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Writer's picturegheverly

How to Recruit and Retain Qualified Climbing Instructors


In the world of climbing gyms, the role of a climbing instructor is nothing short of pivotal. They guide climbers through their journeys, from the beginner grabbing their first holds to the seasoned athlete mastering advanced techniques. But how do you find these unicorns—qualified climbing instructors with the technical skills and the charisma to inspire others? And once you have them, how do you ensure they stick around for the long haul? Buckle up; we are headed to the corporate crag of talent recruitment and retention!

 
Before we discuss recruitment and retention strategies, let's consider the unique landscape of climbing instruction. Climbing instructors wear many hats: They are teachers, motivators, safety experts, and sometimes even therapists. Their role extends beyond teaching climbing techniques; they are responsible for turning people into climbers. Given this multifaceted role, knowing what to look for in a potential candidate is essential.

Define the Ideal Climbing Instructor Candidate Profile

The first step in recruiting climbing instructors is to outline the qualities and qualifications that make an ideal candidate. While technical skills like proficiency in climbing techniques and knowledge of safety protocols are essential, soft skills are equally critical. Here's a quick checklist to consider:

  • Certifications
Look for candidates with relevant certifications from recognized organizations (e.g., CWA, AMGA) that demonstrate their climbing and teaching proficiency. HOWEVER, this is teachable. Certifications are great but also easy to pay for and give your new hire. Don't get lost in this. Find someone who has amazing people skills first. Getting them an AMGA cert is easy.
  • Experience
Prior teaching or coaching experience is invaluable, especially in a climbing context. This includes working with diverse age groups and skill levels.
  • Communication Skills
An instructor must be able to articulate techniques clearly and engage with climbers of all backgrounds. Think of them as the climbing gym's cheerleader and coach rolled into one. I cannot stress this one enough. Being able to succinctly and clearly explain how to tie a figure-of-eight knot to a group of ten people is harder than you think.
  • Personality
Look for individuals passionate about climbing who have a friendly, approachable demeanor. A touch of humor can make climbing more enjoyable!
  • Commitment to Safety
Safety must be the highest priority. Instructors must demonstrate a thorough understanding of climbing safety protocols and be able to instill these practices in their students.

You're ready to cast your net once you've nailed down this profile.



Creative Recruitment Strategies

Now that you know what you're looking for, it's time to get the word out. Traditional job postings can feel bland. Here are some creative recruitment strategies you can use:

  • Leverage Your Existing Community
Start by tapping into your current climbing community. Host an "Instructor Recruitment Day" where aspiring instructors can participate in a mini-climbing classes or skills clinic. This showcases potential candidates' skills and allows you to assess their teaching abilities in a fun environment. Importantly, this also gives you visibility into how an instructor manages a group, handles a group dynamic, etc.
  • Use Social Media
These days, people are pretty glued to their social media feeds. Create engaging posts showcasing your gym culture, emphasizing the rewarding aspects of being an instructor. Utilize platforms like Instagram and TikTok to share behind-the-scenes content, highlight instructor testimonials, and even offer mini-lessons to capture attention.
  • Partner with Climbing Schools and Universities
Collaborate with local climbing schools and universities that offer outdoor recreation or sports programs. Attend job fairs, sponsor climbing events, or offer internships that can lead to future employment. This helps establish your gym as a supportive stepping stone for climbing professionals.
  • Create an Inspiring Job Description & Know Where to Post it
Your job description should be captivating but clear. Use language that reflects your gym's culture and values. Instead of a dry list of duties, describe instructors' impact on members' climbing journeys. Highlight opportunities for growth, professional development, and community engagement. But also make sure it's clear what the job entails and what the requirements are
Diversify your candidate pool tip: instead of saying "5 years of experience in teaching climbing", say "demonstrated success in teaching climbing"

A person teaching a small group about climbing
As gym operators we have to remember we are eductors. This means hiring and retaining high quality teachers

The Interview Process

Congratulations! You've attracted a pool of potential climbing instructors. Now comes the moment of truth: the interview process. Here's how to make it as engaging and effective as possible:

  • Incorporate Practical Assessments
When interviewing candidates, go beyond the standard Q&A session. Include a practical component where they demonstrate their climbing skills and instructional abilities. This could involve teaching an essential technique to a small group or guiding a simulated climbing session.
  • Assess Adaptability
During the interview, ask questions that reveal candidates' values and attitudes. For example:
  • "How do you build rapport with new climbers?"
  • "Can you share when you had to adapt your teaching style to meet a climber's needs?"
These questions help gauge whether they align with your gym's philosophy.
  • Emphasize Teamwork
Since climbing instructors often work in teams, assess how candidates collaborate with others. Include group exercises or scenarios during the interview to evaluate their interpersonal skills and teamwork capabilities.
Diversify your candidate pool tip: Be willing and able to develop people into instructors. Only hiring people who have been teaching climbing for a long time will result in a pretty specific group making it through the application process. Identify TALENT, WORK ETHIC & PERSONALITY first. Making someone a good climbing instructor is easy.

