One of the biggest obstacles salon owners face today is staffing. Some blame the lackluster available talent, lucrative work-from-home jobs or even a generational difference in the work ethic of available employees. Hiring and retaining a solid salon staff remains a constant battle I hear about regularly.
This month, we are going to break down exactly who a successful salon is looking for, as well as where to find them.
Let’s face it there is a huge difference between an employee and a salesperson. Any successful retail-driven business is going to find, hire and recruit strong salespeople. According to a 2023 BLS report, the average retail employee turnover rate in the U.S. is roughly 60%. This is three times higher than the average employee turnover rate of 13% for all professions. So, how do we find salespeople? And more importantly, how do we keep strong performers?
Recruiting goal-oriented, motivated and coachable salespeople is the key difference between an average-performing salon and a strong one.
First, you need to identify your ideal candidate. Before posting a “WE ARE HIRING” sign on your socials and conducting interviews, identify exactly what qualities and traits your ideal candidate will possess. What traits do your current top performers possess? What traits are currently missing from your sales team? Overall, most successful salespeople have some key personality traits that you should seek out in any position you are looking to fill.
Goal Oriented
This is crucial. All successful salespeople possess an intense drive. It can be fueled by a financial element, peer recognition or just self-motivation. No matter what it is, there is always motivation. Seek people who thrive in a goal-oriented environment.
A People Person
Strong salespeople are able to make a connection with everyone they meet; they are not the ones who are shy or timid when talking with your salon guests.
Resolution-based
Every sales transaction is different, every customer has different needs. A strong salesperson is able to pivot any sales conversation to guide the consumer to the goods and services that fit their needs.
Self-improvement
The world’s sales leaders are also still students themselves; there is always more to be learned no matter how long you have been in the sales industry. Some of the best sales candidates are active listeners who have a strong focus on self-improvement.
Prior to interviewing, you will need to write a thorough job description. I recommend enlisting your current salespeople to help with this. List exactly what traits your ideal candidate has, as well as a detailed description of what you expect from them. A well-written description should draw the candidate to your organization as a whole, as well as the available position. Your job description needs to be easy to understand, appealing, and outline a realistic picture of what the potential role entails.
Once you have determined the type of salesperson you are looking for, as well as created a future job description, now it’s time to recruit the ideal candidate. The first part of recruiting is getting the word out about your available position. I recommend reputable channels so that you attract a pool of quality prospective employees.
Utilize your outer circle
Have you recently had a great experience with a salesperson at a retail establishment? I would contact them and see if they are a good fit for your organization. If they are happy where they are, ask if they know anyone who is like-minded that fits your requirements. I also recommend sharing your job description and candidate profile with as many people in your inner circle as possible. This is so they can potentially recommend someone they think will be a good fit for your company. LinkedIn and networking events are also great places to find sales-minded people open to exploring new opportunities.
We all know sales drive any company! Recruiting goal-oriented, motivated and coachable salespeople is the key difference between an average-performing salon and a strong one.
