marie-louise costerwrites the art of recruitment Marie-Louise Coster shares her advice on recruiting new staffmembers
Getting the right teamis paramount to the success of your business. Recruitment is a bit like a jigsaw puzzle, if you get the right pieces in the right place the vision you had at the start is fulfilled–get it wrong and the picture just isn’t the same.
Recruiting teammembers can be time consuming.You could opt to use a recruitment agency and although this will no doubt save you a little bit of time in finding and filtering through the applicants, it can be a costly approach.
With themodern day world being as technology focussed as it is, I amnot convinced the good old fashioned newspaper adverts work the same as they did when I was first looking for a salon job nearly 20 years ago. But what we do have is Social Media and the internetmaking yourmessage instant when it comes to having a vacancy.
So, where should you start and how can you ensure that you get the right applicants? These eight simple steps will show you how…
Job profile and applicant profile – Before you advertise take some time to put together a job profile of the specifics of the role itself – is it part time or full time, permanent or temporary, howmuch can you afford to pay them, will there be commission, qualifications, level of experience and the possible progression for the right applicant.
At the same time put together a profile of the ideal applicant, what skills does the business need fromthis person – are you limited on therapists who can offer holistic treatments or specific nail treatments for example, what experience will they have and what type of person is needed to fit in with your existing teamto ensure a harmonious working environment? Ultimately, the needs and happiness of your current working teamhave to be a factor in your overall decision.
Advertise the vacancy – The first place I would suggest to do this is through your own website, Facebook and Twitter page. You may even choose to put a notice up in the salon or in the window of the salon. With the amount of passing trade and clients you have coming in, you have a whole audience who may know of a suitable
applicant.All of these approaches are free and will reach a really wide audience almost instantly.
There are often pages on Facebook that are local job sites or advertising boards for your immediate area so post on these too and spread the word – it may either be seen by a potential applicant or by someone else who knows one. If you are happy to take on a newly qualified or part qualified therapist, you could also contact the local colleges and see if they have any suitable students.
Be specific with your advert –You have one chance to make a good first impression and make your business sound like somewhere the potential applicants are going to want to work, with this in mind make sure you explain a little about the company and the benefit of being an employee at your salon.
By the same token, be sure to clearly specify exactly what you want from the applicant – do they need to be trained in a specific brand, to a specific level, are the hours set etc. This way you won’t get people applying who are not what you are looking for and you won’t waste your time reading CVs or holding interviews for people who just aren’t going to be
suitable.Make sure you have a closing date so as everyone knows when their applications have to be in by.
Spend time carefully reading over CVs to decide which applicants aremost suitable for the advertised job role
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