Need a few tips and tricks for better salon recruiting? Whatever your level of expertise is for hiring in your salon, let us add a few more tools you your salon owner skill arsenal!
In this complete guide to salon recruitment, we will address what works & what doesn’t work, when striving to attract hair stylists.
Understand why beauty pros choose certain salon jobs & booth rental, over others.
Owner’s salon career postings go unseen on expensive job boards, like Indeed.
Jobs or chair rental get a bit lost in the sea of opportunity. So, what’s the key to filling salon businesses with happy stylists?
Here’s a secret most salon owners don’t know– salon pros aren’t looking on Indeed for salons to work in. They are looking at your website and social media BEFORE you hear from them!
STOP wasting time and money on platforms like Ziprecruiter and Indeed and learn what successful salon recruitment looks and feels like, in the modern day.
Learn about how to implement effective salon recruitment into your business. Successful recruiting goes far beyond a salon hiring post or an ad. Join Susan Wos in a private session with the Salon Owners Networking Group and Kim Russell.
Salon recruitment is a science…a formulation that involves two key pieces of success.
The post and pray just doesn’t work. There is no magic pill to solve immediate or long term hiring needs.
Once owners understand WHERE to show up and HOW to invite pros into your business, the rest is easy. For all owners who have more than a few chairs in their salons, recruiting is an ongoing effort that should never be shut down.
We help salons, spas and barbershops hire through education and salon employment marketing for your open positions. We understand salon industry and why some salons do well with recruitment, and why some salons struggle.
If this blog doesn’t satisfy all of your salon recruitment questions, explore our free resources for salon owners. Read on to get the hiring deets from the foremost expert in salon recruitment, Susan Wos.
A salon recruitment plan is the strategy that has worked well in the past, and your plans to try new recruiting tactics in the future. Understanding the statistics on what hair stylists want from owners allows you to create a solid plan to attract the right qualified candidates.
The #1 way to recruit hair stylists is to have a relevant offer that is current with the salon workforce demands. All other salon recruitment efforts are dependent on your OFFERINGS.
Salon recruitment is much more than paying for a salon job ad. Get these 4 must-haves in your salon recruitment plan!
Establish a great reputation. Salon pros TALK, make sure your salon is a place current stylists want to work in.
Focus on building relationships. Visit beauty industry schools, classes and networking events.
Always be open to interviewing. Closing down recruitment efforts is detrimental to a salon’s business growth.
Did you know that hair stylists make the decision to apply to your salon in the first 5 seconds of the salon’s impression?
Think about the type of salon pro you want working for you. PUT THAT FOOT FORWARD on your website and social media to attract the right people.
Keeping your salon visible to your target audience is key to ongoing recruitment success. By keeping your recruiting funnel open, you will attract the best talent to your salon.
The two most important salon job ad points are: demonstrating who your salon is to stylists and what they get when they work with you. SKIP a salon job description and long, drawn out details.
No one reads long salon job ads! Point out the things that matter to stylists, make it about them and open the door to a new relationship.
Use strong visuals with people in your photos, to maximize results with the ad spend. Check out our job board to see what salon owners across the US and Canada write for their job descriptions.
Gone are the days where we have a physical portfolio. Modern day salons’ portfolio is on your website and social media.
Strong visuals that represent the culture of the salon is the best portfolio showcase- social media.
A salon portfolio is still relevant and best achieved through a great website, on Instagram or TikTok.
Find out how to build a strong salon team in this blog.
If you can easily translate what your brand’s story is to qualified candidates in an interview process, you are on the right track.
If you want stylists to buy into your brand, the hard work in cultivating the right salon vibe, pays off! Always invite interested potential employees in for a day, just to spend time in the salon.
Encourage new staff to buddy up with managers or senior stylists. Give proper education on what it is your “vibe” means, and provide access to your most valued hair cutting team.
Let new talent can soak in the best example of what the ideal person on your team encompasses.
Salon business owner! If you have an awesome culture but are not telling your story on social media, you are missing a great opportunity.
Show off your team, demonstrate talent and talk about the benefit of working for your beauty business.
Styling professionals are paying attention to the salon brands who are putting their culture story on social and on their website. Market yourself through your online assets!
Learn more about how to create a great salon culture here.
Need access to great marketing for your jobs? Salon pros search our jobs and pay close attention to our social media for new places to send their resume.
What are you waiting for? Implement your salon recruiting plan with Salonspa Connection, today!.
Let’s start by saying technical skills can be taught, personality is the way to hire. If you need to have a technical interview, focus on the skillsets that are most needed in your business.
Make a plan to hire for values and train on the service skills that can be taught through quality education.
The qualities to look for in a successful hair stylist are accountability, drive, great customer service, creativity, willingness to learn, adaptability and an ability to lead the conversation without being overbearing.
Expecting stylists to work for an hourly or commission salon without training is a road to nowhere! Our best tips?
Offer a variety of ongoing educational opportunities, in and outside of your location. Manage expectations of attendance and don’t be afraid to make attendance mandatory if you are paying staff to attend.
GONE are the days of the 40 hour work week! Beauty service providers have a lot of options these days.
Make the path to high achievement clear. Allow new staff to design a career path that is most appealing to them.
Work with stylists to achieve career goals together! In order to have loyal stylists who sing your praises and recruit for you, prioritizing their career opportunity goals paves the path for everyone’s success.