Yes, we know… recruiting new people to join your team can be challenging. It requires a clear vision of what you are looking for and what you as an employer can offer. “Before you start the recruitment process, make a list of the attributes you want from a new team member,” says Benjamin Shipman, co-founder of The Hair Movement, Sidcup. “Don’t just list the skill deficit that needs filling; list the personality traits you want from someone joining your team. Someone who has all the right skills but a personality that jars with the existing team can prove demotivational for everyone and have a detrimental effect on your business.”
Benjamin’s tips for an effective recruitment process
Identify the personality and skillset that you need
Before you start the recruitment process, make a list of the attributes you want from a new team member. Don’t just list the skill deficit that needs filling; list the personality traits you want from someone joining your team. Someone who has all the right skills but a personality that jars with the existing team can prove demotivational for everyone and have a detrimental effect on your business.
Know your brand
To find the right people, you first need a clear vision of what your brand stands for and have confidence in it. If you want to recruit someone who is a fit for your brand you need to know what the goals and ethos of your business are. This way your communication will be much clearer and prospective employees will understand what you are looking for and have confidence in you as an employer.
Don’t instantly reject people based on their CV
Not everyone is great at writing CVs, so it’s sometimes worth going back to an applicant and requesting more information about them. If they make the effort to provide what you ask for, it shows they have drive and commitment.
Be aware of the commitment needed from you
I have the utmost respect for salons that take on apprentices, but you need to be aware of what a huge commitment it is to train someone from scratch. I prefer to take someone in their late 20s or early 30s who has established skills and passion but maybe needs motivation. I enjoy helping people become the best version of themselves.
Be transparent about your expectations and what you can offer
During the recruitment process, ensure no-one is oversold. It’s vital to be completely transparent about what they can expect and what is expected of them. If you can’t deliver something, don’t say you can; this will just lead people to become disillusioned and demotivated. Also, make sure they know the kind of commitment and work ethic you expect from a team member. Give them all the information they need to make an informed decision – remember, recruitment is a two-way process.
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