Recruiting the Right Staff

Robert Soutar, national accounts controller for L’Oréal Professional Products Division, on how to make smart recruiting decisions

One of the most common questions I’m asked is, “How do I recruit the right staff and where do I recruit them from?”

First, you should define who or what you are recruiting for. If it’s assistants, there are numerous routes you can take, all of which are tried and tested, such as schools, career offices, notices in salon windows and friends or family of existing staff. While all of these work – some more successfully than others – other avenues should be explored.

The ‘quality press’ recently ran articles praising the virtues of hairdressing as a career and the rewards it can offer. It even cited examples of university graduates who had decided to change direction mid-career and become hairdressers.

The profession was also said to be one of the happiest to work in. With this in mind, you should cast your net wider, aim higher and sell the business to a bigger audience, which will attract a new generation of hairdressers for tomorrow.

When looking for qualified staff, it’s again vital to set out exactly what you’re looking for. Whether it’s a stylist to urgently fill a gap, or a stylist to be developed in the long term, you need to ensure they match not only the requirements of the job, but also the requirements of the salon. You need to make certain you are hiring people who will fit into your team and work well with those around them. If the decision is rushed and recruitment isn’t taken seriously, hiring an inappropriate employee could easily disrupt the balance of your team and create an unpleasant working environment.

Don’t be afraid to ask for references and follow them up. You need to guarantee your new stylist will bring benefits to your team. Whether it’s new clients following the stylist to your salon, or just a fresh perspective on salon business, innovative stylists can bring a whole new component to your salon.

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