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Home   »   Recruiting and Hiring for Salon Owners: Part 6 – Benefits

Welcome back to our eight-part series on recruiting and hiring strategies for salon owners! So far we’ve covered tactics to help you build a recruitment platform. If you haven’t had a chance to read those blogs, or need a refresher, here’s a quick recap of the first three parts.

  1. Build a recruitment page on your salon’s website
  2. Schedule regular visits to beauty schools in your market
  3. Create a recruitment advertising campaign

Over the last two weeks, we discussed two tactics you can use once you have candidates you are interested in taking through the hiring process. For another quick refresher, those tactics included sending every candidate the DISC test, and if you liked their results, setting up a phone interview.

These tactics help weed out poor candidates before you get too far along the hiring path. I’ve mentioned it before, but it’s worth repeating, it’s better to take time upfront in the process before you truly invest time onboarding and training a new hire. You want to avoid having to rehire in six months!

Now we’ve arrived at today’s topic – your salon’s benefits package. While this is not a step that can be as easy to deploy as the DISC test or phone interview, it is important to consider if you are serious about staying competitive and hiring top talent.

As salon owners, we want our stylists to choose to work in our salons because we offer careers, not jobs. So when you think about the criteria your spouse or friends use when they are searching for a new job, what do they take into consideration? Chances are they are looking for things like….

  • A good salary
  • Health insurance
  • Vacation / PTO
  • Relocation packages
  • Student loan reimbursement
  • 401k programs

Ask yourself, what are you offering? How are you staying competitive? How are you proving that working for you is a career not a job? Do you offer any of the benefits listed above?

Now I know that many salon owners want to offer these benefits, but they don’t know how they can afford it. If you are in a similar position, I would encourage you to make benefits a business goal for your salon. Figure out what it would cost to be able to provide those benefits and work that into your revenue goals for the upcoming year. While easier said than done, there are a ton of great resources out there for salon owners looking to grow their business, Beyond The Technique is one of them!

Hire yourself a business coach and get serious about taking your salon to the next level. The best way to stay competitive and recruit top talent is to create a work environment that offers more, like benefits and a strong career path.

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