Stop hiring bodies to lumber around your salon like zombies and start selecting talent that will bring your tanning service and product sales to life!
The saying, “that lotion is so good, it sells itself” is a big, fat pile of nonsense. Does a bottle of lotion have little arms, legs and a mouth and leap off a shelf when a tanner glances in its direction, do a back handspring into the tanner’s hand, flip its top open and exclaim, “I saw you looking, now smell me!” in a French accent?
Discovering talent to work in your salon should be your top priority over everything else!
Sure, attractive packaging can grab a little attention – but it’s an inanimate object and will never be able to talk to your tanners (unless you’re in CO). It will always be your staff of consultants who are the heart and soul of your business; therefore, just like in life, the “people” decisions you make will be the most important decisions you make for the future of your salon.
But the funny thing is, I’ve seen owners/managers obsess for days about what new products they will put on their shelves, but when it comes to hiring staff, I’ve also seen that same owner meet the first applicant who comes in, ask when they are available, and “Do you have a way to work?” Then, it’s “Okay, you’re hired” … 15 minutes total!
The new goal: TALENT HUNTING! Discovering talent to work in your salon should be your top priority over everything else!
1. Cast a wider net than just your Facebook page!
Be diabolical – go after people who work at other businesses and have given you great service. Talk to other business owners in the area who might know a good candidate. Ask your best customers. It’s not against the law to use free tanning to snag Sarah from the dry cleaner and get her to work for you.
2. Have a profile of what you’re looking for.
Not “I have two positions and I need two bodies to fill those positions.” Think about the skills needed to be really good at the job. Example: You’re looking for someone outgoing for lotion sales and you find a candidate who loves drama class at school and performs in plays … that’s a perfect fit!
3. Have a plan for your interviews.
Ask the applicant questions that require a response based on past jobs or experiences. “What would you do?” questions don’t really reveal anything other than they’re good at telling you what you want to hear. Instead, ask questions that reveal how they managed a situation or problem they actually faced in the past. Example: You see past jobs on their application form and you ask them how and why they left those positions. What somebody has done in the past will tell you far more than what they might do in the future.
4. Reference-check like a detective trying to solve a case.
It’s a fact: past performance will determine future performance! Ask former employers more than just, “Did Sarah work for you?” Ask for examples of performance. Look at it this way: invest a little more time now to save a lot of time and money later. Do you want to blow through five new-hires in five months, or hire one great employee who grows with the company for years?
TALENT-HUNTING QUICK TIPS
- Did they arrive on time for the interview?
- Were they pleasant to other people in the salon?
- Did their answers match the application?
- Did they speak negatively about past employers?
- What do references say about applicant’s character?
- Did they have a positive, outgoing attitude?
Happy Talent Hunting!
