Finding great employees in today’s workforce can feel like searching for a needle in a haystack. This dilemma has been a hot topic on TanToday.com, so this column is dedicated to outlining a good hiring process. (Be sure to log on to TanToday.com to see what other thoughts your fellow salon owners are sharing.)
The Application
Begin the hiring process by attracting the type of people you want to hire. Specify your job requirements and post announcements on job-search Web sites, in newspapers, in salon fliers, etc. Note that you are seeking inside sales employees with flexible business hours. By mentioning the word “business,” you indicate you require your staff to have a professional attitude. Specify that candidates must have the ability to multi-task under pressure, have good phone skills, a neat appearance and superior organizational skills.
Sort resumes by eliminating unqualified candidates and carefully evaluating the strengths and weaknesses of stronger candidates. Once you have your top picks, conduct phone interviews to determine if the applicants have the necessary job qualifications, if the pay is acceptable, and if the applicant seems likeable, honest and receptive to training. If the applicant shows promise as a solid employee, schedule a face-to-face interview in your salon or business office.
The Interview
The job interview can facilitate productive information-sharing and give insight into a candidate’s personality, character and work experience—or it can be an awkward exercise of little value. Conducting a proper interview is a learned skill, yet many managers treat interviews as a social conversation.
Salon owners and operators can make better hiring decisions by honing their interview techniques to elicit valuable information from employee candidates. Interview questions should facilitate open and honest responses to gain an objective assessment of the candidate’s job skills, and to measure other important factors such as honesty, manageability, resourcefulness and judgment. (Click here for more information on what types of questions to ask during interviews.)
Interviews are potentially uncomfortable for the interviewer and nerve-wracking for the applicant. Set the tone of the interview by being courteous and professional. Meet the applicant at the door, extend a friendly handshake, make eye contact and act genuinely pleased to be interviewing the person. Of course, while the environment should be relaxed, informal and friendly, the approach should be well-prepared and calculated because the purpose of an interview is to determine the applicant’s suitability for employment.
Silences during an interview can be useful and should not be avoided. Once a question has been asked, allow for silence if the person needs time to formulate a response. Allow the candidate to fill in any lulls in conversation, as this signals you welcome additional input and may prompt them to give honest information.
Taboo Topics
It is against the law to approach certain topics when interviewing job candidates. Interviewers would be wise to stick with approved work-related subjects and know the federal and state laws relating to employment discrimination. Avoid questions regarding age, height, weight, pregnancy, religion, marital status, parental status, sexual orientation, political beliefs, race, etc. If you are concerned about the legality of certain questions, check with the Equal Employment Opportunity Commission (www.eeoc.gov).
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