Staff in a shortage? Here are 12 really helpful tips how to deal with the crises
1. Take good, hard look at your ‘draw’ potential. Why would someone that can work at many different hair salons want to work in your business?
If you are offering the same as everyone else you will get the same as everyone else… staff shortage. Think different be a people salon.
2. Develop a benefits plan and a list of those benefits ready to give to a prospect.
Know which benefits, such as health insurance, are common to your industry. Skilled people know what benefits they can expect to get. If you do not offer the common benefits you must raise wage/salary levels or skilled prospects will not speak with you.
3. Develop an impressive ‘laundry list’ of benefits. Many benefits cost little or nothing but show your concern for your people. Try to have benefits competitors do not offer such as low-cost term life insurance.
Benefits have to relate to the hairdressing industry of course, after all, there is no point offering a set of mechanics tools to a stylist for loyalty… 😉
Continuous training at top schools for example or even private health would both be good ones to use.
Think about it it has to be affordable for your salon.
4. Remember your competitors are using all their ingenuity and intelligence to get the right people.
5. Make sure your application/interview process is user-friendly. If a qualified applicant has to jump through too many hoops they will look elsewhere.
Don’t tie them to a chair and shine a floodlight in their face… this is a salon not the Gestapo. I have had managers that have been close to torturing applicants unless they spill the beans.
Well not quite but here is a good interview tip… let them do the talking not you. Even in moments of silence they must be allowed to answer. It has taken me years to learn that.
6. Make sure your training program is appealing and able to meet individual needs. Focus on the word ‘Opportunity’. Qualified applicants did not get that way by chance. Qualified applicants will take less compensation if it is offset by opportunity. Find out what they want in the interview and see if you can deliver.
7. The goal of recruitment is to get qualified applicants in the door. Referrals are great and particularly referrals from current employees. Conditional Finders fees help to extend the search so that others are looking.
We offer £100.00 reward for a new stylist referral to our salon. It does work . The new stylist has to stay at least 3 months. If they do stay you can give your stylist say new scissors as an incentive to get you more in the future.
8.Develop a solid employee retention plan. It does little good if you find good people but cannot keep them.
9. Look internally at employees that have potential and match that to your anticipated needs. You may be able to bring along an employee that can step into a position.
I currently have a stylist that I have trained from a junior. I am hoping to bring her through eventually as a manager… look for future potential in all of them.
10. Recruit continually even if you don’t have the immediate need. By having employee ‘leads’ you increase the chances of filling a need quickly.
Keep your recruitment plan open always… stylist can be funny as we know it does not take a lot for them to get up and go. You can never have enough good staff. If you get someone good come for a job… make the position for them. If they are good they will soon fill a column.
11. Make certain your business morale, attitude and culture is appealing to new employees. An obviously strained business environment gives a strong negative impression.
12. Don’t forget to make work fun… make work fun…make work fun…make work fun…make work fun…
No fun no staff.
Hey, lighten up 🙂
Alan Forrest Smith
From the original SalonPunk Archives