Successful hires rarely come from going through the process under pressure. Looking out for salon staff that could fit your culture should always be at the back of your mind – hear Saad Aslam, CEO of HC Medspa on this. Saving resumes for the right moment rather than rushing a hire can make your life significantly easier and ensures you don’t compromise your salon’s culture.
Hiring salon staff online has boomed in the last decade, and this trend is unlikely to slow down. If you haven’t already, you should open yourself an account on at least one salon-based recruitment platform. Such tools can lessen the time typically spent sifting through unskilled resumes and help uncover hidden gems with a bit more ease.
Listen to the audio version of this blog, and subscribe to the Phorest Blog Podcast here:
Signs Of A Great Candidate: What To Look For In A CV
Start with a list of ideal attributes. What kind of personality are you looking for? Your list may include some of the following:
- technically-skilled
- experienced
- trustworthy
- loyal
- relaxed and friendly (within reason)
- client-focused
- results-driven
- detail-oriented
- conscientious
- well-mannered
- well-presented
- presents sales skills
- has an ability to retain clients.
How will you measure them at any stage of the hiring process?
While it would be great to think that these qualities and skills always shine through people’s resumes, but we all know that’s not the case. Often, many personality traits only show through open recruitment days, phone and face-to-face interviews, trade tests or half day trials.
Listen to Phorest FM Episode 46 on which salon owner Sam Pearce shares her views on the current recruitment crisis in the hair and beauty industry:
Key Interview Tips
Interviews allow employers to find out whether or not candidates have the skills and personal qualities that both the role and business culture require. They also allow candidates to determine if the job they have applied for seems to meet their expectations.
- Give candidates a tour of your business. Gauge their enthusiasm for your products and services, and look at how they interact with your current salon staff team.
- Treat your candidates like you would treat your clients. You never know who they’re connected to and will talk to.
- Go through resumes well before your candidates arrive, and make notes of the areas you want more details on.
- Ask as many questions as you can. Their knowledge and professionalism should show through their composure and ability to speak the trade’s language.
Things You Should Never Ask
Questions asked in interviews tend to stick to a reasonably uniform pattern. Because of that, you might be tempted to throw in a tricky question every now and then. Be careful. Some might violate discrimination laws, and are therefore considered illegal, such as asking questions about someone’s:
- place of birth, age
- ethnicity, religion
- marital status, children
- sexual orientation
- lifestyle choices
One last piece of advice… in doubt, take HR advice!
For more great tips, check out our full resource on how to set up, run and grow a successful salon business.
This post was originally published in May 2015 and has been updated for accuracy and comprehensiveness. Featured imaged shot on location of David Ryan Salon, in Dublin. © 2018 Phorest Salon Software.
