The advantage of employing lifeguards from the local market is that they know the region. Often they have gained a recognised qualification and have practised their communication skills in the local environment.
However, with the growth of the hotel and leisure industry, the required staff may not always be available locally. Sometimes there is no other option than to recruit from overseas.
It is good practice to create an internal structure that provides lifeguards with room for personal career development.
It is common that the person responsible for recruitment is not directly involved in the lifeguard operations and as a result they may search for candidates using criteria such as attitude, English skills, certifications and experience.
Although these are important points for a first selection, employers should be aware that there have been cases in the past where candidates provided all the required certifications and documentation of experience, but basic requirements – such as a strong swimming ability – were neglected.
This point is often not realised until the new recruit presents themselves for work, after the facility has already invested in travel tickets, visa fees, and so on. This is costly business, and ultimately the oversight can also cost lives if a new lifeguard is not able to carry out a rescue.
It is, therefore, essential to include a basic swimming test during the recruitment process to assess the candidate’s abilities in the water.
Lifeguard swimming test tips
All lifeguards must be able to:
• Jump or dive into the deep end of the pool
• Swim 50m in under one minute
• Swim 100m continuously on the front and 100m on the back
• Tread water in deep water for 30 seconds
• Surface-dive to the deepest part of the pool
• Climb out of the pool unaided, without using steps or a ladder
A beach lifeguard must also be able to:
• Swim 200m in under four minutes
• Surface-dive to a depth of 2m
• Tread water for two minutes
This test should take no longer than 10 minutes to administer and can be conducted with several candidates at the same time. Even someone not involved in lifeguard operations should be able to determine very quickly which of the candidates are good swimmers, and which are not.
Retaining water rescuers
As qualified people will always look to improve their personal situation, and as the demand for staff is constantly outstripping supply in the Middle East’s hotel business, employers should seek to maintain their well-trained and integrated staff.
In general, it is good practice to create an internal structure that provides lifeguards with room for personal career development. A facility could employ new staff as pool attendants and then give them the opportunity to develop their skills as pool lifeguards and later as beach lifeguards. Outstanding individuals could then be offered the position of lifeguard supervisor.
These different positions can be awarded different points on the salary scale as they include different skill sets and higher evaluated qualifications, and such a structure will motivate staff to maintain and develop their skills and performance, encouraging them to remain with their employer instead of looking for a new position elsewhere.
Heike Glassner is the training manager for PRM International, an authorised training provider for the UK’s Royal Life Saving Society, which offers lifeguard training courses and education for recreation managers responsible for lifeguard services. For more information, contact [email protected].
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