When you post a job, I hope you’re not saying to yourself, “I’ll just take anyone at this point.” We all want to hire the best employees possible. I’m going to talk about not only what to look for in your staff, but how to strategically form relationships to hire the best of the best.
Who Do You Want and Why?
When looking for employees to fill a position, you should start with intention. What does that mean? Well, if you’re looking for an esthetician, massage therapist or front desk staff, it’s important to know what personal and professional characteristics your new employee(s) will have. It’s also important to know your client base. Why? If you’re in the midwest, you’ll probably want employees that are a little more warm, hospitable and maybe even talkative (but knows when to zip it.) If you’re in NYC, you’re going to look for employees who are pleasant but who know they’re dealing with sometimes high-profile, often-times executive-level people that just crave a single hour of silence and relaxation.
Write all of your intentions, needs and wants out and be sure you include them in your job description. I know for certain that I have diverted potential applicants for my spa clients by simply indicating we wanted someone who “is cheery” or “dedicated.” It’s funny how one adjective can detour the wrong people from even applying. Make sure that when you interview, you have candidates list examples of how they’re (fill in the blank with your adjective wish list.) In the job description, we mentioned that we were looking for someone who ______. Can you provide me an example of a time when you ______?”
Pro-Tip – You want to be very upfront about the demand in hours, don’t promise hours you don’t have to give. Also, BE HONEST about nights/weekends/holidays. It is best to get that out of the way FIRST!
Work On Relationship Building With Your Schools
Do you take the time to stop in and build relationships with the schools that train your therapists, estheticians and other spa staff? They are a gold mine in waiting. I’m sure you’re well aware of what it takes to train someone, have them take on clients and then they leave only 2 months into the job. Now you have to start from scratch. According to Chron, it costs over $9400 to turnover one employee making $8/hour. We all know spa professionals make more than $8/hour, so our turnover cost is definitely higher. It’s exhausting to go through turnover over and over again, so work smarter – not harder!
I can almost guarantee that within a 2 hour radius of you, you have a school where people get certified to become a spa professional. Imagine investing a few hours a month and about $50 (for lunch and fuel) to build a relationship with instructors or with the career counselor. That person becomes your go-to source for the most qualified and eager professionals in their school.
Pro-Tip – Often the schools are looking for instructors to come in and demo something! Volunteer for this, it’s a great way to scout out talent and make a connection!
Speak Often With Your Current Employees
If you’re making your spa a great place to work, your employees could be your #1 source for job candidates. If you have employees that are hard working, dedicated and loyal employees, ask them for referrals to some of their like-minded friends that may be looking for work. Remember that they are often in classes with between 30-80 other spa professionals. They already know candidates to avoid and candidates to gladly welcome.
It’s important to remember that your employees are saving you time and money by referring quality and qualified candidates, so referrals should equal reward. According to TalentLyft, 85% of companies offer referral programs for their employees. Some offer cash rewards and some offer days off, but either way, it’s important to show your appreciation.
Pro-Tip – Use your employee’s experience in figuring out where to post positions, where did they find you? I.E- Job Board at school, Google, Indeed…
Hire People To Help
Finally, most of you know I am a spa consultant. With years of experience under my belt in prospecting qualified and quality employees, I can help direct you through the process of bringing the right people onto your team. Together, we can help curtail that $10k price-tag per turnover. If I can ever be of assistance to you, I offer a free 30-minute call to talk about your needs and how I can help! Just click HERE to reach out and I’ll be in touch.
Pro-Tip – No matter what, don’t lose hope. There are great employees out there and you’re on the verge of finding them. It’s my hope that these tips will help put you on the road to hiring success!