Hiring New Spa Staff: Checking Certifications & References (Your Business Depends On It)

When hiring new staff for your spa be sure that you properly and thoroughly check both certifications and references for clinicians, aestheticians, cosmetologists, aestheticians and other professionals you are considering hiring. Of course you are going to read a person’s resume and pay close attention to them during an interview, trying to determine if they will meet the professional criteria you have, and if their personalities will be conducive to good business and if they will be a good part of your time. But in this day and age don’t take anyone’s word for anything if you haven’t checked it out carefully yourself. You business depends on it, as does the livelihood of your other employees who count on you and your good judgment to make sure that they continue with a place to work.

It is imperative to keep your spa business legal in all aspects from permits and licenses, to insurance and liability

If the applicant is in a field that requires a professional license, issued by your state or by a professional association, contact the state department or association and inquire as to whether or not the person actually has the license. Don’t assume because the applicant shows you a diploma or a physical license that it is accurate. People have been known to create fake credentials using computers and printing equipment. Make sure that your people are properly licensed. Then, if they are contractors or independent business people using or renting your space, make sure that they have any local, county or state licenses that are required to be in business or practice a profession. Bad publicity can result in negative exposure for your firm if you don’t take these precautions.

On the applicant’s resume they will have listed previous employers. Call those employers and verify that the person was employed with them. Many former employers will not give you a reference for fear of legal reprisals if they give a negative reference. They will however confirm that a person was employed for a given period of time, and many will tell you if a person is available for rehire or not. Some people do lie on their resumes and if you catch them in a lie their honesty is in question and you probably do not want to hire them.

Also do a background check of criminal records. If a person has a criminal conviction that is not necessarily a reason not to hire them. It will depend on the charge, the disposition and when it is. Everyone deserves a second chance and if a person has had a clean record for at least five years and the charge was something resulting from a youthful mistake then you may want to consider them. If however it was a serious violent act, or a crime for which there is a bad recidivism rate then you may not want to take a chance on them.

Also be sure to ask for a list of personal and professional references. Call the people listed and have short conversations with them to determine a comfort level. You are responsible for the people working in your business, so take care when hiring new people.