Open-minded hiring 

Serious preoccupations over recruitment and how to attract and keep staff remain a key concern for hairdressing UK. We recommend that remaining open-minded throughout the hiring process will benefit your business and your team. Astonishingly, despite employee shortages, a recent study shows a reticence in considering candidates from some sectors. But why? 

There’s a prevailing prejudice against hiring ex-offenders or anyone with a troubled past, yet experience shows this is largely unfounded. Plus a reluctance to interview people from overseas, or needing visas. Surveys also reveal employers are also typically wary of hiring candidates with little experience or those who have taken an extended career break. Do we need to open up more?

Research shows that…

As our industry continues to navigate worker shortages, a study by food services and facilities management company Sodexo shows that 46% of UK hair and beauty businesses do not currently employ any ex-offenders. Sodexo, which operates across 6 UK prisons, surveyed over 1,000 senior leaders in the UK to reveal their attitude towards hiring ex-offenders. The national average by the way is for only 30% of private companies to declare no ex-offenders on their books, so why is the hair and beauty industry not more open-minded? With a third of businesses struggling to fill 10 or more vacancies, it’s time perhaps to broaden your thinking. There are myriad reasons why someone may have been serving a sentence. Statistics show ex-offenders are much less likely to reoffend if they find employment. 

Sodexo is keen to ensure employers understand the training facilities and qualifications available in some prisons. In HMP Bronzefield in Surrey, for example, prisoners can train in an Ofsted-checked environment for their City & Guilds Level 2 NVQ Diploma in Hairdressing or in Beauty Therapy, which is externally assessed. 

Caroline Larissey, director of quality and standards at the National Hair and Beauty Federation, adds: “I think the majority of salon owners will be surprised to learn that there are barbershops and salons operating within the prison system where prisoners are currently training to achieve the same qualifications as candidates learning in colleges and through training providers. Post-pandemic we’ve seen nearly a 50% drop in people entering the sector, and research we did at the NHBF showed that the industry is operating on a 60% vacancy rate.” 

This study and the current worker shortages show how important it is to remain open-minded when interviewing potential employees. What about people experiencing homelessness? Today anyone can find themselves without a place to stay, perhaps sofa surfing, perhaps in temporary accommodation. Even rough sleeping. It’s financial hardship, not behavioural problems, that make this happen. You will miss out if you choose to ignore people struggling with homelessness as potential employees.

Stewart Roberts 

Stewart Roberts, who runs Haircuts4Homeless, stresses the importance of remaining open-minded throughout the hiring process. 

Stewart says: “Being open-minded is crucial when hiring new employees. Over the last eight years of running Haircuts4Homeless, I have come across so many talented, vibrant, passionate people who have just had a bad run of luck. If you saw they were staying in a hostel you could well disregard them immediately, however, working homeless is an ever growing phenomenon. I would not believe it possible a few years ago but I’m seeing it more and more. With the surging cost of rent, and many people being evicted, even with a working wage people cannot afford a deposit or rent. Being in a bad position doesn’t necessarily mean you are a bad person. Sometimes people just need a chance.” 

Returning to work

Those who have taken an extended career break also find it difficult to find employment. This is often the case with women who have taken a break from their careers while having children. An article published by Digital Mums explains that some women feel as though they are “career broken” * after taking a career break. Digital mums is an online platform for supporting women in careers. Government data shows that only 64% of mothers with a young, dependable child (under four) are employed. 93% of Fathers with a young, dependable child are employed by comparison.*

A career break for hairdressers isn’t unusual. And of so many careers, hairdressing is undoubtedly one of the easiest to reignite. Short courses, refresher training and updating skills can be done quickly and efficiently. As long as you have the right attitude, and willingness to learn and regain confidence, a returning hairdresser with a mature outlook can be a great asset. 

*Article published on Digital Mums website 

*Information taken from Government data published on Digital Mums website 

How can you help

One of the most important ways to help someone is by giving them an opportunity. Those with a complex or troubled past, who may have faced extreme circumstances, especially need opportunity. Often, people assume ex-offenders or those who have suffered from homelessness are not ideal candidates for new positions. This, however, can prove to be untrue. 

Those who have taken an extended career break, for whatever reason, may still be the perfect fit for your team. If you follow the advice examined in this article and create a fair assessment to analyse their potential, you may be rewarded with an excellent new team member. Don’t let experience or history alter your view of someone’s future direction. 

How can you make your interview process work to reveal what someone might offer? 

Sean Hanna

Sean Hanna, managing director of Sean Hanna salons, shares his advice on the hiring process. When considering new employees, Sean keeps the basics in mind and focuses on whether or not they meet his hiring criteria. Sean weighs these key factors:

• Would this stylist be a financially viable option? 
• Do they have the relevant skill set? 
• Could they build a clientele quickly? 
• Will they be a good ambassador for your brand?

Sean also stresses the importance of a good interview process. Sean says: “If an applicant doesn’t have a good track record or a good reference, then you need to ensure you have an effective interview process to genuinely assess their potential.”

Rather than focusing on someone’s past or experience, ensure you have a good interview process that will assess whether or not someone fits into your team. Despite past challenges, a candidate who fits your salon’s needs will always be most beneficial. This holds for hiring those with little experience or those who have taken an extended career break. Draw up a list of qualities you want in an employee, like Sean, and use this to determine potential candidates. This way, you will give everyone a fair opportunity.

By giving ex-offenders a second chance, you are actively helping to break the prison cycle and prevent crime. All business owners should be working towards a positive change in society. If you’re wondering how to contribute- here it is! Ex-offenders who get a job are statistically less likely to reoffend. Also, 81% of consumers believe employing ex-offenders positively contributes to society. * 

* Information is taken from UK Government publication 

Many prison leavers emerge with professional qualifications due to the resources and educational opportunities available in prisons. Tony Simpson, justice operations director at Sodexo UK & Ireland, says:“ Nearly 50,000 people leave prison every year, many emerging with formal qualifications they didn’t have before.” 

Those who have taken an extended career break, for whatever reason, may still be the perfect fit for your team. If you follow the advice examined in this article and create a fair assessment to analyse their potential, you may be rewarded with an excellent new team member. Don’t let experience or history alter your view of someone’s future direction. 

The bottom line is that it could be beneficial not only to your future employees but the success of your business to remain open-minded when hiring.

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