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Making Your First Hire
By: Kelly Richardson
Posted: October 31, 2012, from the November 2012 issue of Skin Inc. magazine.
page 2 of 3
Advertise the opening. Advertise not only online, but also at local esthetics schools. Set an application deadline and stick to it. Ask for a cover letter to be submitted with a résumé and, if the position is for a receptionist, ask for the cover letter to be handwritten.
Review résumés.Take the time to review applications and résumés before selecting the candidates you will interview. Some important things to look at include length of job history for clues about the candidates commitment; misspelled words, if you are seeing someone who needs to pay attention to detail; and social media/online presence ... if social media accounts are public, they can be viewed by your clients. Would that cause a problem?
Interview. Now that your list of applicants has been culled, it’s time to interview. Make a list of basic questions that you will want to ask everyone, and then review each résumé to identify questions about the individual. Everyone hates the generic, “What is your worst trait?” question, so be creative and create questions that will invoke conversation. Make sure that your questions are legal; consult your local state employment office for more information about what you should and shouldn’t ask.
Interview again. After you have interviewed the candidates, invite your top three choices to come in again for a practical interview. Have them perform the duties that you would normally assign to them to gain some great insight into how much training they would need in the position. It will also give them a chance to get to know you and decide if they want to work with you.
The decision to hire employees and expand your business is largely tied to financial goals, but it can also give you freedom and flexibility and, ultimately, put you in the position to run your business ... and not work in it.