Five Important Steps to Effective Recruitment
Are you finding it hard to recruit high quality employees at the moment? You are not alone. Very many hair and beauty businesses are finding it a challenge, regardless of their size or location. So we asked Simon Harris from MySalonManager to share his five key 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 by a dedicated trainer. Create a robust training programme to ensure high quality stylists emerge at the end of the training and are kept on by the salon.
Members: Our star rating system celebrates and promotes the outstanding quality of service provided by you so use it to attract the best talent to your business. Displaying your star rating prominently in your recruitment marketing and advertising endorses your status as one of the best of the best.
It is important to create two lists for every category of employee you want to recruit: Essential Qualities and Desirable Qualities
Example for an apprentice hairdresser:
|Essential Qualities||Desirable Qualities|
|Enthusiastic||Fashionable, Keen Interest in Current Trends|
|Great Personal Presentation||
|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.
An employee should never be offered a position within your business until they have completed at least two, preferably three trade tests on models supplied by them.
For a stylist 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 a look of their choice.
A job offer to stylists should always include targets for:
It is usually the new stylists who are given the 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.
Members: Remember you can post your vacancies for free on our website job board.
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, 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 as 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.
Interested to know how our independent star rating system can help attract high quality employees and new clients? Explore Good Salon Guide here LINK to new landing page.
Business coach Simon Harris can be found at MySalonManager