The salon and spa industry continues to face a talent shortage as economic, talent and supply chain challenges continue, and the workforce looks to adapt and evolve. During the height of the pandemic many salon and spa professionals took the opportunity to find more flexible ways to continue their beauty careers or exited the industry altogether. Today, salon and spa owners must adjust to the new environment to attract and retain talent.
Take a step back
While it may be tempting to unleash a hiring frenzy when a business’ staff runs thin, it is more strategic for salon and spa owners to take the time to look at the bigger picture. Every salon and spa will have different needs when it comes to staffing, but it is important to identify those needs before actively recruiting. For example, what positions need to be filled? What are your goals for a new employee? What kind of characteristics fit best within the salon or spa’s culture? A salon or spa owner who knows what they are looking for before they begin reaching out to prospects will be better positioned to listen and adapt to the prospect’s needs, creating the foundation of a strong partnership between employee and employer.
What do you have to offer?
Many potential employees in today’s workforce want to work for businesses that invest in their employees, encourage their career goals and offer flexibility. Salon and spa owners should highlight any employee benefits they offer, including but not limited to traditional benefits such as insurance, schedule flexibility and opportunities for continued education such as obtaining certifications or training on new or trending service offerings.
One way salon owners can provide a benefit to freelance beauty professionals who are renting chairs in their salons is to ensure they are covered under their businesses’ insurance policy, rather than requiring they secure one on their own. This way, freelancers can prioritize building their skillsets and book of clientele, bringing more business into the salon.
The key to recruiting and retaining a salon or spa’s next dream team of employees is to look for new ways to appeal to them. By offering benefits that allow employees to hone their craft and advance their professional goals, salon and spa owners could find themselves with a trusted workforce and a packed appointment calendar in no time.
Kathy Lopez, Account Manager for SASSI, the Salon and Spa Specialty Insurance program at Brownyard Group. She can be reached at firstname.lastname@example.org.