A Hiring and Team Alignment Guide for Salon Owners

A step-by-step guide on how to attract the right team, crush your interview processes, and have your team generate revenue for you faster.

Written by Shannon Giang, Salon Owner, Stylists and Founder of Daney Education.

Hire for passion, train for skill. A stylist who genuinely loves their
craft and shares your salon’ s values will always elevate the business, no matter their starting skill level.

Congratulations on taking the first step towards building a successful team of stylists for your salon! I’m Shannon, co-owner of Fika Beauty
Studio in Kanata, Ontario and Founder of Daney EC. Despite opening amid a pandemic, I’ve had the privilege of growing our hair department from just myself to a thriving team of 12 talented stylists and apprentices, all on track to being fully booked as $100,000+ stylists.

Throughout my journey, I’ve had the honour of mentoring numerous young stylists who have gone on to become successful professionals, some even owning their own businesses. I’ve poured my experience and insights into this guide to help you navigate the crucial step of interviewing and hiring
the right stylists for your salon. In this guide, you ‘ll find valuable advice on identifying candidates who align with your salon’ s values, aesthetic, and energy, asking insightful questions during interviews, and essential tips to ensure you build a cohesive and thriving team. I’m thrilled to share this resource with you and support you in creating a team that will elevate your salon’s success. Let’s dive in and learn how to conduct interviews that will help your business thrive!

Interviews

Interviews are your chance to determine who will earn your trust, time, and the opportunity to represent your business. It’s crucial not to rush the hiring process; take the time to ensure you choose candidates who are the right fit, not just in terms of technical skills, but also in alignment with your salon’s values and culture.

Values

As a business owner, knowing and understanding your core values, both personally and professionally—is fundamental to building a cohesive and thriving team. Your values shape the culture of your studio and set the standard for the type of environment you wish to create. When your team shares these values, it ensures a harmonious and motivated workplace. Reflecting on and clearly defining your core values is essential before you begin the hiring process. This clarity will guide you in selecting candidates who not only have the technical skills but also align with the ethos of your salon.

Here are a few steps to help you identify and articulate your core values:

Reflect on Your Personal Values: Consider what matters most to you in your
personal life. How do these values influence your professional decisions and interactions?

Define Your Professional Values: Think about the qualities and principles that
are crucial for your business. What standards do you want your salon to uphold?

Create a List: Write down your core values for your studio. Be specific and
think about how each value translates into daily operations and interactions with clients and staff.

Communicate Your Values: Ensure these values are communicated clearly
during the interview process. This helps potential hires understand what is
expected and allows them to determine if they are a good fit.

By taking the time to reflect and define your core values, you create a strong foundation for making informed hiring decisions. This alignment between your values and those of your team members is vital for fostering a supportive, passionate, and committed workplace.

Choose up to six values that best resonate with you (try not to exceed six so you can focus on what truly matters).

Here are some ideas to get you started:

Love Kindness Empathy

Playfulness Integrity Purpose

Ambition Individuality Enjoyment

Community Courage Safety

Simplicity Passion Learning

Discipline Vision Respectfulness

Flexibility Equality Humility

Creativity Persistence Generosity

Resilience Honesty Compassion

Service Gratitide Optimism

Now that you know who you are as a business and what you value, you can start to hire the right team members that will resonate with your messaging and represent your brand.

At Fika Beauty, our approach to attracting team members has always focused on our internal culture and online presence. We pour into our current team, ensuring they feel heard, understood, and happy. This strong, positive culture leads to our team members recommending our salon to their friends in the industry. Our social media and website also play a crucial role. Every member of our current team reached out to us because they loved the vibes we give off online or heard about us through someone already on our team. By consistently showcasing our team, values, and work environment, we naturally attract individuals excited about possibly joining our salon. Focusing on these strategies can help you attract skilled team members who are a perfect fit for your salon’s culture and values.

Attracting the Right Team Members

Attracting the right team members goes beyond simply putting up hiring ads. It involves cultivating a positive and engaging environment for your current team.

Here’s how you can achieve this:

Invest in Your Current Team:

Create a Supportive Environment: Ensure your team feels safe, happy, and understood. Regular check-ins and open communication channels are essential.

Professional Development: Offer ongoing training and development opportunities. This will improve their skills and show that you are invested in their growth.

Recognition and Appreciation: Acknowledge hard work and achievements regularly. A simple thank you such as remembering their coffee order and surprising them with it, can go a long way in making your team feel appreciated.

During my team one-on-one meetings, I ALWAYS

ask each of them these questions:

What is your love language?
What are your favourite snacks?
What is your favourite colour?
What is your go-to coffee/beverage order

You now have everything you need to be able to surprise them with a thoughtful gesture tailored specifically to what they prefer.

Build a Strong Salon Culture:

Define Your Brand and Expectations: Ensure your team understands and embodies the salon’s expectations. This alignment helps in maintaining a cohesive work environment.

Foster a Positive Atmosphere: Encourage teamwork, positivity, and mutual respect among all team members. A strong, positive culture is infectious and attractive to potential new hires.

