Hiring Qualified Spa Employees: The Dilemmas a Small Business Owner Faces To Recruit Top Talent

When you start a small spa business (day spa, medical spa or otherwise), or even for existing business owners who have been in business for years, one of the biggest challenges is dealing with the problems small businesses have in recruiting staff. Since your company is not a multi-million dollar corporation, it is hard to offer the big salary and attractive benefits plans to attract top notch talent for your spa business. However, there are some things you can do to structure your business hiring structure so that you acquire the best workers possible. You just need to be truly imaginative in your approach.

Dilemma: Many small spa business owners are not able to offer tremendous lifestyle perks

Creative Solution: Make unique lifestyle a part of your recruitment offer -   There are still many people out there, especially those with families and children, who are just as concerned about quality of life in a clean and safe city or town. Whatever your location has to offer, use it to your advantage. This may include access to excellent schools, reasonably priced housing or a lower cost of living. Do some research, or call your chamber of commerce. Then put the information in print and discuss it with candidates during interviews.

Dilemma: Most small spa business owners simply cannot afford to offer comprehensive benefits packages

Creative Solution: Create your own benefits packages that will be low cost, creative and help to recruit qualified candidates – You may not be able to offer a medical and dental plan because your spa company is just too small to afford a group plan. There are a few ways to combat this issue. First, you could separate the compensation structure so that it shows a salary plus a bonus wage in lieu of benefits. By separating the two, you clearly illustrate to staff members that you care about their well being and are making an effort to address their needs. If you really want to attract (or keep) top notch employees, you may need to increase the benefits bonus paid. Also, keep in mind that there are some other benefits that make an employment package attractive. Offer benefits such as free spa treatments, family discount plans, flexible working hours, or an extra week of paid holidays.

Dilemma: Many small spa business owners are not in a position to offer all the bells and whistles

Creative Solution: Put together your own ‘extras’ package for employees – You may not be able to offer a applicant the same great benefits that a fat corporation can, but you can still offer extras! A few trends that are popular right now are “spa” days for employees – let your staff experience a new facial or body treatment. It is also good for business because they can then promote these services to your clients! You might also arrange free or discounted fitness memberships at a local gym. Lastly, talk to other small businesses in your community. Chances are you can find staff discounts at local stores and suppliers on an ongoing basis for your employees. Every little bit helps and the fact that you go out of your way to make workers secure and content, will go a long way to not only hiring top talent but make sure they do a super job representing your spa to clients.

Dilemma: Small spa businesses don’t offer enough growth incentive

Creative Solution: Offer different ways to move up in the company – The top spa talent you are trying to attract (or keep) are also ambitious. Spa technicians, aestheticians, spa managers, directors and front desk specialists all look for a position that offers potential for some growth and career advancement. Overcome this issue by stressing the opportunities within your spa business for professional development (paid courses maybe) and the prospect of developing professional skills. Maybe outline your business structure and recommend areas where new positions may open up if the spa grows to a certain size within the next 5 years. After all, if a valuable employee can really help grow your spa business, they may very well be able to create a new position for themselves.

Rest assured, there really are hundreds of qualified candidates out that that want to work for your business – especially amidst such a troubling economy. The key is to create an employment package that makes your spa and your offer attractive. It is like marketing, and you want to put your best foot forward. Take the time to develop a complete printed package and consider all the benefits and perks you can offer, both customary and original.