5 Hiring Tips for Beauty Salons
In the ever-evolving world of beauty salons, hiring the right team is more than just filling positions; it is about propelling your business towards success.
Whether you are a seasoned salon owner or just starting out, the impact of well-chosen staff cannot be overstated. From boosting revenue through to providing exceptional service, and attracting new clients who become loyal advocates. Each hire plays a pivotal role in your salon’s growth.
By building a team that embodies your brand’s values and expertise, you not only ensure smooth daily operations but also strengthen your brand’s reputation in a competitive market. In this blog, we will explore five essential hiring tips that can transform your beauty salon into a thriving hub of treatment excellence. Plus keep an eye out for our free download offering great interview questions.
1. Start Early and Plan Ahead
Seasonal Workforce Planning: Identify peak times both seasonally and in your area and schedule your hiring accordingly to avoid the last-minute rush. As summer approaches and festive events begin, so too does the need for beauty treatments! It is a good idea to plan your new hires ahead of this rush and allow time for staff onboarding. This way by the time your salon starts to get busy, your new staff are comfortable in your salon’s practice and treatment offerings!
Post Job Listings Early: There is nothing worse than having to squeeze in interviews between back-to-back appointments. Begin your recruitment process well in advance to allow ample time for finding and interviewing the right candidates. Not only will this alleviate any stress, but it will also allow you to screen a variety of candidates without time pressure.
Be Clear About Your Ideal Candidate: Be clear in your job advertisement about what your business needs and the shoes you expect your candidates to fill. State any qualifications and experience required for a candidate to be successful. Outline the availability needed and set clear expectations of what the role will entail and how success will be measured. It is also a good idea to outline the remuneration package up front. By supplying this information, you are making sure only those who are interested apply. Plus, it can help minimise time wasters! In addition, everyone has a clear ground on expectations and their job description from the get-go.
2. Leverage Multiple Recruitment Channels
Online Job Portals: Use popular job boards, social media platforms, and industry-specific websites to reach a broader and more connected audience. Some of these channels offer free listings, so see how you go here first to minimise onboarding costs.
Employee Referrals: Encourage your current staff to refer potential candidates. They can help you find trustworthy and skilled individuals who are also likely to be a good cultural fit!
Go Where They Go! Instagram and other social media platforms are great avenues to advertise in. With targeted algorithms you are likely to reach that audience of beauty professionals seeking a new role. Plus, posts can easily be shared, increasing your exposure and reach!
Even better, connecting with potential candidates via social allows you to get a taste of who they are. These avenues are flooded with beauty profiles showcasing their treatment results and services! Here you can get a taste of how they interact with clients, colleagues, and other industry professionals.
3. Highlight the Benefits and Perks of the Role
When promoting your available roles, be sure to highlight why people would want to work for you! This helps to attract the best candidates who can best align with your brand and leverage your business. You will be seeking stand out highlights from your candidate, now do the same for your beauty salon!
Competitive Pay and Incentives: Offer attractive salaries, bonuses, and/or commission structures to entice skilled professionals. If renumeration is something you cannot extend right now, think of other creative ways you can incentivise.
Work Environment and Culture: Emphasise a positive work environment, ongoing training, and opportunities for career advancement. Think about introducing quarterly staff social events, a treat jar, a retreat area or even upskill training sessions at your local beauty supplier! Whatever works for your brand and your team’s needs.
Work-Life Balance: As the demand for beauty services ramps up, so too does extended trading hours and additional appointments. Ensure you have a clear plan for how your salon prioritises work-life balance, so new employees can excel in their new role and avoid burning out. Make sure that roster is fair and shared and offer this plan as an example of the duty of care your salon takes with the well-being of their staff in mind. Just another positive value your business can offer new hires and add to a positive workplace culture.
4. Streamline the Interview Process
Automate Screening Questions: Most job advertising platforms allow you to create an automated questionnaire each time a candidate applies. This will allow you to screen applicants and shortlist those suitable for interviews. Plus, these questions can offer you some insight as to further skills they may need to acquire, or if further training is required down the track.
Structured Interviews: Prepare a set of standardised questions to evaluate candidates consistently and fairly. Not only does this provide a level playing field for all applicants, but it also ensures your interviews are structured, efficient, and effective. Plus, a structured format helps you compare more easily when it comes to decision time. To assist with this, we created an interview questionnaire template which you can download here.
Practical Demonstrations: Include practical tests or opportunities for candidates to demonstrate their skills and proficiency. Ensure they are aligned to the treatments they will be performing, such as a hand or facial massage for example.
Side Note: Make time to send feedback to each candidate and do not ghost those that are unsuccessful! Maintaining your brand and reputation is important as word gets around in our industry! While it can be uncomfortable to inform someone they have not been successful, you should still provide them with a courtesy call to let them know. In this conversation, you can recap their strengths, briefly touch on your decision, and then wish them the best in their future.
5. Focus on Customer Service Skills
Soft Skills Evaluation: It is important to make sure candidates possess the practical skills, but it is equally as vital to ensure candidates possess excellent communication and customer service skills. These are essential for client satisfaction and retention. To assess this, you could ask them how they would deal with a difficult client and assess to see if their approach is like that of your salon’s.
Cultural Fit: You want to hire someone who is going to complement your team and culture! You should assess if the candidate aligns with your salon’s values and culture. This will impact team dynamics and customer experience. In saying that, make sure you have your values and cultural expectations affirmed with your broader team.
By following these tips, you can efficiently hire qualified staff that will help your beauty salon thrive during the busy summer and festive season.
Do not forget our free download!
