Many salon leaders are on the hunt for the perfect stylist to complete their team, but there’s one small problem…
They don’t always realize the impression they’re setting when somebody comes in to meet them.
Listen, we know you want candidates to get a sense of what it’s like working for you and in your space, but it can go awry fast.
So today, we’re breaking down what today’s top stylists are looking for during salon interviews and how you can make sure the candidate is the right fit.
What today’s top stylists look for in a salon interview
Culture
This one should come as no surprise. Today’s top stylists get to be picky and the defining factor for the majority is salon culture.
Why? They want to work in a place that makes them feel confident and comfortable. And most of them can tell right when they walk in whether they’ll be a culture fit or not as soon as they walk in the door.
No, it’s not your decor or your signage. It’s how your team members treat them. If your candidate feels uncomfortable or like you’re pushing too much too soon on them, they’ll look for another location.
A few simple rules to keep in mind:
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Don’t make sarcastic comments or inside jokes. Your team might be comfortable with it, but this new person isn’t in the know and this can make them feel left out.
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Don’t try to show that we’re all friends here. Yes, you can absolutely be friendly with your team and yes, your team can be welcoming (more on this in a second), but over-the-top friendliness is a turnoff.
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Leave the “You better love our culture or you’re out” mindset at the door. This is an opportunity for you both to get to know each other, so come with an open mind.
A true welcome
The last thing anybody wants when they walk into somewhere new is to feel like they aren’t welcome. If your team gives the candidate the cold shoulder or the side eye when they walk in, that person won’t want to be a part of your business.
Let your team know the candidate is coming, ask them to say hi, shake their hand, and give them a smile. If they’re with a client when the person arrives, ask them to just say hey and welcome them.
A simple, warm welcome can make a huge impact on a candidate.
A growth path
Today’s top stylists crave a clear, finalized growth path that says precisely where they’ll be in six months, a year, and more. They’re not looking for self-study options or go at your own pace. Make sure to lay out how they’ll progress and grow while working for you at the interview.
(Don’t have a growth path for your team? Check out Thriving Leadership Method to get started!)
Being seen as a person
Most salon leaders ask newer stylists how they liked school, when they’ll pass their state boards, why they picked their salon…but rarely anything about them.
Think of it this way: if you’re going to spend 32–40 hours with somebody, you would want to know them as a person, right?
Today’s top stylists want to be seen as a whole person with hobbies and relationships and interests, not just a cog in your machine.
9 questions to ask candidates in salon interviews
But how do you uncover those layers to see your candidate as a person, not just another stylist?
Start off by making them comfortable at the beginning of the interview. Introduce yourself, mention how excited you are to meet them, and, if it fits your brand, explain that you’re a non-traditional interviewer. It takes a load off the candidate’s shoulders.
Then try giving them a genuine compliment. Maybe you like their earrings, you have the same shirt and you love it. It doesn’t matter what, but find something to compliment them on. It shifts the gear from “Hello. I. Am. Here. For. An. Interview,” to “Hey, I can’t wait to chat with you.”
This shift is important because this is where the true person underneath the nerves and practiced interview responses lives. If somebody is comfortable with you, you’ll get a true sense of their personality.
So what questions should you ask?
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What would being a stellar team member look like for you? Let the candidate qualify what they think success looks like
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What are you looking to achieve with this opportunity?
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What are your professional goals? There’s no right or wrong answer, just the honest truth
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What do you feel you learned a lot about in school? What do you have left to learn?
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How do you plan to market yourself if you work at this salon?
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What are you looking to learn from me as your leader? If somebody does not want to learn from you as their leader, they are not for you. Even if they’re a booth renter, they should come in looking to collaborate and learn. That’s what a team player looks like
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What would success look like for you in the next five years?
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What’s your dream income?
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What steps can you commit to taking in the next year to get closer to that income? Can I hold you accountable to that? If they smirk or say “Well, I don’t know,” they may not be accountable. If they say, “Absolutely,” you can reply “Great! I’ll make a note and if we decide to move forward, this will be one of your KPIs for the year ahead.”
Use the phrase “Tell me more” at least 10 times to help uncover the true answers beneath the surface level. That’s where the good stuff is.
Each of these questions should help you uncover more about the person you’re talking to and give you a sense of whether or not they’re the dream team member you’ve been searching for.
What should you look for in an interview as a salon leader?
There are two important things you need to consider in an interview with a candidate:
Whether you can spend 32–40 hours a week with that person
This doesn’t mean you need to be besties, but if you wouldn’t enjoy being in their company, they might not be a good fit for your business.
Whether they’re a cultural fit
You can likely train somebody who has soft skills if you’re a true leader, but you need to first make sure the personality fit is there for both you and the candidate.
Simply put, a good interview is where it feels effortless and like the culture and personality align. And with a little prep, you can guide the interview so the candidate feels welcome and excited for the opportunity to be in your space.
Want to dig deeper into how to be a true salon leader? Check out Thriving Leadership Method to learn how to set up the right structure and systems to scale!
