get them to pay attention to our oppor-
tunities and want to work here? The
challenge in the spa industry is, for
many of our jobs we need specific types
of credentials and experience. Sure, for
some roles we can train on the job, but
when things get busy and we need
bodies to treat and serve other bodies,
it’s important that we attract people that
can step in and get the job done. Past Experiences
What types of service experiences would
it be useful for them to have had? Good
examples include experience with a large
company versus a boutique setting,
experience with celebrity clientele and
building a new client base, or maybe you
need them to have management
experience or even purchasing or sales
knowledge.
Wing It plan: Attitudes
What are the mindsets that will work
within your culture? Write down the
words that fit your team like positive
attitude, respectful, or even your team’s
favorite phrases like “all for one and one
for all.”
You would be wise to go through this
thought process for every role in the
organization. There may be some overlap,
but each role requires unique thinking and
planning. You might even find a colleague
This is one place you can’t afford to
wing it. You will be wise to set aside 30
minutes to jot down some notes about
what makes a top candidate. Doing this
will help you save time screening appli-
cants and allow you to craft a better job
post. Specifically, consider the following:
Skills
What specific skills or certifications are
needed for open positions?
who has a “Detailed to Death” plan and
see if you can edit theirs to fit your needs
rather than start from scratch.
Detailed to Death plan:
You’ve already got a good job
description in place. Good for you! But
make sure you haven’t overlooked the
current culture of your company. Often
the danger of doing a detailed map of
the ideal candidate is that it rarely gets
reviewed. For example, the candidate
that was perfect in 2007 when the
economy was strong may be different
than the perfect candidate in a recession
when it’s as important that they know
how to keep and grow their client base.
Dust off the plan and feel free to edit
based on your business today, the
marketplace, current team and
management, as well as the culture of
the company.
(coNtINUED oN PAgE 52)
Keeping your current employees happily engaged is key to reducing turnover.
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PULSE
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November 2017