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8 Obstacles When Hiring Lash Studio Employees — and How To Tackle Each One

  • 4 min read

Whether it’s the first time or the 100th time, hiring can be tough. However, we have some helpful tips that make the unexpected snafus of the process easier to handle!

If you’re absolutely brand new to hiring, it’s worth noting that you can’t really wing an interview. Just like with lash consultations with prospective clients, it’s best to prepare before you start interviewing prospective employees, including what you want to ask and different ways to ask it.

Let’s cover some unexpected difficulties of the hiring process.

1. Weed out applicants starting with the job application.Depending on where you post the job opening, as well as the type of job, you could be flooded with countless applications — most of which are just people submitting mass applications 60 at a time, with no particular interest in your salon. Our pro tip for weeding through innumerable applicants is to include a specific task in the application, such as a cover letter or a specific question to be answered.

When you add a specific task or request, you will be able to quickly tell who is truly motivated to work for you. You’d be surprised how many applications you receive that don’t follow the instructions!

By asking for a distinct assignment, such as writing a blurb on why the candidate loves working in the lash industry, you'll be able to see which candidates pay close attention to detail.

Another problem you could encounter when hiring is a candidate who is an amazing interviewee with glowing references, who ends up having a terrible work ethic.

2. Invite prospective employees to your salon.One way to preemptively combat this is to have the potential hire come into your salon for a few hours. This allows you to see how he/she interacts with the environment, how they think on their feet when confronted with sudden problems, how they react to difficult clients, and how they perform tasks at hand. This way, you get an understanding of how they would operate day-to-day.

3. Invest in new employees.Do be kind and fair, particularly to new hires who may be working one of their first-ever jobs as a lash stylist. Invest in your employees, training them in proper tweezer care, intensive understanding of your studio's adhesive environment, your salon's pricing structures (and when you allow employees to be flexible with them) and recommended aftercare steps, ways they can take care of themselves and the strain lashing can place on their bodies even your studio's post-COVID policies. Taking care of your employees helps ensure that they trust you and can relax into their work, which in turn means they are likely to do their best work!

4. Implement a trial period policy.If you do end up hiring someone who doesn’t quite meet your expectations, an easy solution is to have a trial period policy built into all of your employment contracts. During the trial period, you can address any issues you have with your employee in order to help them improve. If by the end of the trial period, you don’t see adequate improvements or effort to change, you can lawfully terminate the contract.Remember, it’s hard to get a true sense of someone in just one interview, so if possible do multiple interviews per candidate.

5. If possible, involve multiple people in your hiring process.It is also helpful to get several people involved in the company to interview the person. A variety of opinions on such an important decision offers you multiple perspectives and broadens your understanding of the candidate, and keeps you from getting overwhelmed with the hiring process. Yes, these take more time and effort, but the reward of obtaining the best possible employee is well worth it.

 

6. Address your hiring plans with your current employees.One thing that many hiring managers across all industries don't often recognize or address is the effect that hiring surges can have on a business's existing employees, particularly if new hires are a rare occurrence. Sometimes, just bringing someone new into the space can make your employees uneasy, so it’s important to clearly communicate with your team that their jobs are not in danger and any new hires are a result of growth.

7. Evaluate prospective employees' fit with your salon's culture.Always keep your company culture in mind when hiring. Personality fit is extremely important for team morale. When interviewing candidates ask yourself if they would mesh well with your current employees long term and if they cultivate the aura you are trying to create.

8. Make sure the new hire feels welcome!Help new employees feel welcome and like they're truly part of the team! Set up lunches or coffee dates between them and existing employees. If your salon is on the larger end, consider assigning a "mentor" — an employee who has been at your studio for awhile who can help the new hire find their footing as they come onboard. Consider putting together welcome packages for each new hire, such as a gift basket of lash swag or — if you want to go all out — a lash starter kit or sampler kit!

Every hire in a small business is important and there are countless variables to consider when building your team. There’s no need to get overwhelmed, just follow our steps and trust your intuition. You are more prepared than you think you are!

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