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Hiring Practices

By: Bryan Durocher
Posted: January 28, 2011, from the February 2011 issue of Skin Inc. magazine.

page 3 of 5

Internet marketing. Think of resources such as Monster.com and Craigslist as tools at your disposal when hunting for a new staff member. Reviewing applicants that have submitted résumés and job interests into these sites can save you time and hassle, because they can narrow likely candidates down to those who would truly fit the bill for your open position.

Also, the Internet can be quite affordable and have a broader reach to attract your potential new team member. With this larger reach, you have the ability to connect with an ideal team member who may happen to currently live in another section of the country. You can also use Internet resources such as Facebook and MySpace to peruse how potential candidates represent themselves in the online community at large.

The interview process

The interview process should be formatted to be as time-efficient as possible, so it is important to be focused on the essential interview steps.

The logical first step for the process would be a pre-screen phone call. Spending five minutes on the phone with each potential candidate, asking a few questions vital to the available position, will help determine each candidate’s viability. If the person doesn’t seem like she is an appropriate fit, thank her for her time and move on to your next candidate.

If the candidate does seem like someone that might fill your open position nicely, invite her in for a brief, in-person interview. For this interview, impressions are important. Look for a well-groomed and fashionable image that fits with your spa’s culture. It is the burden of the candidate to impress the owner with her image, so take note if she appears to have put her best foot forward in regard to her appearance.