7 Tips for Hiring A-players


Spas don’t run themselves. The quality of a skin care facility depends on the quality of its team—hiring motivated, energized employees is the key to company-wide success. An owner or manager wants A-players, those team members who contribute disproportionately to the advancement and profitability of the business.

In the same way that the Pareto principle states that 80% of results come from 20% of a business’s employees, A-players have a measurable impact on the bottom line. The Pareto principle is often used in a sales environment, but it applies equally to a variety of different industries.

If a team of A-players can be built, then an owner’s or manager’s job becomes much easier, because she does not have to deal with endless crises and can work more intentionally on developing the future strategy for the spa.

Finding A-players

When seeking A-players, don’t just look for skills and experience. Start by looking for someone with a great attitude. Following are seven tips to help in the search for A-players.

1. One-page plan. Have a simple one-page plan that can be shared with future employees. This plan highlights what the skin care facility has achieved during the past year, as well as what the vision is for the next few years. A-players are motivated as much by being part of a spa that has clear goals and aspirations as they are by salary and benefits. They want to be part of an organization that has a purpose.

2. Think outside the box. Don’t just look in the same old places for new employees. Look outside of the skin care industry for people with the right attitude and a track record of success. Skills and product knowledge can often be developed.

3. Telephone screening interview. Consider having a 15–20 minute telephone interview with potential candidates. This can save both parties a lot of time and expense before a more formal interview is arranged.

4. Personality profiles. Use a personality-profiling tool to make sure that you have a good fit for the role you are seeking to fill. What unique skills does the position you are trying to fill within your spa require?

5. Body language. Always have another person interview with you and, if possible, get them to ask the questions, so that you can concentrate on listening to the answers given and observing body language to make sure that it is congruent with what is being said.

6. References. Insist on speaking to a former boss for a reference. Sometimes it is not what is said about the candidate, but the way in which it is said that can alert you to potential problems. This can also provide clues to the positive aspects of the candidate.

7. Team-referral program. Have a program in place that rewards existing team members if they recommend someone for a position. For example, offer a cash bonus to team members if their recommended candidate is taken on, and another bonus if the candidate is still performing well six months later. This has the added benefit of ensuring that the new team member has a mentor looking out for them during their initial six months.

If you can surround yourself with a team of A-players, you can concentrate on setting the future strategy for your skin care facility while your team achieves amazing results.

Richard J. Bryan is an international speaker, executive coach and author of the forthcoming book, Being Frank: Real Life Lessons to Grow Your Business and Yourself (Amazon, 2014). By applying his creative strategies, Bryan helps businesses hire the right people, forge dynamic teams and increase their profits.

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