Ep. 7 - How to Structure an Interview to Find the Perfect Esthetician (My 5-Step Process)
We've covered when to hire, where to find the best candidates, and how to avoid hiring mistakes. Now it's time to talk about the interview process.
Here's the thing: anyone can say they're great in an interview, but that doesn't mean they're the right fit.
Hiring the wrong person is expensive and frustrating, so you need a structured way to filter out bad fits and identify the best candidates.
I'm going to walk you through my personal five-step process so you can confidently hire someone who's not just good on paper, but actually a great fit for your spa.
Why Standard Interviews Aren't Enough
The problem with traditional interviews is that anyone can say the right things when they're sitting across from you. Some people are great at interviewing but struggle when it comes to actual performance.
Without a structured process, you might hire based on personality alone. And that's not always enough.
The solution? This five-step interview process that covers communication, culture, AND skill.
My 5-Step Interview Process
Step 1: The Application Process
How they apply gives you SO much insight into their work ethic and ability to follow instructions.
What to look for:
Did they complete the application?
Did they follow all the instructions on the job posting?
Do their qualifications align with your needs?
Red flags:
Incomplete or rushed application
Ignoring application instructions
Spelling and grammar errors
Step 2: The Phone Interview (Initial Personality and Communication Test)
This is short, 10-15 minutes max. A quick phone call helps you gauge their energy, communication skills, and how they sound over the phone.
Questions to ask:
What drew you to this position?
Tell me about your experience in this industry.
What's one of your biggest strengths as an esthetician?
I also like to ask silly questions just to break the ice, like "Are you a morning person or a night owl?" This helps them relax, but it also tells me when this person thrives.
Red flags:
Unenthusiastic response or lack of knowledge about your spa
Poor communication or difficulty answering simple questions
Negatively talking about past employers right away
Step 3: The In-Person Interview (Personality, Cultural Fit, and Passion)
This is when things are getting spicy! This is your chance to see if they align with your spa's values and culture.
Questions to ask:
Why do you want to work at this spa specifically?
Tell me about a time when you had a difficult client and how you reacted.
I'm specifically looking for somebody whose strengths are my weaknesses. Can you tell me about your strengths?
That last question opens the floor for them to really talk about themselves. I can see if this person is self-aware.
Red flags:
They don't know anything about your spa
They talk negatively about past clients or employers
They don't ask you any questions at the end (shows lack of interest)
You want someone who's excited about THIS job, not just looking for any job.
Step 4: The Hands-On Test (Can They Actually Perform the Job?)
A resume can't tell you how good someone is at their craft. You need to see them in action.
What I do: I have them double cleanse my face, do a facial massage, and then apply products. I'm trying to get a sense for their touch and their energy.
I always have them do it on me because I know the products they're using and I can spot things when I'm the one getting the treatment.
What to observe:
Their technique
Their bedside manner (especially!)
Their professionalism
Would I be comfortable sending my clients to them tomorrow?
Red flags:
Rushing through the service or seeming careless
Sloppy work
Poor communication with the client
Dismissing your constructive feedback
That last one is HUGE. If they dismiss your feedback or say "This is how I've been doing it for 15 years," and they're not meeting your standards now, they're not going to magically improve later.
Hiring isn't about potential. It's about performance.
Step 5: The Team Dinner (Cultural Fit and Team Input)
Some people find this a little extra, but my team loves it and it's been a HUGE help for weeding out people who aren't good fits.
This step is all about seeing how they interact in a casual setting with the rest of your team.
How I do it: I come up with 10-15 silly questions like "If any actress could play you in a movie, who would it be?" We go around and talk about them. I personally take a big step back and I'm just an observer because I've been the one interacting with them the most so far.
What to look for:
Do they engage in the conversation?
Are they aligned with your company culture and values?
Does your team seem comfortable with them?
Red flags:
They dominate the conversation or seem uninterested in other people
They seem overly competitive, interrupting others or ignoring what they say
Your team expresses concerns about working with them
Your team dynamic matters. Bringing someone in who doesn't fit culturally can cause so much unnecessary friction.
Your Next Step
Write down your top five interview questions and test them out at your next interview. Use this five-step process to evaluate professionalism, communication, cultural fit, and skill.
Grab my free esthetician job description template at AmandaLuisaConsulting.com to make sure your hiring process starts strong.
Want more help with this process?
Fill out this intake form to book a discovery call with me. I can go into so much more depth and walk you through exactly what you need.
Thanks for being here. Peace and love, my friend.
