Linda HillLinda Hill, founder of award-winning aesthetic and beauty recruitment agency, Linda Hill Recruitment, expert speaker & best-selling author of Beauty Therapist to Entrepreneur, answers questions about the hiring process…

How do I know when is the right time to enlist new employees?

It’s time to recruit when you are oversubscribed with a waiting list of clients, but simply don’t have enough staff to accommodate their needs. Calculate how many clients you are turning away each month and the lost revenue. Or, if you’re juggling so many tasks that you feel overwhelmed, tired and frustrated, hiring someone to split the workload may provide you with more time, energy and a clearer mind to focus on what you love.

If you are oversubscribed around certain events, an alternative to a full-time employee is a temp. They will bring in additional revenue around busy periods or when a team member is on holiday, and avoid you letting clients down.

How should I advertise a job vacancy?

When advertising a role, put yourself in the shoes of a job seeker, as they will be thinking ‘WIIFM’ (what’s in it for me). Instead of listing the job’s responsibilities or your company’s accolades, focus on how the role can benefit the candidate. For instance, mention opportunities for growth, learning and personal development and perks such as treatments or products at cost price.

By specifying critical details, you attract applicants who are genuinely interested and well-informed about the position. Candidates scan job ads for three things: salary, location and hours, especially if they need childcare support or have other responsibilities outside of work. Ambiguity in job postings not only deters potential candidates, but leads to a prolonged, time-consuming search for the right fit.

What is your advice for carrying out a successful interview?

Make a confirmation call the day before, to serve as a reminder but also to gauge the candidate’s interest. Should their circumstances have changed, this affords you the flexibility to adjust your schedule without disruption.

When carrying out interviews, have a structured, consistent format to make it easier to compare candidates, and so you can be clear about the responsibilities of the role, growth opportunities and company culture. Then decide on your non-negotiables. For instance, are you willing to train an employee in certain treatments if their personality and attitude matches what you are looking for? Candidates should leave the interview with a realistic understanding of your expectations and what it would be like to work for the company.

The goal of interviews is not just to find a candidate who can do the job, but someone who will thrive in the role and contribute to the business’ goals and success.

Use open-ended and behaviour questions to understand how candidates handled situations in the past, such as ‘can you tell me about a time you overcame a challenge at work?’ If the new employee will work closely with team members, consider involving them in the interview process. Ensure that your questions are non-discriminatory and comply with employment laws and regulations.

What should I look for in an employee?

While technical skills are important, soft skills like communication, teamwork, adaptability and problem solving will determine how well a candidate slots into your team, gets on with clients and adapts to changes. Our industry is ever-changing and businesses need to adapt for success, so flexibililty is important. You want candidates that demonstrate potential for growth and professional development, too.

An employee who resonates with your company ethos is more likely to be engaged, productive and loyal.

Emotional intelligence is often underrated. Look for candidates that are self-aware, have empathy and the ability to manage relationships. Also seek people with integrity and who take accountability. You want a staff member who you can trust and rely on to treat clients with kindness and respect.

By Editor