As the new year begins, salon owners are gearing up for the busy season (YAY!) This often means expanding the team to handle increased traffic during this peak time. With regard to finding and hiring the right people, one common question I get from salon owners is, “What are the best interview questions to ask?”
While I’m not claiming to be a hiring expert – let’s face it, we’ve all hired people who didn’t work out – it’s important to approach hiring with intentionality. Below, I’ve compiled some of my go-to interview questions for finding rockstar sales staff, along with insights into what makes a candidate promising, or unfortunately, not.
Interview Questions
“Why do you want to work in the tanning industry?”
Promising Answers
Candidates who talk about helping people, being part of a team, or making salon guests feel good about themselves show they understand the heart of the business. (Bonus points if they share a positive personal experience with your salon!) These attributes really show that they have a grasp on how important relationships are to a successful salon.
Red Flag
When someone exclaims, “I love tanning!” it can be a bit of a cringe moment. While enthusiasm for being tan isn’t a bad thing, the role of a salon salesperson involves much more than applying lotion and lounging in a bed for 12 minutes. Cleaning, product knowledge and pursuing sales are critical parts of the job, and you want someone who understands this (with an enthusiastic attitude) from the start.
“What did you think of your previous boss?”
Promising Answers
Look for candidates who reflect with professionalism on their past work experiences. For example, they might answer, “My previous boss taught me time management and goal-setting.” This shows maturity and a willingness to learn from past roles, even if they weren’t perfect.
Red Flag
Negative comments about former employers, such as, “They were rude” or “They didn’t clean, but wanted me to, so I quit,” are major warning signs. If a candidate badmouths a previous boss, there’s a good chance they’ll do the same about you someday. For small businesses, reputation is everything.
“This job requires three key elements: cleaning, selling and a flexible schedule.
Which of these do you think would be most challenging for you?”
Promising Answers
Candidates who respond thoughtfully and realistically often stand out. For example, “I might find a varied schedule challenging, but I can plan ahead to make it work.” This acknowledges the demands of the role while showing a willingness to adapt.
Red Flag
Anyone who outright says, “I don’t like to clean” or “I’m not good at sales” might not be the right fit. In a salon environment, sales and cleanliness are non-negotiables, and resistance to these tasks could lead to problems down the line.
“Can you take something out of your purse and sell it to me?”
This is by far my favorite question to end an interview! It’s a fun, on-the-spot challenge that gives you a sense of the candidate’s confidence, creativity and ability to handle sales situations.
Promising Answers
A strong candidate might say something like, “This lip gloss is amazing! The color is rich, it lasts all day, and the sponge applicator makes it super easy to use.” This shows they can identify features and benefits, a skill that translates directly to selling retail products within your salon.
For this busy season, take the time to find the right people – and you’ll set your salon up for success all year long!
Red Flag
Responses like, “Um, I don’t really know,” or vague descriptions such as, “It’s nice,” suggest a lack of confidence or sales instinct. If they freeze up in the interview, they’re likely to do the same with customers.
When interviewing, remember that skills like product knowledge and sales techniques can be taught, but attitude and willingness to learn cannot be. Look for candidates who are personable, eager to grow and motivated to contribute to your salon’s success. Don’t fall into the trap of hiring just to fill a schedule. Instead, prioritize candidates who demonstrate a positive attitude, outgoing personality, and goal-oriented mindset. These are the employees who are more likely to stay with you for the long term and help your business thrive.
