. . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . . .Business - Expert Panel
way to recruit staff? “
What’s the best
Liz McKeon Beauty business expert
“Start implementing ‘talent-spotting’ systems, so you can make sure that the really talented people in your salon get fast-tracked to the top”
“Recruitmentmethods include local and national newspapers, trade press, internet recruitment websites, trade associations, recruitment agencies, company website, socialmedia, CVs on file, word ofmouth: suppliers, sales reps, colleges, ask current and previous staffmembers.
“The best techniques for writing effective job advertisements are the same as for other forms of advertising. The job is the product and the readers of the job advert are your potential customers. The aimof the job advert is to attract interest, communicate quickly and the essential points, and to provide a clear response process. Design should concentrate on clarity, text, layout and on conveying a professional image.
“Use one simple headline, andmake the job advert headline relevant and clear. The logical headline is the job title itself – after all, this is what people are looking for.
“If your salon is well-known and has a great reputation then show the brand name prominently, as a strapline ormain heading with the job title, or incorporated in the job advert frame design.
“Make the advert easy to read. Use simple language, avoid complicated words unless absolutely necessary, and keep enough space around the text to attract attention to it.
“Get the reader involved. Refer to the reader as ‘you’ and use the second person (you, your, yours) in the description of the requirements and expectations of the candidate and the job role. This helps people to visualise themselves in the role, as it involves them.
“Try to incorporate something new, innovative, exciting, challenging – therapists are attracted to new things, either in the salon or the role.
“Stress what is unique: youmust emphasise whatmakes your job and organisation special. People want to work for special employers and are generally notmotivated to seek work with boring, run-of-the-mill salons.
“Needless to say the beauty businesses that recruit the best talent will tend to do better than those who don’t. Before you go to the time and expense looking for rising stars elsewhere, why not start in your own ‘back yard’? Youmight already have the right person in your business, whomight benefit fromin-house training. Start implementing ‘talent-spotting’ systems, so you can make sure that the really talented people in your salon get fast- tracked to the top.”
” James Reed
Manager of Beautymatch, the recruitment division of iiaa
“Using a recruitment consultancy adds value to the hiring process with additional benefits”
“There are many ways to recruit staff: adverts in windows, local press, online media and referrals, to name but a few. However, doing it yourself involves considerable cost and time, with being involved in every stage of the process and time is also wasted not having someone ready to start in the role quickly. Often you simply won’t have enough applicants to choose from. Not surprisingly, businesses are increasingly seeing the benefits of turning to specialist agencies like Beautymatch who can offer access to a far greater number of high calibre applicants than a limited budget DIY approach.
“Using a recruitment consultancy adds value to the hiring process with additional benefits. A good consultant should understand the beauty industry and ask questions about your business. The candidates will be found through a bespoke search which eliminates inappropriate people so that only the best are shortlisted for final interviews with you. They should be pre-screened, reference checked and trade tested to save you time. Every minute a salon owner would spend on the process of finding an employee can be better used working in and on their business.
“Attracting the right staff is not all about the right level of pay. Make sure you offer other kinds of benefits that offer an appealing working environment. Most managers believe that their employees choose to stay or leave because of money. Yet, a survey of some 19,000 people departing their employment, revealed that 90% of staff leave their jobs because of a personality difference with the people they work with, issues with their manager or with the working culture and environment. So there is a real benefit in using an agency who can carry out objective professional personality profiling rather than your relying on a gut feel. An experienced consultant can help ensure a new employee is the right fit for your salon style, and will complement the staff they will manage or report to.
“A flexible attitude to working hours will appeal to excellent, experienced employees with children; regular on-the-job coaching and further training courses are appreciated and increase job satisfaction and confidence. Commission on retailing is a top attraction but other schemes are welcomed, such as generous product bonuses, more than the statutory minimum holidays, birthdays off, prize incentives for top performers, generous discounts on salon treatments and special deals with a local gym or hairdresser.”
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