Five Important Steps to Effective Recruitment
It is vital that your salon has its own personalised training programme. Good quality apprentices and young stylists will be looking specifically for salons that can offer an all-round intensive training in addition to the standard NVQ qualifications. Training should be carried out during the day, and by a dedicated trainer. I have written many training programmes for salons that ensure high quality stylists emerge at the end of the training and are kept on by the salon.
It is important to create two lists for every category of employee that you want to recruit. The lists should be in two columns; Essential Qualities and Desirable Qualities
Example for an apprentice hairdresser:
|Essential Qualities||Desirable Qualities|
|Enthusiastic||Fashionable, Keen Interest in Current Trends|
|Great Personal Presentation||I.T Skills|
|Sociable||Some Previous Related Experience|
|Determined to Learn||Lives Near the Workplace|
|Demonstrates a Passion for the Industry|
(These are just examples and are not necessarily qualities that you may choose)
This system can be applied to each category of job, and is an invaluable tool for recruiting the right staff. If they do not have the essential qualities, then they should not be employed as these qualities should be considered absolutely non-negotiable for that particular position. I can write job descriptions for every category of staff within a salon which makes recruitment and retention of staff much easier and more effective.
A stylist should never be offered a position within your company until they have completed at least two, preferably three trade tests on models supplied by them. I would suggest three Cuts and Colours, covering short-medium to long hair. One of the models should be a ‘classic’ look, for example a graduated bob, one should be edgier, and the other look of their choice. A job offer to stylists should always include targets for takings, retail and rebooking. It is usually the new stylists who are given the most new clients, so it is vital that their rebooking rate is monitored carefully each week with a handful of their clients telephoned to check they were happy with the service. I can help with creating targets for your staff and salon that will dramatically improve staff motivation, productivity and profit.
All apprentices should do at least two full (paid) trial days within a salon before offered a position. I also recommend getting them to attend a training session, maybe to perform a simple blow-dry to see how they handle hair. This is important as you need to understand if they can be trained. They can be brilliant performers in the salon with clients, really willing and hardworking, but if they cannot master the basic core skills of the job then you will be wasting your time.
Getting it Right
Finally, if you recruit correctly, you will have significantly less problems later on. So often the wrong member of staff is recruited because maybe the salon is short staffed, someone has left suddenly, and then having taken on someone who isn’t working out creates a problem for the salon. Be very clear about the qualities you need, communicate in writing to everyone who joins you exactly what you require and the minimum standard you need, and your staff issues will be minimised.
Want to know more? Click on: http://www.mysalonmanager.co/membership/ and find out how I can personally help support you and grow your business.
Look forward to hearing from you!
Download the PDF version of this article here!