Onboarding: Setting Up for Success

You have found your new climbing instructor! But the process doesn't end here. An effectively organized onboarding process is crucial for setting them up for success. Here's how to make onboarding smooth and effective:

  • Introduce the Culture
Welcome new instructors into your gym from day one. Provide an overview of your mission, values, and community. Introduce them to existing staff and encourage team-building activities to foster camaraderie.
  • Provide Comprehensive Training
Even the most experienced instructors benefit from a comprehensive training program that covers your gym's policies, procedures, and safety protocols. Include sessions on customer service, climbing equipment, and emergency response protocols. The goal is to equip them with the tools they need to succeed, and investing in this training shows your commitment to their success. I have found great success in implementing a "watch one, do one, teach one" approach to training for instructors. First they simply watch a class being taught, then they teach a class while someone assesses and takes notes. Then they have to teach someone else how to teach the class.
  • Assign a Mentor
Pair new instructors with experienced staff who can act as mentors. This buddy system provides guidance, support, and a sounding board for questions. It also helps new hires feel connected and valued from the start.
Diversify your candidate pool tip: Everyone has different learning styles. Some people need to read and absorb info ahead of time. Some people learn by doing or by watching. Be willing and able to teach to different styles.

Retaining Your Climbing Instructors

Recruitment is only half the battle; retaining qualified instructors is where the real magic happens. Here are ways to keep your climbing instructors engaged and motivated:

  • Foster a Supportive Environment
Create a culture where instructors feel valued and supported. Encourage open communication, provide feedback, and celebrate big and small successes. Regular check-ins can help identify concerns before they escalate.
  • Provide Opportunities for Professional Development
Climbing is always evolving. So, ongoing education is critical. Offer workshops, certifications, and training opportunities for instructors to enhance their skills. This will benefit their professional growth and elevate the quality of instruction at your gym.
  • Recognize and Reward Contributions
Acknowledgment goes a long way. Recognize outstanding instructors through awards, bonuses, or even shout-outs on social media. Celebrate milestones like work anniversaries or certifications earned. Creating a culture of appreciation keeps morale high.
  • Encourage Feedback
Create a feedback loop where instructors can share their ideas and suggestions. Listening to your staff empowers them and gives them a sense of ownership, whether through regular meetings, anonymous surveys, or informal check-ins.
  • Create a Path for Advancement
Show your instructors that there's room for growth within your gym. Provide clear paths for advancement, whether through promotions to senior instructor roles, management positions, or specialized training in youth climbing or competition coaching.

Building a Community

A strong community can significantly improve job satisfaction and employee retention. Here's how to cultivate camaraderie among your instructors:

  • Organize Team-Building Activities
Regular team-building events—whether climbing outings, social gatherings, or fitness challenges—help strengthen relationships among staff. These informal settings allow instructors to bond outside work and build a supportive network.
  • Host Climbers' Nights
Invite instructors to host special climbers' nights where they lead group climbing sessions, share tips, or even demonstrate advanced techniques. This reinforces their expertise and deepens their connection with gym members.
  • Encourage Instructor Collaboration
Facilitate opportunities for instructors to collaborate on projects, lesson planning, or special events. This teamwork fosters innovation and camaraderie, creating a positive working atmosphere. Let instructors develop and test new curriculum and program ideas.
  • Monitoring and Adapting
Even with the best strategies, monitoring and adapting your approach is essential. Regularly assess the effectiveness of your recruitment and retention strategies. Collect feedback from instructors about their experiences and areas for improvement.
 

Don't be Intimidated

Recruiting and retaining qualified climbing instructors may feel overwhelming, but you can do these easily with the right attitude and commitment. By understanding the unique demands of the role, implementing creative recruitment strategies, and nurturing your instructors' professional growth, you'll build a team that not only excels in their craft but also embodies the spirit of community that makes climbing gyms grow. Need help thinking through recruiting strategies or compensation structures? Reach out.



 

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