How to: choosing the right staff

Building your staff for your salon is no easy feat. Of course, you want the most skilled therapists you can afford, but you also want them to be able to work as a team, take direction and have a sense of loyalty. That’s great in theory, but how do you go about finding these people?

According to employment adviser Kate Bogaard, asking candidates a specific set of questions will help you whittle your list of hopefuls down to a very impressive shortlist of possibilities.

What makes you the most qualified for this role?
This allows the candidate to not only talk about their professional qualifications, but also what they believe to be their core competencies. “It’s also a chance for them to confirm that they have the appropriate understanding of that the job entails,” says Kate. “For example, if the candidate emphasises a skill that is impressive, but not relevant, it could be a red flag that you’re not on the same page about the main duties of the role.”

What achievement are you most proud of?
Regardless of whether it’s an award, a certification, or a treatment that was really successful, having a candidate tell you about something they’re proud of will give you a sense of where their strengths lie.

Asking this question early on is also a good idea. “Because this question offers the chance for a candidate to expand on something he or she feels good about, it can ease their nerves and give a confidence boost for the rest of the interview,” says Kate.

Tell me about a challenge you overcame
This will give you a view as to how the interviewee’s experience translates from page to real life. If the candidate uses the opportunity to bad-mouth their previous company, it should set off red flags. Rather, look for a candidate that suggests ways in which they overcame the challenges of tricky customers, tight budgets, balancing work and study, etc. “Getting an idea of how the candidate copes with – and tackles – difficult circumstances will also help you decide on whether they’re the right person for the role,” says Kate.

Choose three words to describe your ideal work environment.
If the answer is, “Loud, laid-back and casual,” and you’re running a high-end salon where luxury and quiet are of utmost importance, then there’s a good chance you’re speaking with the wrong person. This is a good question to help you establish not only whether this is the right person for you, but also whether the candidate would enjoy working at your salon. “It will help you determine whether or not the candidate would be a good fit in the work environment you have already established,” says Kate.

Why are you leaving your current job
It has the potential to be an awkward exchange, but the way in which a candidate handles it says a lot about their professionalism. Trashing a current employer or salary aren’t ideal answers, as it suggests that your role is nothing more than an escape and a pay rise. A good answer, would be that the candidate has heard great things about your company; they believe they could learn new skills at your salon; they feel there aren’t as many opportunities for them to grow in their current employment.

What excites you about this role?
Skills can be taught but enthusiasm can’t be. When an employee is excited by their work, it shows in their results. “Ask the candidate what initially attracted them to the job. What makes them most excited about working there,” says Kate.

 

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