Once you’ve made a careful, informed decision about a candidate, commit to their success wholeheartedly.
[gap height=”15″]It’s the “who” that delivers the experience, the service and the products that will ultimately determine whether salon guests will not only become loyal customers, but will also tell their friends and everyone one they know to visit your facility, as well!!
[gap height=”15″]It’s the “who” that will always be the heart and soul of your tanning salon or any service business. It’s the “who” that brings your tanning salon to life and will be what I call the “make or break factor.”
How high is the ceiling on the success level of both your team and your business?
[gap height=”15″]Truett Cathy, founder of Chick-fil-A, the top-selling U.S. chicken sandwich chain, molded an entire business model around several core principles, including: “people decisions are the most important decisions we make.” Whether we are choosing a mate, a business partner or an employee, these “people” choices will directly affect how successful we are in our relationships or our business.
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How do you find, mold and retain the right people for your team?
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1. Have a super-clear vision of who you’re looking for.
[gap height=”15″]Write down some of the basic skills you’d like them to have that you know will be a good fit for your salon: Like, if they are going to be dealing with your guests, are they outgoing and easy to talk to? Evaluate strengths and weaknesses in the areas you know are important when looking for a candidate and don’t ignore the obvious.
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2. Ask questions that make candidates talk about how they have performed in the past.
[gap height=”15″]In other words, don’t ask, “What would you do if” questions. Ask them about real situations; how they handled mad customers at their waitressing job, etc.
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3. When you’re hiring, some of the best time you can spend is thoroughly checking references.
[gap height=”15″]Be a detective! What someone did in the past will most likely determine what they do in the future. Talk to whomever you can about the applicant: Former bosses, co-workers, teachers, coaches and friends are a good start. Take the time to ask for examples of what the applicant did well or didn’t do in the past.
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4. Give the candidate a chance to meet your current team.
[gap height=”15″]Whether you have three staff or 30, it’s smart to see what kind of chemistry there is. Better to find out in advance if you are hiring a bad egg who no one likes.
[gap height=”25″]5. Give them the good, bad and the ugly about the job.
[gap height=”15″]If you can talk them out of the job now, it’s better than wasting time and resources on training only to have them quit three months down the road.
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More hiring quick tips & secrets:[gap height=”15″]
- Did the candidate arrive for the interview on time?
- Were they dressed like they cared about getting the job?
- Did they speak negatively or positively about past employers?
- Were they nice to other people in your salon when they came in to interview?
- Do their interview answers match the application answers?
- What do past employers, teachers, coaches say about their reputation?
- What kind of social media posts do see when you pull their name up?
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COMMIT!
[gap height=”15″]Once you’ve made a careful, informed decision about a candidate, commit to their success wholeheartedly. Give them access to all the training they need, and let them follow and learn directly from other talent in your salon. Give them ongoing training with sales goals and rewards to keep them motivated.
[gap height=”15″]“There is a clear difference between just hiring people and finding true talent. When you hire people, they will work for a living; when you find talent, they will work for a life.” – Dee Ann Turner, VP of Corporate Talent, Chick–fil-A, and author of the bestselling book, It’s My Pleasure: The Impact of Extraordinary Talent and a Compelling Culture.
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