6
1.
WAYS TO
HIRE RIGHT
To minimize staff turnover, Pankey offers the following tips:
Detailed Job Descriptions: All spa positions need a detailed job description, outlining
necessary knowledge, skills and traits that the position requires. All management expectations, along with scope and limits of authority, need to also be outlined. Your job
description is your measurement tool for employee performance and new hires. Candidates need to
meet at least 80 percent of what you are looking for, anything less and you are asking for problems.
2.
Finding the Talent: Use your job descriptions to create your job postings. Be detailed
about what you need. Use social media to your advantage and post through all channels.
Additionally, post through the ISPA Job Board and other industry sites where talent visits.
Reach out through LinkedIn and network with your employees. To give employees a voice in who
works beside them, implement an Employee Referral Program where there is a monetary reward for
a referred new hire after 90 days.
3.
The Interview: To make the interview count, be prepared and efficient. Establish a set of
interview questions that you use with all employees so it is easier to measure one against
the other. Ask probing questions and questions where they need to problem-solve. Have
your team participate and have all candidates interview with another staff member with similar
questions so you can compare answers and consistency. Besides a stellar resume, a candidate has
to have the right attitude and charisma to fit your business. Let your gut be your guide. If you are
not 100 percent on a candidate, you can also try a temp to permanent position or contract-to-hire.
4.
5.
Skills Testing: If you are hiring for a technical position, you always want to do a handson practical evaluation. A candidate needs to demonstrate his or her technique and
proficiency. Set them up with a lead technician or other team member that you trust. Use
an assessment tool to rate their performance.
References: This is a critical step that is often left because owners are so desperate to get
someone in the door. You will be surprised what you learn. You can verify the following
with a reference: relationship to the candidate, dates of employment, titles, and job
responsibilities and duties. Most importantly, always ask: “Is there anything else I should know?”
and “Would you rehire this employee?”
6.
Compensation: Nothing makes an employee want to jump ship or not take a job more
than compensation. Make sure that the employment package that you offer is fair, competitive and has incentives and room for growth. In the spa industry, finding and keeping top
talent is hard and you don’t want to lose talent by not offering the best package that is financially
feasible for your business.
June 2016
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