marie-louise costerwrites
Collect and review the CVs – Specify that all applicants send a CV and covering letter to you, plus a headshot if you wish. Once you have reached the closing date sit down and spend some time reading over the CVs and covering letters that you
have.Although I appreciate this is time consuming, it is more time consuming to just interview everyone that applies.
Make a shortlist – Contact everyone on the shortlist and conduct a short telephone interview to see how they come across, at that point you could then decide to offer the ones who do well a face-to-face interview in the salon. Always interview in the salon so the team can meet the potential candidates and the candidates themselves can get a feel for the business itself.
Be prepared – have a list of questions and scenarios, ask them why they want to work for you, what they can bring to the business and where they see themselves further down the line. Equally it is just as important to express why they should want to work for you – it is a two way street and as much as you have expectations of them as an employee they too will have expectations of you as an employer. Take the time to explain the benefits of working for the business, the job prospects, training opportunities and progression etc. Remember, if you think she is good so will another salon, so why should she choose you over them?
Trade test – The ones who do well in the face-to-face interviews should be invited back to do a trade test. They may talk a good talk in the interview, but can they do the treatment? Ultimately that is what your business is providing and if the treatments aren’t good enough people won’t come back, and let’s be honest there are plenty of other salons they can visit so we cannot let this
happen.Always get the applicants to do what I call ‘messier’ treatments i.e. things that could go wrong easily such as waxing, tinting, manicure etc. These are all basic treatments and if they can’t get them right you know they are not going to be able to get a handle on the more advanced aspects of the job.
References –When you have your final list of the person / persons you are willing to offer the job to take up references and client testimonials if possible. Also obtain proof of eligibility to work in the UK and any other pieces of information that you need to move forward.
Make the job offer to your chosen candidate –Agree a start date, iron out any queries on either side so as your new recruit can start without any hiccups. Perhaps even arrange a lunch or after work drinks with your current team and the new applicant so everyone can meet before they start making it a little less daunting for everyone involved.
Once your chosen applicant starts make sure you have a good and well thought out induction process. Don’t go leaving them to their own devices or throwing them in at the deep end – you want them to be happy and confident in the business and to stay with you for a long time to come... just as they only have one chance to make a good impression, so do you.
Marie-Louise Coster is a Beauty Therapist,
Trainer, Lecturer, Beauty FeaturesWriter and Business Consultant, running the All About
Mi Beauty Boutique and Training School and has over 15 years’ experience in the industry.
t: 07881 533 530
w:
www.allaboutmi.net @allaboutmi1
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