Hiring the wrong person costs time, money, and can damage your salon's reputation. The right hiring process helps you find candidates who have the skills, fit your culture, and will stay long-term. This guide walks through each stage—from defining the role to making the offer.
Step 1: Define the Role
Before posting anywhere, get crystal clear on what you need. A vague job leads to vague candidates.
- List specific services the role requires (cuts, color, extensions, etc.)
- Determine experience level needed (entry, mid, senior)
- Define schedule requirements (full-time, part-time, specific days)
- Clarify compensation model (commission, hourly, chair rental)
- Identify must-have skills vs. nice-to-have skills
- Consider personality traits that fit your culture
Pro tip: Write down your ideal candidate profile before looking at any applications. It keeps you objective.
Step 2: Write a Compelling Job Posting
Your job posting is a marketing piece. It should attract the right people and filter out poor fits.
- Lead with what makes your salon unique
- Be specific about compensation (ranges are fine)
- List requirements clearly—don't hide deal-breakers
- Describe your culture and team vibe
- Include growth opportunities and education perks
- Make the application process clear and simple
Step 3: Source Candidates
Don't rely on a single channel. Cast a wide net, then filter carefully.
- Post on beauty-specific job platforms like ChairTribe
- Share on your salon's social media
- Ask your team for referrals (offer a bonus)
- Reach out to local beauty schools
- Network at industry events and shows
- Consider passive candidates already working elsewhere
Pro tip: Employee referrals often produce the best hires—your team knows who'd fit.
Step 4: Screen Applications
Efficient screening saves hours of interview time. Have clear criteria before reviewing.
- Check for required licenses first (non-negotiable)
- Review portfolio or photos of work
- Look for relevant experience with your services
- Note any red flags (gaps, job-hopping, vague descriptions)
- Conduct 15-minute phone screens for promising candidates
- Move quickly—good candidates don't stay available long
Step 5: Conduct In-Person Interviews
Interviews reveal what applications can't: personality, communication, and real skill level.
- Prepare consistent questions for all candidates
- Ask behavioral questions ("Tell me about a time...")
- Have them walk through their portfolio
- Include a team member in the interview process
- Assess culture fit, not just technical skill
- Allow time for their questions—engaged candidates ask good ones
Step 6: Conduct a Working Trial
Never hire without seeing them work. A paid trial day is the most important step.
- Schedule 4-6 hours with real clients
- Observe technical skills, speed, and quality
- Watch client interactions and consultation style
- Note organization, cleanliness, and station setup
- Get feedback from clients and team members
- Pay for the trial—it's legally required and professional
Pro tip: The trial reveals reality. Someone great on paper might struggle with time management or client rapport.
Step 7: Make the Offer
When you find the right person, move fast. Good candidates have options.
- Call first, then follow up with written offer
- Be clear about compensation, schedule, and start date
- Explain benefits, education perks, and growth path
- Set a reasonable deadline for response (3-5 days)
- Be prepared to negotiate within reason
- Have a backup candidate in mind
Step 8: Verify and Finalize
Before they start, complete your due diligence and paperwork.
- Verify license status with your state board
- Check professional references (at least 2)
- Complete required employment paperwork
- Set up payroll and tax documents
- Schedule their first day and onboarding
- Notify your team about the new hire
Frequently Asked Questions
A thorough process typically takes 2-4 weeks from posting to offer. Rushing leads to bad hires; dragging it out loses good candidates. The key is being responsive—review applications daily and schedule interviews quickly.
Aim for 3-5 qualified candidates for interviews, with 2-3 doing working trials. Fewer limits your options; more becomes overwhelming. Pre-screen via phone to narrow down efficiently.
Even under pressure, don't skip the working trial. A bad hire is worse than no hire. Consider bringing in a temporary stylist or asking your team to cover while you hire properly.