How to recruit the perfect team members

London salon owner Anestis Cobella recently conducted interviews at interviewees houses for a Channel 5 documentary The Boss is Coming to Dinner.

While that unconventional method of recruiting new team members is not something your average salon would be able to recreate, you could follow these simple steps which reflect how Anestis usually selects his employees.

The application letter

I look for a well-written, concise letter that indicates some recent knowledge of Cobella. It doesn't have to be a masterpiece of English but an indication that the applicant is organised, has initiative and is interested in the company. 

Also, look for a well-organised CV, preferably with the key points written at the top, and experience, training and interests filling no more than two pages. Do they have interests that will complement their work? 

First impressions count

How does the delegate answer the phone - do they answer it professionally or have a professional-sounding message? Are they responsive to your initial phone call - it's important that they at least remember who they sent their CV to and sound pleased to hear from you.

Look out for...

I'm wary of stylists who are passing through London and aren't showing signs of wanting to develop a career with the company. It's important that candidates are team members and have good communication skills and are sensitive to clients' needs.

Also, does the candidate realise how much stamina is required to be a stylist in a busy salon?

Pertinent questions to ask during an interview

• What are your aspirations and how do you plan to achieve them?
• Why do you want to leave your current employer?
• If I rang your current/last employer for a verbal reference, what would they say about you?

Also consider:

• Is the candidate aware of the type of clients that come into your salons?
• Is the candidate aware of the latest colouring and styling techniques?
• Does the candidate have a good sense of style and fashion trends?

Answers to look for

• Positive and confident answers - candidates who are excited about the industry and can give examples.
• Relevant answers - is the candidate really listening? This gives an indication if they are going to listen to what clients want.
• Honesty - the candidate doesn't have to have the perfect CV, and everyone has gaps or jobs that aren't wonderful, but look for honesty at all times.

After the interview

At Cobella, candidates carry out a series of trade tests.

Once they pass this, they spend a day at a Cobella salon to see how they interact with clients and the team. I also take them out of the salon, with one or two of my team, to have a more relaxed conversation about anything: family, politics, travel, to find out more about their personality and life in general.