Tiffany Ward, salon owner and a business trainer for Eufora.
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Tiffany Ward, salon owner and a business trainer for Eufora.

Hiring and retaining qualified service providers has historically proven difficult for the beauty industry as a whole. Oftentimes salon owners feel like there is a curse on their salon because it is impossible to find a decent candidate, let alone hire one. While it may seem like all the good people are taken, how can that be true? Perhaps it's really just a tainted outlook on the hiring process.

Eufora Business Trainer, Tiffany Ward, admits to having that "negative" mindset, until she experienced a mind shift. The question isn't '"Why doesn't anyone want to work here?" The real question is "How do I get good candidates to know we have openings at the salon?" Yes! Before you can employ the right candidate, a savvy salon owner knows that you have to employ some good old-fashioned marketing strategy. Ward shares how her own mind shift inspired the "6 Steps" marketing plan she uses for recruiting.

  1. Care for your current team. Make sure the current team knows how much you appreciate them. Celebrate anniversaries, birthdays and everyday achievements. If your team enjoys their career and salon, they will tell others. Happy stylists love to share, and it means more when it comes from the heart. You may even find that you don't have to offer a hiring bonus or incentive.
  2. Embrace social media. Display those great moments with your team on social media. Other candidates will see this and want to be a part of the fun. Also, show all of the educational opportunities offered in the salon, and anything else that makes it especially great to work on your salon team. Did you just update your stations? Show how much the stylists enjoy them, versus just a picture of the station itself.
  3. Become a guest instructor at a cosmetology school. Cosmetology students love hearing from people in the field. Teach them something they can practice while still in school. During the presentation, share what it is like to work in your salon. Bring a newer stylist who can share a positive onboarding experience.
  4.  Employ "bribery." Yes .... it's a little sly, and maybe a little sneaky, but it works. Sending donuts or cookies and coffee to the local school will leave a lasting impression. When it comes time to search for their first job, it will help the students remember you and entice them to seek out your salon. Plus, it will encourage instructors to recommend and refer to your salon as well.
  5.  Invite students to visit your salon. Offer salon tours, or shadow days, so new cosmetology students as well as prospective graduates, can have a personalized experience that allows them to get to know you and your salon culture.
  6. Offer a detailed training program. Cosmetology schools only teach the basics. Remember how terrified you were the first day you "hit the floor"? It's worse for this younger generation. They face so many more pressures. Set new hires up for success with a comprehensive training program, then they will feel confident about diving into their new role. Quicker upstart for them means quicker integration into the salon!

Ward, who owns Indulge Salon, acknowledges that there are many ways to go about finding qualified candidates for a salon, but these 6 Steps are what put her on the path to successful recruiting and hiring. The most important thing to remember is that sharing information on the nuances of the team and the salon culture is a critical part of the recruiting and retention process. All salon owners should take the time to put these things into words, and then capture them for future reference. Whenever able, share and reinforce that story with salon team members, and ask for their input and commitment. If they feel a part of the big picture, they will feel more highly valued and high value often translates to peak performance! Salon owners interested in exploring this topic further can visit Eufora University where there are many learning paths and related tutorials available.

About Eufora: In a category that's crowded with rampant brand over-promising, the Eufora voice stands out as honest, real and personal. It takes its cues from the vision of company founders, Don and Beth Bewley, who, in 1997, started a hair care company built on a foundation of passion, integrity and caring for the professional salon world. Today Eufora is recognized globally for a vision that extends beyond the innovation of people and planet friendly products, delivering on a promise to provide incomparable leadership programs and technical training to nurture and grow the next generation of salon professionals. To learn more please visit www.eufora.net.

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