Pulse March / April 2018 - Page 31

“The spa manager and I regularly visit massage schools, cosmetology schools and job fairs in Seattle and surrounding communities. We keep in touch to develop relationships...we are always recruiting!” — troy casEy, Lodging and Spa director, Afterglow Spa at Roche Harbor Resort, San Juan Island, Washington experience?” Casey questions. “A combi- nation of both is the best recipe for us.” The resort provides pre-season training each year with their anchor, Kerstin Florian, for body treatments and facials, and retail training for receptionists. “They have wonderful educators,” Casey stated. “Our new and year-round staff learn each year from the three-day training which also serves as a bonding experience for the new team.” n afterglow spa's retail partners have done a fantastic job of continuously training their rotating staff. sPa QuicK facts spa open date: July 2007 touch to develop relationships with them; we are always recruiting!” Casey has also obtained a partnership with CoolWorks.com, a staffing center and website that markets to seasonal workers. Casey told us that this has been extremely successful in attracting and gaining spa employees, and has also helped recruiting efforts in their food and beverage department. developing an Existing Workforce Even in seasonal situations, taking care to develop an employee’s potential can go a long way towards retention. Casey trusts promoting from within where she sees fit, and provides the necessary coaching and training to keep her staff on their A-game. “Three years ago, I promoted my full- time receptionist to Spa Manager, right after I was promoted from Spa Director to Lodging and Spa Director,” says Casey. “I continue to coach her and work with her directly on a day-to-day basis.” Admitting that both she and her now spa manager didn’t exactly plan this as a career choice, she claims it has been a great opportunity and learning experience for both of them. Last year, a similar transition transpired where a seasonal therapist came on board with Afterglow Spa, and was promoted to a year-round Lead Therapist, which she is now receiving coaching and training from Casey as well. When recruiting, Casey asks herself, “Is this a good fit for both of us?” By asking open-ended questions, she discovers the primary goal of the employee. “Do they want to work and make a lot of money in the season? Or are they just looking for a new and rewarding facilities/amenities: Facial suite, nail salon, three massage rooms (one is couples, hydrotherapy tub, locker rooms with steam rooms, and a relaxation lounge with beverage bar. Percentage of guests (female vs. male): 70% female vs. 30% male Number of full-time spa staff: Six (not including myself). That number grows to 20 in the peak season. Product lines used: Kerstin Florian, Pure Fiji, La Bella donna, Moroccan oil Most used marketing channel: Word of mouth! Website: rocheharbor.com/spa facebook: afterglowsparh instagram: @rocheharborresort twitter: @rocheharbor any other social media used: yelp and TripAdvisor March/April 2018 ■ PULSE 27