Pulse November 2018 - Page 26

MEMBER PERSPECTIVES BY JAMISON STOIKE Gain and Retrain Three ISPA members share their tips for attracting and keeping top-tier service providers and managers. THE RECENTLY RELEASED ISPA 2018 U.S. SPA INDUSTRY STUDY confirms what most spa owners already know: there’s a labor shortage in the spa industry. With more than 35,000 open service provider positions and 2,500 open spa management positions, workforce issues are the hottest topic in the spa industry. Yet, some spas have found success in the tight labor market by emphasizing a thorough interview process, out-of- the-box perks and the importance of showing employees that they’re valued. This month, Pulse talked with three of those spas—Chuan Spa at the Langham, Chicago; Spa of the Rockies at Glenwood Hot Springs; and The Spa of Colonial Williamsburg—about their strategies for human resources success in 2018. Laws of Attraction Solving your spa’s workforce woes starts with a thorough hiring process that produces employees who want to be at the spa long-term. William Myers, regional director of spa for Chuan Spa, said that he’s careful to tailor each job listing to Spa of the Rockies emphasizes a good work-life balance for both managers and service providers. 24 PULSE ■ November 2018