Hiring & Trusting New Employees: Building a Strong Salon Team with Confidence

Struggling to hire and trust new employees in your beauty business? In this episode, we break down when to hire, how to identify the right team members, and ways to build trust so you can scale your salon or beauty brand with confidence. Learn the key benchmarks for hiring, how to avoid those red flags, and how to create a smooth onboarding process that sets your team up for success. Whether you're bringing on a stylist, assistant, or front desk support, this episode will help you make strategic hiring decisions to grow a sustainable and thriving business. Tune in and take the guesswork out of building your dream team!

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Key Take-aways:

1. If you are 80% capacity on your books for 3 months, you know it’s time to start hiring.

2. How much cash flow do you have? If you’re generating 6 figures, you’ll have a stronger cushion in case you need a safeguard for any changes in the business.

3. If you’re not quite at 6 figures but your profit margins are at 20%, this is a benchmark that allows you to see if you’re ready for the next stage of growth

4. Sometimes small business get ahead of themselves and want to grow a team due to emotional investments, and they fall backward financially.

5. When you’re ready to hire, define clearly what this person looks like; lay out responsibilities, job description, qualifications, will they be an employee or rental? How much experience do they have, are they looking for an apprenticeship or assistant program before taking clients?

6. Once you know what you’re looking for, visit beauty schools to get a better sense of what students are looking for in a leader.

7. Connect locally though social media. Be intentional about your approach with places that could align with your brand.

8. Connect in person with other businesses through local events. This is a great way to attract new clients for your growing team.

9. Recruiting can attract people who are less loyal or looking for the next best thing & that could be a red flag to growing a less sustainable team.

10. Build up your resumes and contact to set up a group interview if there are 3 of more candidates.

11. Invite stand outs to come back for an individual interview where you can address specific topics, allow them to ask questions, and go into details what you are both looking for to see if you align.

12. The last step is a technical interview to see how they work behind the chair. this is a good time to see how they communicate, interact, are they a natural educator?

13. The next step is to decide how your training will go down. What are you providing for them as a team member? Do you want to them to get involved? Are you interested in training?

14. If you’re bringing on an employee, have an employee handbook prepared to lay out responsibilities, expectations,and benchmarks.

15. Trust is built through repetition. Offering a 1:1 meeting with your employees is a time to check-in & go over goals and realign expectations.

16. Offering incentives, incentives, opportunities for leadership also builds trust.

17. When first hiring, start with a 90 day trial to see if you are a good fit.

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