Running a successful martial arts school requires more than exceptional teaching skills; it takes a strong team to support your vision. Hiring the right people, especially those who embody your school’s values and bring their best every day is critical to long-term success. In this blog, we’ll explore the best hiring practices to help martial arts school owners build a team of A-players by crafting your employee journey.
1. Define Your Ideal Candidate
Before you start the hiring process, get clear on who you’re looking for. This includes both technical skills and cultural alignment. As a school owner it’s one of your main responsibilities to provide clarify, execute in accordance with your vision, and optimize your team. Consider:
- Skills and Experience: Do you need someone with martial arts expertise, customer service experience, or marketing knowledge?
- Values and Personality: Do they align with your school’s mission, values, and culture?
- Growth Potential: Are they coachable and open to learning and developing within your organization?
Crafting your employee journey requires a detailed job description that reflects your school’s “vibe”. The clearer your expectations, the easier it will be to attract the right candidates. Start with defining your school’s core values. This will help you better determine the type of person best suited to be a part of your team.
2. Leverage Multiple Recruitment Channels
Don’t rely on just one method to find candidates. Diversify your approach by:
- Posting job openings on industry-specific boards or martial arts forums.
- Utilizing social media to share openings within your network.
- Encouraging referrals from current staff, students, or parents.
- Reaching out to local colleges or community centers to find eager, trainable talent.
Just like with marketing, a multi-channel approach is key to crafting your employee journey and finding candidates who align with your school’s needs. You can join our community of Martial Arts Entrepreneurs on Facebook, and get connected with other school owners at every stage of their journey.
3. Screen Candidates Effectively
Resumes and applications only tell part of the story. Use a multi-step screening process to identify top talent:
- Phone Interviews: Start with a brief call to gauge their enthusiasm, communication skills, and initial fit.
- In-Person Interviews: Dive deeper into their experience, values, and how they handle specific scenarios.
- Practical Assessments: For roles like instructors, have candidates demonstrate their teaching or technical skills.
Look for candidates who are not only qualified but also passionate about your mission. This is an essential step in crafting your employee journey. You can check out our careers page to get ideas for how you can use your website to find suitable candidates for your school.
4. Prioritize Cultural Fit
Your team’s chemistry is just as important as their individual skills. During interviews, ask open-ended questions to assess cultural alignment:
- “What does teamwork mean to you?”
- “How would you handle a difficult student or parent?”
- “Why do you want to work at our school?”
Candidates who share your values and vision are more likely to thrive and contribute to a positive environment. This alignment is vital in crafting your employee journey. Learn how to boost company morale with effective recognition and reward strategies.
5. Invest in Training and Onboarding
Hiring an A-player doesn’t end with an offer letter. A robust training and onboarding process sets your new hires up for success. Include:
- An introduction to your school’s mission, values, and goals.
- Hands-on training tailored to their role.
- Regular check-ins during the first 90 days to address questions and provide feedback.
An effective onboarding process ensures you’re crafting your employee journey for long-term success. If you’re looking for training resources,read our blog on Training Your Staff to Be Effective Salespeople for Your Martial Arts School.
7. Use a Trial Period
Before making a permanent hire, consider implementing a probationary period. This allows you to:
- Assess their performance in real-world scenarios.
- See how they interact with students, parents, and staff.
- Ensure mutual alignment before committing long-term.
Trial periods help refine your approach to crafting your employee journey and reduce hiring risks.
8. Recognize and Retain Top Talent
Once you’ve built a team of A-players, focus on retaining them. Show appreciation through:
- Regular recognition and rewards.
- Competitive compensation and benefits.
- An inclusive and empowering workplace culture.
Retention is the final step in successfully crafting your employee journey.
Conclusion
Crafting your employee journey is the foundation of building a strong and effective team for your martial arts school. By defining your ideal candidate, leveraging multiple recruitment channels, prioritizing cultural fit, and investing in training, you can assemble a team that supports your school’s growth and success. Remember, a great team isn’t just hired—it’s nurtured and celebrated.
