Recruitment and retention are among the greatest challenges that any business faces, but especially so with salons and spas. Typically, there are countless opportunities available so it can be difficult to get the step up on hiring experienced stylists or the top students from a graduating class.
Even once hired, some stylists may see your competitors and think the grass is greener across the street. But by writing descriptive and honest job advertisements, you can find employees who are the right fit for your salon, and as a result, you will also see lower turnover.
1. Brand
Before you go into the specifics of the job, grab the applicant's attention by telling them about what it is like to work at your salon. Create a desire to become a part of your team.
What are your brand values and mission statement? Is the focus to provide trendy hairstyles and colors with quality service? Or is the main goal to provide quick and affordable cuts? Are stylists encouraged to push their boundaries and enter competitions? Do you provide opportunities for further education or skill development? What is the team culture like?
Be honest in your job posting and share what it is truly like to be part of the salon team. If the description does not match the reality, you will find that many applicants will not be the right fit for your business. If you’re unsure what to mention, talk to a few of your current or past employees to get their thoughts.
2. Role
Now that you have the job seeker’s attention, it’s time to outline what you expect of the successful candidate. What are the duties associated with the job? What hours will the position require (e.g. full-time/part-time, evenings, weekends)?
For certain positions like a Master Colorist (as an example), applicants will have a decent idea of what the role entails simply from the job title. While it’s still beneficial to mention a few of the key duties, write it in a way that will excite the candidate. Explain how this position may differ from other Master Colorist positions at competing salons.
3. Qualifications
What education, experience, or skill set does the successful candidate require? This is a crucial section as it will help candidates decide whether to apply.
Unless you expect to receive an overwhelming number of applicants, list only the minimum requirements. If you mention that candidates for a Junior Stylist vacancy should have one year of experience when you are open to hiring a new graduate, recent graduates may disqualify themselves and you could miss out on some phenomenal candidates.
4. Compensation
While most hairstylists and cosmetologists love what they do, there are probably very few who would do it for 30-plus hours each week for free. An important part of a job description is to tell candidates what they can expect in return for their efforts.
Some businesses may not wish to post actual wages, and that is perfectly acceptable. However, you can still give applicants an idea of what they may receive. For example, you can mention that they will receive a competitive hourly wage in addition to product commissions. Perhaps there are bonuses for reaching revenue targets as well. And of course, mention your generous benefits package if you have one.
5. Call to Action
Perhaps most importantly, candidates need to know how they can apply. Should they walk in and drop off their résumé? Email it along with a portfolio of their work? Or submit their application through a website (e.g. job board or applicant tracking system)?
When you shortlist your candidates, you can consider those who properly followed the instructions and discard the applications of those who didn’t.
Final Advice
Ultimately when writing a job posting, tell the reader what they would want to know about the job.
Answer the questions:
- Why should they want to work at your salon?
- What are the responsibilities of this position?
- What experience or education is required?
- How will the successful candidate be compensated?
- How should the job seeker apply?
Once the job description is ready, distribute it to the channels where your potential applicants will be looking. Your website and Facebook page are great places to start. Consider LinkedIn for managerial positions. And check out Indeed and other job boards if you want to be found at the top of searches like “hair stylist jobs”.
