It can be easy to blame the current job market, the pandemic, or the skills shortage in the hair and beauty sector for recruitment challenges today. However, could there also be HR hiring mistakes contributing to your issues? If so, you wouldn’t be alone.
There are many recruiting models that no longer apply these days. The hair and beauty industry has been digitally transformed, and it is a good thing when you are trying to keep on top of a fast-moving talent marketplace.
If you are still relying on old, outdated recruiting models to hire your salon staff, then prepare for your frustrations to be high as the best talent will be quickly snapped up by your competition if you don’t move quickly enough.
Let’s take a look at some of the typical HR mistakes seen over the hair and beauty industry to see if you are making the same errors.
Catering to the client while overlooking your staff
There will be no salon or hairdressing business without clients. While the clients are essential for business, your staff are the lifeblood of your business. If you cannot offer your staff a degree of flexibility, they will soon move on to an employer that will.
HR teams will look at candidates’ credentials and experience, but they can overlook their desire to enhance their training and experience. Instead of looking for staff that will fit into the business model like a jigsaw puzzle piece, you should also consider the candidate schedules and home life pressures.
You should be able to offer opportunities for candidates to take on further training and accommodate their needs for flexible hours while studying/training. The extra skills they will bring to your salon could be invaluable. There is excellent scope here to offer new cutting-edge treatments that your clients will be hungry for.
Failing to review your recruiting process
HR staff in the hair and beauty marketplace need to regularly look at their entire recruitment cycle to see if they can make improvements. From where they post their jobs to making sure their postings are seen and have a compelling call to action are crucial.
A good practice is to talk to your current therapists about what it was like to go through your recruitment process. It can also give you a better insight into what you may be overlooking by contacting candidates who turned down your employment offer to find out why.
Are you overlooking any part of your recruitment process? Are there any parts that your candidates found frustrating? Were they waiting too long to hear back from you after applying for the job? Did the candidate feel a lack of connection with your company or brand? If so, how can you fix that? Finding out what could be done better will help with your recruitment success.
Many HR managers will advertise for a hairdresser or therapist for their salon without precisely defining the candidate’s employment status.
Some salons employ staff as employees with a contract. However, many salons will rent a chair, area or a treatment room to self-employed therapists. You need to make it clear which type of applicants should apply, and if you are offering an employment contract, it should be provided and signed within the first eight weeks of their start date. Failure to provide a contract at this time could land you with a fine!
Failure to adopt innovation
In an increasingly digitally-led world, many young therapists will be put off by the lack of innovation in your salon. These days hair and beauty salons need to move away from old-fashioned paper and pencil booking systems and adopt a system that allows a perfect balance of automation with interaction.
Adopting automation in the form of a digital salon booking and scheduling system, such as Salon Iris, can be an excellent tool to keep your team updated on client bookings. Systems such as this help make HR teams workloads easier and more manageable with everyone on the same page.
An automated salon booking system like this can help your staff build a real connection with your business. Because the system is integrated online and across your social media pages, your therapists will feel like part of the family. They will be happy to share your posts to their peers across social media to boost client bookings too!
They help cut down the risk of client appointment no-shows, which is one of the main frustrations for therapists working in salons and spas. Connections like these are much harder to walk away from, so your staff retention figures will improve.