TALENT TOPICS CONTINUED FROM PAGE 40
P : What ’ s the best way to keep in touch with people in your pipeline ?
B : Email is a great way to stay in regular contact once you ’ ve
made the initial connection . I ’ ll keep in touch with everyone by email regularly throughout the year , and then as I find specific positions that someone would be interested in , that ’ s when I pick up the phone and say , ‘ I ’ ve got something for you right now , this is what it is .’ I also ask top candidates to update me as their situations change . We work together to find the right career opportunity over time .
P : Hiring is always competitive , especially now . So in terms of employer branding , what ’ s the best way to communicate that this is a great place to work so you can attract the top talent ?
B : Social media allows you to share updates about your spa ,
recognize your team members and recruit all at once . Celebrate the success of your staff with a simple post that ‘ This person got an award for customer service today ’ or , ‘ This person exceeded our retail sales goals this month .’ Simple organic examples with pictures like , ‘ This is our team working on Saturday and we had a great day ’ or ‘ Our team is ready to welcome you to the spa .’
Prospective employees want to see a day in the life of your spa team and just sharing what that looks like will draw people in . Add these same team photos to your company Glassdoor profile . Candidates often seek out company reviews to assess the culture , even prior to applying . Typically , it ’ s former employees that leave Glassdoor and Indeed reviews , so just asking current employees to offer an honest review is going to benefit your score .
P : How have you seen hiring or retaining talent practices evolve over the last 10 months and where do you think it ’ s going ?
B : Open and transparent communication with your team will
certainly impact retention , especially during these times of uncertainty . As far as recruitment , you ’ re going to see more applicants for your positions . For instance , we just placed an operations director and I ’ ve never seen so many truly highly qualified resumes come in so fast . Within 11 days , we had well over 200 strong applicants , and that ’ s extreme . It is a very desirable position , but I wasn ’ t expecting the immediate response or the number of executive-level candidates applying for the role . We made a great hire , but it ’ s difficult for those candidates that are just at the cusp of that level who want to take a step up . The
42 PULSE ■ JANUARY / FEBRUARY 2021