Ep. 9 - Your First Hire is Just the Beginning. What's Next?
You've made it through the hiring process, you've given a job offer to someone, and they've accepted it! I'm so excited for you. This is the beginning of this wonderful new phase in your business.
If you want to build a successful, scalable business, you have to think beyond just filling a role. You have to start thinking about building a team.
The Truth About Hiring (It's Not One-and-Done)
Hiring isn't just about bringing on one new esthetician and calling it a day. Your spa is always evolving, and at some point, you're going to need to hire again.
Mistakes I see people making:
They assume all their problems are solved once they hire
They don't prepare for growth
They don't set up systems that will make future hiring easier
They think the new hire can just sign papers, show up for work, and that's it
No. It's ongoing, and it can feel like you're slowing down at first. I promise you, if you just take two or three hours to sit down and write out this system, the next time you hire someone, you'll go even faster.
Hiring is an ongoing process. You have to set yourself up for long-term success so you can set up this esthetician and your overall team for that long-term success as well.
It's All About Building a Team, Not Just Filling a Role
A business with a strong team runs smoothly, even when you're not there, especially when you're not there.
If you treat hiring as just finding someone to do the work, you'll constantly struggle.
You need to create a culture where people thrive and stay long-term.
How to build a strong team:
Hire with the future in mind, not just for immediate needs
Set clear expectations, goals, and growth opportunities for your employees
Focus on team dynamics, make sure every hire fits into the bigger picture
A great team doesn't just happen. It's built intentionally.
Prepare for Growth: Onboarding and Training
A structured onboarding process sets the tone for your success and the success of your new hires.
What I Include on Day One:
A welcome packet with all the spa policies, handbook, and expectations
A rundown of what their schedule will look like for the next two weeks (shadowing period)
Daily check-ins for the first two weeks, then gradually move to weekly, then monthly
My Intense Training Process:
The first three or four days are intense training. Then I have them practice on me, on other team members, family, friends, and clients.
I communicate from the very get-go: "This training process is very quick, very intense, and I am going to be all up in your business, looking over your shoulder."
A Little Secret: I Like to Hire in Twos
This was recommended to me by a mentor. It's great because they can work on each other, they're learning while working on each other, and it creates this healthy competition. Things go so much faster.
How I Get Them Seeing Real Clients Quickly:
During onboarding, I reach out to my email list offering a steep discount to the first five people that schedule with the new esthetician. I book them back to back on a Saturday.
I ask them, "Would you prefer that I point things out as you go, or would you rather hear feedback at the end?" By the third client, I haven't had to say much. By the fifth one, they're doing it on their own.
They come in on a Monday, and by Saturday, they're working on real clients, getting tipped, making the business money.
The Self-Rating System (This Is Gold)
I have the esthetician rate themselves on a scale of 0 to 10 for each service we offer. It's a list of all our services (bikini wax, lash tint, acne facials, everything).
Oftentimes they'll rate themselves a 10 out of 10 for facials. Great! We start with facials and give them a very quick win. Then we go more in-depth on things they rated lower.
It's a very intense training that typically lasts about a month. But by the end of that very first week, she's seeing clients.
Record Everything
Make sure you're recording yourself as you do these trainings. Record yourself on video AND write everything out step-by-step. Some people are visual learners, some are audio learners, some need to read it.
This process is called making SOPs (standard operating procedures).
Create an Employee Handbook
This is SO important. We go over it on the very first day. A handbook reduces confusion and makes training so much easier.
Include:
Expectations
Client interaction guidelines
Dress code
Core values
Policies on scheduling, attendance, time off
Team communication
Social media guidelines
Think of your handbook as your spa's instruction manual. It makes everything run so much smoother.
Start Thinking About the Next Hire
If you're growing, this won't be your last hire. Start preparing now.
How to prepare for future hiring:
Keep a list of potential candidates
Update your job description and hiring process after every hire
Identify gaps in your team and start planning for that next role
Don't wait until you're overwhelmed again to start the hiring process. Stay ahead of it.
Your Next Step
Write down one process within your spa that needs improvement before hiring your next team member. Start documenting your onboarding process for future hires.
Need help creating systems that actually work?
Fill out this intake form to book a discovery call with me. We can address this head-on and really get your time back in a way that's not going to force you to pay yourself less.
I've been in your shoes. I know exactly how it feels. There's definitely a solution.
Peace and love, my friend.
