, or even a backwards one to get in to the company, but look at the potential. Starting in a company in a job which isn’t particularly glamourous or taxing can open up huge opportunity. It’s not unknown for someone who starts as a lifeguard to end up as company director, for example. It has been done, but it won’t have been done with a company who isn’t open to bringing on its employees and who doesn’t provide the opportunity to grow and develop.

How to provide better prospects

If your staff are leaving you, and it seems to be the best ones first, then you may have a problem with employee development and engagement – the strongest rats are the ones who can jump from the sinking ship first, and they will!

Providing opportunity for growth and promotion to your best employees isn’t always easy – the jobs have to be there within your company for people to have the chance to do them. However, if the higher-level management jobs do exist then you could, for example, encourage promotion from within the team rather than bring in an external candidate to fill the position. Yes, your existing staff may not have the exact skills you need to be able to fulfil the role, but could you have provided training? This will show your employees that the prospects are there, should they be in a position to consider them.

Think about succession activity in advance of any vacancies. If you know your senior supervisor is going to retire in a few years, then find someone younger who can be trained in the interim as a potential successor, for example. It could be better to keep skilled employees with you who already know the company culture than bring in outsiders who could take some settling in. Not always, but worth considering.

You could provide your own in-house training to employees, or arrange for an external course at a local college or training centre, or try a correspondence course. Different types of training have advantages and disadvantages and you should choose the one which works best for your company, and its employees. It might be that you have to offer different options to employees with differing circumstances, or use a mix of in-house and external. Either way, if your employee takes it upon themselves to arrange their own training and development, they will not have so much as a strong sense of loyalty to you and your company. Ignore training and development at your peril!

Are you looking for better prospects?

If your job feels like it’s going nowhere, and your employers are not listening to your concerns about lack of development opportunities, then it could be time to find someone who will. Give us a call and tell us what you’re looking for in the leisure industry – we may just have the company you’re looking for. 01895 450640

A new leisure job 4 better pay?

Although many people think that pay is enough for anyone to consider a move to a new leisure job, actually it’s not as common as all that. Pay is but one factor that contributes to job satisfaction but that’s not to say that it’s not important.

new leisure jobs 4 better pay

Do you want better pay in your leisure job?

Within the leisure industry, employee pay can vary wildly. It’s worth shopping around. Money is not the be-all-and-end-all though. Also look at holiday allowance, pension contributions, benefits and perks such as discounts, and a bonus or commission scheme. Some employers will pay you a better hourly rate but not guarantee a minimum number of hours, whereas some employees are happy to work for less if they can guarantee a minimum income. Security can be a much bigger draw than potentially high but fluctuating pay.

It’s worth having a look around to see what’s on offer and find out what your ‘market value’ is. Yes, higher pay is a big draw, but the grass isn’t always greener and your pay may be as good as it gets. For now.

There are many factors which determine your market value, including your skills, your experience, your attitude to the job and to customers, how up to date your training is, and of course, how in demand your skills are. Is there anything you can do to justify a higher wage for yourself?

The National Living Wage

The National Living Wage is compulsory from April 2016 for anyone over the age of 25. It is estimated that six million people will benefit from a wage rise, though there is concern over subsequent job losses as employers seek to mitigate the inevitable rising costs. The NLW will be £7.20 per hour, which for over 25s, is a pay rise of 50p per hour over the minimum wage.

The NLW will impact on leisure as many employers are paid around this wage level. However, leisure is pretty labour-intensive. They’ve not yet invented a machine to pull struggling swimmers out of a pool effectively and quickly, so job losses should be minimal – although we have heard that some operators are looking into whether CCTV can be used as an alternative, which may have a negative effect on staffing levels.

There is concern that the higher costs will be passed onto customers which will affect overall demand for additional services such as beauty treatments, though UK-based beauty therapists are generally paid above the NLW already. Supporters of the NLW talk of improved staff retention leading to improved consistency of service. It remains to be seen what impact it will have on the leisure industry and on leisure jobs.

Employers be warned – it is illegal to discriminate on the basis of age, even if under 25s are cheaper!

What to do if your employees are demanding a pay rise

If an employee is leaving for a higher paid job, then it is a sign that your salary and benefits package might not be on a par with what other leisure operators are paying your skilled staff. Of course, their hourly rate is not the be-all-and-end-all and you should also look at the overall benefits package your employee will be enjoying in their new job. Can you offer something similar?

But pay is important to employees. Most people do their jobs because they have to make a living for themselves and their families. Higher hourly rate means they can work less hours, or have that bit of extra money to make their lives easier. While benefits such as free gym membership and discounts with popular retailers appeal to some, unless the employee is saving money on something they definitely would have used, then many would rather have the cold, hard cash that is accepted in exchange for the essentials in life.

This may mean creating a personalised wage and benefits package  – what suits one employee may not suit another, particularly if they are different stages in their lives. The key is communication and negotiation, and keeping employee engagement high, particularly if you know your wage isn’t as good as the gym or spa up the road. Small things can make a big difference – see our other articles about better working hours, or a change of scenery.

If you would like to discuss the right benefits package to help you attract the best leisure staff to your business, then please do get in touch 01895 450640