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Hiring Practices

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

page 4 of 5

Also, notice nonverbal communication cues, such as good eye contact and open body language. Nonverbal cues make up 60% of communication and can say more than verbal cues. People who seem open and friendly are more likely to be adaptable, while those who seem closed off and defensive may raise a red flag.

Additionally, watch the person’s tone and outlook. Is she coming across as someone who is positive or negative? How was her working relationship with her last employer? Signals in demeanor and attitude during an interview are important, because they can portend the relationships and attitudes a candidate will possibly create if she is hired for the position.

If the candidate is not a fit, thank her for her time and move along, but if it seems like there is a future for her at your spa, continue the process by calling at least three of her professional references to find out about her experience, background and professional attitude in the workplace.

Next, bring the still-remaining candidates back in for a second interview. This time, choose an outside location, such as a coffee shop or restaurant. Look for consistency in her communication skills and the image she presents. Also, get down to brass tacks with your interview questions at this point. See Characteristic Questions to review a list of interview questions that are based on candidates’ strengths and weaknesses. Make sure to focus on any potential issues you could see arising, because it would be better to find this out now, as opposed to after you hire a candidate. Discuss compensation and, if appropriate, set up a technical interview. The candidate should give clear and direct responses to all your questions, helping you to make the best decision for your spa.

Upon completion of the second—or third, if necessary to qualify her skills—interview and once you have made your decision on the candidate that best suits your business, your clients and the open position, set aside time with the new team member to review and sign the employee manual and her job description.

Setting clear expectations