Development & Operations Team Up at Kids First Swim Schools

Development & Operations Team Up at Kids First Swim Schools

We asked Gary Roth, founder and CEO of Kids First Swim Schools, "In what ways does your development department work alongside your operations department to enhance the recruitment process?" Here's what he had to say.

Our training and development department works very closely with our field operations department throughout the entire recruitment and hiring process of full-time employees. Training and development collaborates with field operations to design the interview and application questions for our full-time management and assistant management candidates, and also creates the set of interview questions our managers use when hiring all our part-time staff.

The training and development department also works closely with the company's HR department to revise and implement changes and updates to our employment screening tools and employee codes of conduct. The department also writes the content for our hiring ads and assists in deciding where these ads are posted. Beyond external recruitment, training and development is similarly engaged in our internal recruitment process and helps identify, train, and prepare our future leaders.

Training and development also collaborates with the field operations leadership team by participating in all interviews for full-time positions within the company, providing a different point of view and a unique set of interview questions to obtain a more well-rounded perspective on candidates. We also promote heavily from within through our assistant manager ranks, trusting training and development to provide valuable input on the readiness of our internal candidates for open management positions.

Beyond the actual recruitment and hiring process, training and development is very involved in onboarding new employees. Our training team organizes, supervises, and designs the training process for all new managers. We do not believe in "one size fits all" training, but instead adapt the training to the individual. Depending on each individual's knowledge of aquatics, sales and marketing, and management, we adapt their training to optimize their skill set.

We also have different onboarding practices depending on if our new manager is an internal or external candidate. Internal candidates require a much different - and shorter - onboarding process than our external candidates. Part of this onboarding process involves sending our new managers to work and train with our experienced managers in the field. This process provides very valuable experience to the new manager and provides insight into how well they fit into our organization and our vision for the management team.

By using the experiences and opinions of our field team collectively with the opinions and experiences of our training team, we can ascertain if we have made the correct decision with regard to our chosen candidate.

Published: July 1st, 2018

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