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Home   »   Recruiting and Hiring for Salon Owners: Part 7 – In-Person Interview

We’re back! We are reaching the end of our eight-part series on recruiting and hiring strategies for salon owners! At the beginning of this series, we 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

During the second part of this series, 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.

We also spent some time addressing the topic of benefits and why it’s important to have good benefits in order to stay competitive in the beauty industry.

Now today I want to address the in-person interview. Once you’ve screened your applicants and you think they’d be a good fit, the next step is to bring them in for an in-person interview. People can always sound great on paper and even on the phone, but to get a true sense of who they are, it’s always best to meet face-to-face.

So, who should be involved in that interview? This is the point in my hiring process where I like to bring in my other team members. I think it’s important that any new potential hire sits down with the people they will work closely with on a day-to-day basis. Not only is it important for the candidate to meet their potential new co-workers, it’s important to me to get the perspective of my current staff on the new hire.

Keeping a health workplace culture is important, so that’s why I like to get feedback and input from  my current staff (who already have proven they fit in the salon’s culture) before bringing in someone new (especially because they will spend the most time with the new hire).

Once you’ve complied the interview team, schedule that in-person interview! Are you looking for suggestions on what kind of questions you and your team should ask during that interview?

If you are interested in seeing examples of the questions I use in in-person interviews, reach out to us at with the subject line: Recruiting and Hiring for Salon Owners + In-Person Interview Questions.

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