Spring is here and by the time May rolls around, most of your spa businesses will be booming.
Which may prompt you to be thinking that you want to add another team member for the summer - but it’s important to be aware that you need to start this process a lot sooner than you think.
Hiring and recruiting systems, just like any other system, take time to put together. And if you happen to be new to systems, the challenge can be knowing what to put into them. Today I want to give you a few to include so that you can started successfully.
BEFORE you start recruiting and hiring you must be prepared with two critical documents that are needed for staff training.
Team handbook – This document are the policies and expectations within the relationship of the spa & it’s employees.
Operations manual – This is a step-by-step document for every job in your business from Reception to Esthetics.
Once you have this prep work, you can move on to the systems you need for recruiting and hiring! Below are the three systems I encourage you to add to your overarching operations:
A Recruiting System
A list of places you consistently post your job ads - these could be recruiting websites, Craig's List, local online classifieds, hiring page of your website, Social Media, email marketing (mine your client list, you never know who is on that list!), esthetics/massage therapy schools
In your recruiting ad, include a section on "how to apply" – this is a perfect way of weeding out the people who aren't great at attention to detail.
An Interview System
Phone interview to screen applicants
One-on-one "get to know you" meeting with applicants who made it past the phone interview
2nd meeting for a hands-on interview for service providers who made it past the get to know you meeting
Job offer meeting
In each of these meetings, you need to have a set (or system) of questions that you are asking each of these applicants so that you are comparing apples to apples.
An On-boarding and Training System
This is where you need your Team Handbook and Operations Manual.
New team members need to know protocols and product knowledge
There should be testing along the way for the new team member to show you that they understand the job.
It is important to me that you’re aware of the realities of the next steps of your business. The last thing you want is to get halfway through and realize that you are missing important pieces of information that would have made everything so much easier. When you have all your systems in place, you’re setting both you and your new team member for success in the long term.
If you need any help with setting up systems for your spa business or need team handbooks or operations manual, please reach out. I am here to help you.