The Owner's Corner

Helping gym owners achieve sustainable growth

Hi Reader,

We know interviews can be painful. Especially when you invest a lot of time only to have a candidate not work out in the end. Unfortunately, interviews are a numbers game, and on average, you have to "kiss a few frogs" before you find that next-level hire.

To make the process less painful, we've seen some great results from a video submission as part of the early interview process, using YouTube private.

Because we want to share details and examples, we've split this up into two parts. Part 1 below, is why we think YouTube Private Videos is the easiest way to do recorded interviews, as well as best practices and the types of prompts to ask.

We'll get more tactical on how to do this in Part 2 so stay tuned.

Why Use YouTube Private Videos for Interviews?

Easy for Candidates: Most people are familiar with YouTube, making the process simple for them to follow.
Accessible Anywhere: Candidates can record and submit responses at their convenience, from any location.
No Complex Tools Required: Avoid expensive software or platforms. YouTube is free, reliable, and universally accessible.
Secure and Private: Using YouTube’s “private” setting ensures that only those with the link can view the video, keeping candidate submissions confidential.

Best Practices for Recording Length

Short and Focused:

Keep the total response time to 5–10 minutes. Too long and candidates may feel overwhelmed, and it will take you more time to review.

Limit Each Question:

Aim for 1–2 minutes per question. This encourages concise answers and minimizes long-winded responses.

Maximum Number of Questions:

Limit the total number of questions to 3–5, especially for early screening stages. This prevents the video from becoming overly long and helps candidates focus on key aspects of the role.

Types of Prompts to Use

Behavioral Prompts

These questions help you understand how a candidate has handled past situations, which is a good indicator of how they might perform in the future.

Example: “Tell me about a time when you faced a challenge at work. How did you handle it, and what was the outcome?” Keep this prompt to a 2-minute max response.

Situational Prompts

These questions assess how a candidate would handle hypothetical situations relevant to the job.

Example: “How would you deal with an argumentative member or team member?” Set a 1.5-minute limit on these types of questions.

Role-Specific Prompts

Tailor your questions to assess the candidate’s technical or job-specific skills.

Example: “How would you structure a 30-minute workout for a beginner client? Explain your approach.” This question should allow a 2–3-minute response.

Cultural Fit Prompts

These questions give you insight into whether a candidate’s values align with your company’s culture.

Example: “What is your approach to working in a team environment, and how do you contribute to creating a positive workplace?” Keep responses to 1.5 minutes or less.

Part 2 coming is soon so stay tuned!

To your success,

Team Barbell Jobs