Top tips on recruiting new salon staff
Recruiting the perfect staff who have the right skills and will fit in perfectly with your salon team can be something of a minefield
Hairdressing business growth strategist Mick Say, founder of the Full Column says that it doesn't have to be a challenge if you know what you are looking for and where to look.
Commit to a recruitment campaign
To find the best candidates you have to commit to a recruitment campaign. I suggest creating an ad to run for three weeks in three local newspapers that cover the area of your salon, plus in the leading trade title/website. Stylists actively looking for work will buy the most popular local newspapers and scan them for vacancies.
Bear in mind that not all of your ideal candidates are currently seeking to leave their employer, by placing your vacancy locally and then nationally through the leading trade title you may spark the imagination of a committed local hairdresser who was not previously looking to move.
Whittle down written applications
Good hairdressers need great communication skills, personal pride and bags of confidence. These traits should be reflected in the clarity and content of their written application. Reject the written applications that have obviously had little thought or effort put into them.
Hairdressers have to have great spoken communication skills. Telephone every shortlisted applicant, during this conversation ask the same question of all candidates; Why do you want to leave your current employer? If you are happy with the answer and if you thought their communication skills were good, shortlist them for a face-to-face interview.
Ask about motivation
During this first interview you are trying to find out about the person behind the CV. Ask what motivated them to become a hairdresser and what motivates them to continue in their chosen profession?
Although there is no single perfect answer, any response should demonstrate how much the candidate enjoys working with people, how much they have achieved in their career to date and how they hope to learn new skills and become a better more rounded hairdresser providing a great service to clients.
Don't be afraid to make judgements
First and foremost the candidate has to be likeable, can you imagine them getting on with your team and clients? Appearances also count - we work in a fashion industry. Has the candidate made a good impression on you with the way that they have dressed for the interview?
Interaction with clients will also be a vital part of their job - do they listen intently to your questions and give meaningful answers.
Ensure they understand what's involved
Hairdressing is a demanding career. Candidates need to be aware that they will be required to work under pressure and meet deadlines. If they are applying for a more senior position, such as senior stylist, they will also need the ability to organise and prioritise their own work as well as that of more junior colleagues; and an understanding of client record keeping, filing and client analysis.
Put skills to the test
Candidates who have reached this stage should now be invited to prove their skills at a trade test. This could involve candidates attending the salon with a model and demonstrating a cut, for example.
At the first interview you should have given candidates a job application form, with questions designed to judge their suitability to the job and your organisation. The complete set of answers in this application form will help you decide between the shortlisted candidates when you compare the answers in the application form to their skills demonstrated in the trade test.
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