10 Things You Can Do to Recruit and Hire New Talent
By: Deedee Crossett
Posted: August 30, 2013, from the September 2013 issue of Skin Inc. magazine.
Fall is a fantastic time to build your team for the busy holiday season. Following are 10 things you can do to recruit and hire the best new talent.
- Create a detailed description of the skills needed for the position. This includes attitude, appearance, qualifications and technical ability. Visualize everything before you meet the candidate and that is who you will attract.
- Network with your product vendors. They may know someone who’s familiar with your product line, moving into your area or looking for a new opportunity.
- Communicate through social media and word-of-mouth. Let your team and clients know that you’re looking to expand your business. Some of my best long-term team members have been referred by clients and existing employees.
- Volunteer as a guest speaker at local beauty schools. This is a great way to get a glimpse of potential future staff members. Notice which students arrived on time, what type of questions they’re asking, and who was on their phone (red flag).
- Offer externship programs. Provide a student with the opportunity to shadow you or assist a senior level skin care professional. Does she offer to fold the towels, cut the wax strips and take initiative? Is she smiling?
- Hire estheticians to work your reservation desk. Mentor them while they’re learning the business. That way, you’ll always have a trained professional available when you have an opening in your treatment room.
- Think about hiring two part-time estheticians, instead of one full-time employee. Train them both and, as they build their clientele, you can add to their schedules. If they both grow their business, you have doubled your bottom line and trained two for the price of one.
- Perform a face-to-face “pre-interview.” CODE Salon in San Francisco asks interested applicants to personally deliver their résumé. Salon founder, Cheryl Snodgrass, states: “We can instantly see if they have a personal and energetic connection to the salon. We are also taking notice of their image, professionalism and confidence.”
- Read Chapter 2 of Mark Murphy’s book, Hiring For Attitude (McGraw Hill, 2011). It details specific ways to eliminate bad questions and use your time efficiently.
- Hire slow. Ask applicants to follow up with you and complete specific tasks. Also, have them meet with your entire team and ask for feedback. Those who are responsible for training new talent should also be part of the hiring process.