Involve Your Team in Decisions: When your team feels involved in the decision-making process, they are more likely to feel valued and committed to the salon’s success.

Leverage Your Current Team’s Network:

Encourage Referrals: A happy team member will likely recommend your salon to friends and colleagues in the industry. If they have been a great fit for your, their referrals will usually be as well.

Word-of-mouth: A strong team culture will naturally lead to word-ofmouth recommendations, which are incredibly powerful in attracting likeminded individuals.

Showcase Your Salon Online:

Social Media Presence: Regularly post on social media, highlighting your team, their work, and the salon’s culture. Authentic and engaging content can attract potential team members who resonate with your brand’s vibe.

Website Representation: Ensure your website reflects your salon’s culture and values. Include testimonials from current team members, showcasing why they love working at your salon.

Behind-the-Scenes Content: Share glimpses of your team at work, teambuilding activities, and any special events. This gives potential hires a real feel for the environment they could be joining.

Now that the applications are rolling in, let’s focus on your Interview Strategy.

So, an application has come in. Yay! Now what?

Follow this 5 step process and you can be sure that by step 3 you are confident to make a decision and by step 5 you have a seamlessly onboarded team member!

RESPOND TO THE APPLICATION

Thank you for your interest in joining our team at [Your Salon Name]. We

value meaningful connections and shared values, so we would like to learn

more about what drives you and how our studio aligns with your aspirations.

To delve deeper into your motivation, we kindly request your insights on the

following questions:

1.What specific aspects of our studio stand out to you, and what do you

believe we offer that may be lacking in your current work environment?

2.Could you share how you first heard about us and describe your initial

impressions or thoughts?

3.In your opinion, what sets us apart from other salons and why do you

feel drawn to becoming part of our team?

We appreciate your time and thoughtful responses. Please feel free to

reach out if you require any clarification or have additional insights to

share.

Warm regards,

[Your Name]

[Your Position]

[Your Salon Name]

2. UNDERSTANDING THE QUESTIONS

WHAT SPECIFIC ASPECTS OF OUR STUDIO STAND OUT TO YOU, AND WHAT DO YOU BELIEVE WE OFFER THAT MAY BE LACKING IN YOUR

CURRENT WORK ENVIRONMENT?

COULD YOU SHARE HOW YOU FIRST HEARD ABOUT US AND DESCRIBE

YOUR INITIAL IMPRESSIONS OR THOUGHTS?

This question prompts the candidate to reflect on specific spects of your salon that attract them and what they perceive as lacking or desired in their current work environment. It focuses on the candidate’s needs and expectations.

By inquiring about how the candidate first discovered your salon and their initial impressions, you gain insight into their awareness of your brand, the effectiveness of your marketing efforts, and their immediate reaction to your salon’s identity.

IN YOUR OPINION, WHAT SETS US APART FROM OTHER SALONS AND

WHY DO YOU FEEL DRAWN TO BECOMING PART OF OUR TEAM?

This straightforward question directly asks the candidate to articulate why they have chosen to apply to your salon specifically. It encourages them to express their unique reasons for being interested in joining your team.

3.DIVE DEEPER THROUGH A PHONE CALL

After the email inquiry, the phone call will deepen the conversation, gauge the candidate’s communication skills and enthusiasm, and further assess their alignment with your salon’s values before proceeding to in person meetings or shadowing opportunities. It allows for a more personal Interaction to evaluate the candidate beyond their written responses and create a stronger connection in the hiring process.

Review of Email Responses: Mention that you found their email Insightful and mention specific points they raised in response to your questions, showing that you value their input.

Addressing Specific Questions: Dive deeper into their answers to the questions posed in the email. Ask for examples, details, and elaborations to get a better understanding of their perspective and how it aligns with your salon’s values.

Discussion on Experience and Values: Inquire about their past experiences in the salon industry, their approach to hairstyling, and how they prioritize values such as teamwork, customer service, and continuous improvement in their work.

Aligning with Salon Culture: Discuss how they perceive your salon’s culture based on their initial interactions and if they believe they would be a good fit within your team.

If the Phone Call Goes Well: Shout outs could include praising the candidate’s communication skills, enthusiasm for the role, alignment with your salon’s values, and how well you connected during the conversation.

If the Vibes Aren’t There: If the connection doesn’t feel right during the call, it’s essential to be honest but respectful. Thank them for their time, mention that you’ll be reviewing all candidates, and politely indicate that you may not move forward with their application.

4.MEET IN PERSON AT YOUR STUDIO

By inviting the candidate for an in-person coffee chat at your salon studio, You not only continue to evaluate their suitability for the role but also offer them a glimpse Into the daily workings of your salon and the potential for them to become part of your team. You can observe their interpersonal skills by offering a tour of your studio and creating a relaxed conversation which encourages open dialogue. This in-person meeting allows you and the candidate to gauge compatibility, assess how they envision themselves within your salon environment, and determine whether they can seamlessly integrate into your team. It serves as a pivotal stage in the hiring process, providing firsthand experience and real-time interaction to solidify the candidate’s alignment with your salon’s values and atmosphere.

