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Revolutionizing Recruiting

The adventure of finding and hiring good people to become a part of a salon or spa's team can seem to be an uphill battle for many owners and managers. While most struggle to find either employees or booth renters to fill the chairs, others turn away prospective employees and have to pick from hundreds of resumes and applications.

While yes, there is a shortage of people roaming around to find a position in this industry; the desperation truly comes from the lack of planning for recruiting all year long. Then ultimately once we hire a staff member how do we retain them? Why do stylists leave salons?

In order to recruit and hire efficiently, you must consider these two questions:

1. How do we attract the right people for our culture?

2. What makes a great staff member stay in a company?

One of the reasons that owners have a challenge finding staff is because many are looking for them in the same way and at the same time: only when we need them.

What will stand out about you and your business to a potential staff member if you are doing the usual the same as every other desperate owner out there? By just putting an ad in the paper, or making that monthly call to the school and hoping for a response owners, are not doing enough to cause people to want to work for you.

What about going to the school for your weekly blow dry or manicure and looking for potential future stars of your company? We all know we need to take care of ourselves, so why not do it where the future of our business exists?

How about re-booking with your favorite students and having them refer you to their friends in the school? Not only can you build great relationships and get your name out there, but you can contribute and help train them. The school owners will love the support.

It is important to note that after one or two visits, you probably won't have a line out the door with potential employees. This process will take time. Respect the fact that hundreds of owners and managers call the school directly for help in recruiting, but few actually visit them and give them business.

Once you have built the relationship with enough people, and open house at your salon for students may be in order! Building relationships this way may help weed out the students that come and work for you who really aren't right for your salon's culture or atmosphere. This will provide enough time and space to show them "this is how we do it here".

Encouraging applicants to visit multiple salons and look at the different atmospheres is another way to ensure that someone has seen other options and isn't just choosing something temporary.

Once they are in the company it is a good idea to have a recruiting piece, like a brochure or a flier that truly represents the company. This would include vision, values, mission statement and compensation and benefits. This piece would be something that should always be handed out with every job application, no matter what the position for hire is.

The second challenge in recruiting is actually retaining good staff members to stay in the salon once they have arrived. This is clearly where the plan is crucial to a salon or spa's employment retention rate. Businesses that are mismanaged with no plan, no clear leadership, or understood common vision and values have the lowest retention.

Think of your employees as clients; if they are not provided with a working atmosphere that breed's growth and prosperity, they will leave. Having a plan to show them "how to grow here" is absolutely essential.

Staff members need to know where and how they will grow in order for them to even see a future. This is also where employee one-on-one's are part of your employee retention. This is the time to check in and support one another and create true partnership with staff.

Revolutionizing recruiting is bigger than just hiring employees and filling in the chairs of the salon; it is about creating and supporting people in living their personal dreams.

Seed Newsvine

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