Whilst the weather has cooled and many seasonal Victorian swimming pools have closed for the winter, lifeguard recruitment is red hot for Belgravia Leisure, who use this critical period to build the teams required for a successful summer season ahead.
In the 2025–2026 summer season, Belgravia Leisure recruited more than 350 lifeguards for seasonal pools in Victoria, over triple the number from the 2023-2024 season.
This recruitment boom is thanks to Belgravia Leisure’s centralised recruitment model, aimed at reducing the operational workload for teams and strengthening workforce planning.
Led by Katarina (Kat) Behan, People and Recruitment Coach VIC, TAS, QLD, SA at Belgravia Leisure, this centralised approach has significantly strengthened lifeguard recruitment outcomes with year‑on‑year growth at seasonal regional pools in Victoria.
While speaking at the Aquatics and Recreation Victoria Regional Conference in 2026, Kat said that good seasons are created by building a reliable recruitment engine over time.
“Now, in winter, is the time to begin the recruitment process for summer – ensuring we are well prepared for the busy season ahead.”
A 71% conversion rate from candidate to team member also has a real impact on staffing across seasonal regional pools.
“By recruiting centrally, we protect operations, lessening the operational workload for our teams,” added Kat.
How planning ahead ensures seasonal pool success
Throughout winter, all previous‑season team members and potential candidates receive a monthly newsletter which keeps them informed and connected to Belgravia Leisure.
Working closely with Registered Training Organisations (RTOs) ensures training is planned well ahead of demand, barriers to qualification are removed and candidates are more likely to remain engaged.
“This may look like providing enough courses, appropriate timing and accessible locations. We focus on creating a smooth and supportive experience for candidates, with consistent communication and a single point of contact guiding them through each stage,” Kat continued.
This structured and supportive approach has contributed to sustained improvements in recruitment outcomes, with stronger conversion rates and a more predictable pipeline of qualified lifeguards.
Consistent results across seasons
Since introducing a centralised recruitment model, Belgravia Leisure has seen steady growth in both candidate engagement and onboarding outcomes.
Before centralised recruitment was introduced during 2022–2023, 289 leads were contacted, with 60 onboarded. Conversion was less than 21%. Recruitment numbers then grew:
- 2023–2024: 522 leads → 237 onboarded
- 2024–2025: 542 leads → 344 onboarded
- 2025–2026: 557 leads → 396 onboarded
Kara Monaghan, General Manager at Belgravia Leisure, said the results are delivering tangible benefits across seasonal operations.
“We’re thrilled this approach is helping us achieve more predictable and planned recruitment outcomes across our regional pools, improving the experience for team members while also reducing pressure on our operational teams.”
“Building a strong, supported workforce is critical to delivering safe and positive experiences in our venues. We are looking forward to now expanding this model into South Australia, given its success across Victoria.”
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