5.OFFER A PAID SHADOW DAY

To further enhance the candidate evaluation process and elevate industry standards, consider offering a paid shadow day. By compensating the candidate for their time and effort, you not only showcase your salon’s commitment to fair practices but also respect the value of their skills and contributions. Keep the payment process simple, such as providing an e-transfer at the end of the day or incorporating the payment into their first official paycheck after hiring.

This practice not only emphasizes professionalism but also sets a positive tone for the candidate-employer relationship from the outset.

The shadow day is an opportunity to experience your salon’s daily operations, the unique atmosphere, and the work dynamics firsthand. They can observe client interactions, teamwork dynamics, and hairstyling tasks, allowing you to assess their alignment with your salon’s values and culture. Additionally, for candidates applying for hairstyling roles, consider arranging for them to work on a model to showcase their skills.If they are looking to apprentice, observing how they collaborate with you throughout the day can provide valuable insights into their work ethic and potential fit within your team.

6.WELCOME TO THE TEAM!

Welcoming a new employee to the team on a 3-month probationary period is a valuable step in the hiring process that allows both parties to assess the working relationship and environment. During this period, the new employee can acclimate to the salon’s culture, processes, and team dynamics while demonstrating their skills and alignment with your values. It provides an opportunity for ongoing feedback, training, and support to help the employee integrate smoothly into their role. For the employer, the probationary period serves as a trial period to evaluate the employee’s performance, collaboration with the team, and overall fit within the salon. Clear expectations, goal-setting, and regular check-ins can facilitate open communication and constructive feedback to address any areas of improvement or growth. At the end of the probationary term, a comprehensive evaluation can guide the decision to confirm the employee’s permanent position, ensuring that both the salon and the new team member are well-aligned for long-term success.

Over the past decade, I’ve honed my hiring and training strategies. Here are some key insights I’ve gained along the way that I hope can benefit you:

PRIORITIZE CULTURAL FIT

Look beyond just skills and experience; prioritize employees who align with your salon’s culture, values, and work ethic. A positive cultural fit fosters an energized work environment and enhances team collaboration.

EFFECTIVE COMMUNICATION IS KEY

Clearly communicate job expectations, roles, and responsibilities during the hiring process and beyond. Encourage open dialogue, provide feedback, and address any issues promptly to maintain a healthy and transparent workplace.

INVEST IN TRAINING AND DEVELOPMENT

Offer continuous learning opportunities and mentorship programs to help team members enhance their skills, stay motivated, and grow professionally. A culture of learning also boosts team morale and engagement.

ENCOURAGE TEAM BONDING

Organize team-building activities, social events, or regular meetings to foster camaraderie and strengthen relationships among team members. A connected team is more likely to collaborate effectively and support each other in achieving salon goals.

PROMOTE A POSITIVE WORK ENVIRONMENT

Create a welcoming and inclusive workplace where team members feel valued, respected, and supported. Encourage a healthy work-life balance, recognize achievements, and address any conflicts or issues promptly to maintain a positive atmosphere.

EMBRACE FEEDBACK AND CONTINUOUS IMPROVEMENT

Welcome feedback from both clients and team members to identify areas for growth and innovation. Implement regular performance reviews, constructive feedback sessions, and action plans for improvement to ensure ongoing success and development within your team.

LEAD BY EXAMPLE

As a salon owner, exemplify professionalism, empathy, and dedication to inspire your team. Lead with integrity, demonstrate a strong work ethic, and show appreciation for your team’s efforts to cultivate a culture of excellence and mutual respect.

By integrating these strategies into your hiring process and team-building efforts, you can create a cohesive, motivated, and high-performing team that not only excels in delivering exceptional salon services but also contributes to a positive and fulfilling work environment for everyone involved.

Things You Need to Hear.. because I needed to too…

TRUST YOUR INSTINCTS

If an employee doesn’t feel like the right fit, it’s better to part ways sooner rather than later.

SET A PROBATION PERIOD ALERT

Schedule a reminder two weeks before the end of the 3-month probation to give yourself ample time to assess and make decisions.

TALENT DOES NOT ALWAYS EQUAL FIT

Just because someone is highly skilled doesn’t mean they align with your salon’s culture and values.

PROFITABILITY DOESN’T DICTATE FIT

While someone may bring in revenue, it’s essential to consider if they truly contribute positively to your team and work environment. Remember, each team member plays a crucial role in shaping your salon’s success, making thoughtful andinformed hiring decisions is essential for long-term growth and harmony within your team.

Thanks for diving into this guide, packed with insights from my 10+ years of experience in hiring and training salon team members. I trust these tips will help you build a solid team that vibes with your salon’s energy and values. Remember, it’s not just about services you offer; it’s about the team you create. So, focus on finding the right fit, keep communication open, and nurture a positive work environment. Embrace feedback, lead by example, andwatch your team grow and succeed. Let’s collectively work to elevate the salon industry into positive community! Take action now to put these ideas into practice and see your salon team thrive.

Here’s to crafting a team that truly inspires!