I recently met a spa owner who told me she feels like she almost has “PTSD” from when she hired her last group of estheticians. You may think she’s overreacting…but I don’t. 

There’s an epidemic of spa owners who are incredibly stressed out from their spa staff. Walk-outs, staff taking client lists, not following instructions, drama, and entitled attitudes are just a few of the issues they're dealing with. Owners are literally afraid to hire again. Maybe you can relate.

At the end of the day, there are strategies to ensure your spa recruiting process is smooth, stress-less and results in hiring an esthetician who is an epic fit for the company, team, and clients…which can ultimately lead to profitability & thoroughly enjoying your team! Wow! What a concept!

So how does a spa owner stop attracting duds and start enticing talented estheticians to come work for them?

1. Create a recruiting page on your website. If you want the attention that your company's hiring, you need to be visible for talent looking for work. They're already checking out your website to get an idea of what it would be like to work for you...make it easy for them to see what you & your team have to offer.

2. Be clear about your spas values and communicate them anytime you can, both digital and in person. Like attracts like, right?

3. Show off your company culture on Social Media, your recruiting web page and email marketing. This is great to do for clients to see your company's transparency, it's even better for attracting talented new recruits. They want to know what it's going to be like working for you.

4. Leverage your best clients; they have your best interest at heart. Maybe they know someone who knows someone?

5. Use your compensation system as a pathway to how they can move up within your spa. Most savvy prospects will want to know how they can grow within your company.

6. Pay a respectful wage. If you can’t afford to do this, it may mean you have some house cleaning within your finances and operations so that you can afford to pay a decent wage.

7. Design an education program. It can be in-house or an education budget in which your staff can decide which program they’re most interested in.

8. Deliver on ALL of the promises you make in the recruiting and hiring process. If you do not, you are breaking trust right out of the gate, and it’s almost impossible to reclaim. It won’t be their fault for quitting at the last minute and putting you in a jam; it’s your own doing for not delivering.

Hiring new staff is stressful, but you can make it a whole lot easier on yourself if you create a recruiting system that can be set to “evergreen” (it works for you over & over with minimal effort to maintain). This saves you time & energy to focus on the things that matter most to you; generating strong spa sales and feeling good about the company you've created. 

For a more in-depth discussion on each of these points, watch the Facebook Live replay below.