Do you on-board by the seat of your Pants? Pop an ad up on socials for a Stylist, interview, get all excited and Say yes! You’ve got the job … all within A day or two?
Marie Drever from Zing Talks about how to on-board like a pro.
Your new team member starts a week later with no rules and no induction. No time for that. You’re busy and you need them to hit the ground running, start looking after clients and generating business income.
Three months later, it’s not working. You wonder why they don’t get it, why you’re bending the rules to suit them and why your other team members are feeling put out.
It’s not how you do things in your salon … yet, here you are. Again.
Compromising your salon culture to accommodate someone who’s not a great fit.
So, what went wrong? Put simply, you forgot that you’re the salon owner and you’re responsible for what happens in your business. You are the problem AND you are the solution.
I ran my own salon for more than 20 years and learnt this lesson the hard way. You don’t have to. Instead, let me share with you my fasttrack guide to on-boarding a new team member like a boss.
STEP 1: WHERE AND HOW DO I ADVERTISE?
Let’s start with the most affordable option – socials.
Keep in mind, your ad needs to set your salon scene. Your ad should be honest while offering prospects a sense of inspiration and aspiration. Remember: they’re looking for a great employee experience, not just a job.
Here are some key points to include:
- We’re excited to offer you a position working with our team of (X) creative, fun stylists. We’re all passionate about colour and helping each other achieve the best outcome for every client on their hair journey.
- We educate on a monthly basis. You’ll be up to date with what’s hot, what the emerging trends are and how we can offer them to our clients.
- Our weekly meetings will keep you in the loop. Always.
- We encourage annual leave so you never burn out.
- We make sure all your entitlements are paid. When they’re due and in full.
- We know you’re out there and we’d love to have a confidential chat with you.
- Email or drop in your CV, including a recent photo of yourself.
STEP 2: HOW DO I INTERVIEW?
Keep your interviews professional but relaxed. You want your applicants to be themselves. You’ll want to discover how long they’ve been at their current salon and what they think their employer would say about them if you were to call.
In most cases, you can’t call because they’re still employed, but you can learn a lot by how they
respond to this question.
Second interviews are a must. But don’t wait too long. Other salons will snavel up great stylists quickly. Focus the second interview on strengths that set this applicant apart from others, and on fleshing out whether they fit the role.
What type of environment do you enjoy working in?
What are your career goals?
What salary or wage would you expect from this position?
Choose carefully, using your business brain as well as your instincts. Tune in to the applicant who best fits your existing team, complements your salon skills base and demonstrates they’re reliable and teachable.
WHAT DOES A GREAT INDUCTION LOOK LIKE?
If you’ve never done a decent induction, it’s time to start. Think about putting it together for your current team members, too – as an update for them and an opportunity to get everyone on the same page.
Start by hitting up your local stationery supplier for an impressive, pro-looking folder for presenting your induction info to each new (or existing) team member.
Seek industry-specific advice on putting your staff contract together. An organisation like the Australian Hairdressing Council (AHC) can help make sure it’s legal and professional.
Make sure employee expectations are made clear from day one so no bad behaviours or old habits creep in. Your team members don’t know what they don’t know, so you need to articulate it clearly, both verbally and in writing in the induction information.
Your induction info might include:
- tax declaration form
- initial training/education plan
- employment form including personal details, next of kin, bank details and super fund details
- leave application forms
- weekly performance sheets
- team introduction, including roles and responsibilities
- where to park, where to store personal belongings
- when and where to take breaks
- how to record hours, the pay cycle, annual leave policies, sick leave procedures
- fire plan, security procedures
- policy and procedures manual
- costs to have their hair done in-salon, staff product discounts
- salon’s retail brands, product knowledge, how to recommend
- how to make and serve refreshments.
It’s critical that you review the induction material with the team member so you can answer any questions and clarify any confusion up front. Have the team member sign-off and acknowledge their understanding of the material.
Consider adding an induction review to the schedule each quarter, or as appropriate for your salon.
I know what you’re thinking – this seems like a lot of work. Trust me, it’s absolutely worthwhile. Once you save and implement your induction as a system, you can pull-up and generate the material quickly and simply.
Next time you need to on-board a new team member you’ll be ready with an advertising plan, an interview outline and comprehensive induction material. Now, that’s on-boarding like a boss!
For more salon wisdom email ZING Coach Marie Drever firstname.lastname@example.org or visit www.zingcoach.com.au