The interview is where you separate qualified candidates from great ones. Beyond technical skills, you're evaluating communication, professionalism, and culture fit. These questions help you assess what matters most in a salon environment—and what candidates' answers reveal about them.
Technical Skills Questions
These questions assess hands-on abilities. Remember: you should also conduct a practical trial, but these questions reveal how candidates think about their craft.
- Walk me through your consultation process with a new client.
- How do you determine the right cut or style for a client?
- Describe a color correction you've done. What was the challenge and outcome?
- What's your approach to working with different hair textures?
- How do you stay current with trends and techniques?
- What products do you recommend most and why?
Pro tip: Ask candidates to bring photos of their work and walk you through specific pieces. Their ability to articulate their process is as important as the result.
Client Handling Questions
Client relationships make or break a salon. These questions reveal how candidates handle the interpersonal aspects of the job.
- Tell me about a time a client was unhappy. How did you handle it?
- How do you handle clients who bring in unrealistic photo references?
- Describe your approach to upselling services or products.
- How do you build long-term relationships with clients?
- What do you do when you're running behind schedule?
- How do you handle a client who doesn't tip?
Culture Fit Questions
Skills can be taught; attitude can't. These questions help you understand how candidates will integrate with your team.
- What type of salon environment do you thrive in?
- How do you handle conflict with a coworker?
- What's your ideal relationship with management?
- Describe your perfect workday.
- What motivates you beyond money?
- Where do you see your career in 3-5 years?
Practical & Situational Questions
Scenario-based questions reveal problem-solving abilities and real-world judgment.
- A client asks for a style that won't work with their hair type. What do you do?
- You notice a colleague consistently arriving late. How do you handle it?
- A client wants to drastically change their look but you think it's a mistake. What's your approach?
- How would you handle a double-booking situation?
- A client's color didn't turn out as expected. Walk me through your next steps.
Red Flags to Watch For
Some responses should give you pause. Watch for these warning signs during interviews.
- Badmouthing previous employers or coworkers
- Inability to describe specific examples of their work
- Defensiveness when asked about challenges or failures
- Lack of questions about your salon or the role
- Vague answers about why they left previous positions
- Unrealistic salary expectations without justification
The Working Trial
Always conduct a paid trial day. Interviews reveal intention; trials reveal reality. Schedule 4-6 hours where candidates work with 2-4 clients under your observation.
- Observe their technical execution on real clients
- Watch how they interact with clients and team
- Note their organization and cleanliness habits
- See how they handle pressure and time management
- Get feedback from clients and staff
Pro tip: Pay for trial shifts—it's legally required in most states and shows you're a professional operation.
Frequently Asked Questions
Plan for 30-45 minutes for the interview itself, plus time to review their portfolio. The working trial is separate and typically 4-6 hours.
Include at least one team member in the process. They'll catch things you miss and their buy-in helps with onboarding. But don't overwhelm candidates with a panel.
Aim for 3-5 qualified candidates. Fewer limits your options; more becomes overwhelming. Pre-screen via phone or portfolio review first.