Ep. 42 - Make A Job Application That Filters People Out

I pulled up my job applications from the last six months. 12 people had applied for an esthetician position at my spa.

One simple question eliminated 9 of them immediately.

Not because they gave the wrong answer. Because they couldn't be bothered to Google something.

And that tells me everything I need to know about how they'll show up for work.

Let me show you exactly how this works.

The Two Mistakes That Flood Your Inbox with Wrong People

I see spa owners make two critical mistakes when hiring:

Mistake #1: Asking for resumes

They copy-paste a generic template from ChatGPT or Indeed. They add their logo, list a few tasks and requirements, post it, and wait. Then one of two things happens: They get FLOODED with applications from people who have no business working in their spa, or they get NO applications at all.

Mistake #2: Trusting their gut feeling

Someone sends in a resume that looks great on paper. Certifications, years of experience, glowing references. "This person is perfect!" you think.

Three months in, you realize they can't handle constructive feedback. Or they complain constantly. Or they mope when their books aren't full.

Here's what I need you to understand: Resumes tell you almost nothing about how someone actually shows up for work.

They don't tell you how they handle stress. How they do during a slow week. If they're coachable, accountable, or drama-free.

What Harvard Business Review Says About Your Gut

Let me read you something from a Harvard Business Review article titled "How to Take the Bias Out of Interviews":

"While unstructured interviews consistently receive the highest ratings for perceived effectiveness from hiring managers, dozens of studies have found them to be among the worst predictors of actual on-the-job performance."

Translation: Your gut feeling—that thing you rely on—is actually terrible at predicting who will be a good employee.

Making decisions based on facts and data, not feelings, is so much better long-term.

I know this stings. I've been there too. The applicant who just needs a second chance. The one you could take under your wing. The one who's going to thrive in your spa if you just believe in them.

But here's the hard truth: You're not hiring someone to change them. You're hiring someone to help you, support you, give you relief. Not add more work to your plate.

What Your Application Actually Needs

This isn't a comprehensive list (we can go deeper). But this is the great place to start if you're stuck or in analysis paralysis.

1. Crystal Clear Expectations (Not a Novel)

Don't write pages and pages. Just answer: What are your non-negotiables? What is your culture like? What does success look like in this role?

For example, at The Beach House:

• You MUST work Fridays or Saturdays (no exceptions)

• You MUST be able to perform every service we offer

• You MUST be comfortable on camera (photos, videos, social media)

If someone from a medical spa background is only comfortable with facials and lasers but we do lashes and waxing? Not a fit. And I need them to KNOW that before they apply.

2. Availability Requirements

Be specific: Can you work weekends? Can you work evenings? What flexibility do you have?

I cannot tell you how many times I've hired someone, presented their schedule, and heard: "Oh, I can't work Saturdays." THAT'S EXACTLY WHAT I'M HIRING YOU FOR.

State it upfront. Save everyone the time.

3. The One Question That Changes Everything

Here it is: "What is your MBTI?"

(Myers-Briggs Type Indicator - the personality test with the four letters)

Now listen carefully: I do NOT hire or not hire someone based on their personality type. That's not what this is about.

What I'm looking for is: Did they answer the question? That's it.

How This Works in Practice

When someone wants to apply for a job at The Beach House, they click "Apply Here" and it brings them to a Google Form. The form asks basic questions about their license, availability, whether they work best on a team, if they have sales experience, if they're a self-starter, organized, able to multitask, introvert or extrovert, and their MBTI.

All their answers go into a Google Sheet. The FIRST thing I look at? The MBTI question.

The Real-Time Results

I just did this while recording. Here's what I found from 12 applications over six months:

5 people actually put their four-letter MBTI.

The other 7 said: "Peacemaker," "Focus on their attention," "IDK" (literally wrote those three letters), "NA," "I'm not sure," "Perceiving," "Understanding client satisfaction, keeping clients safe and comfortable."

Those 7 people? Automatic no.

Not because their personality type was wrong. Because they couldn't do a basic Google search to figure out what their MBTI is.

It's FREE. It takes 5 minutes. If they can fill out a job application on the internet, they can open another tab and Google something.

This tells me they're not resourceful. And I need resourceful people.

The Beautiful Filter

From those 5 remaining applicants, I then checked: Do they actually have their license?

• 1 was a duplicate

• 2 don't have their license yet

• 3 have their license

See what just happened? 12 applications → 3 legitimate candidates worth interviewing.

I just saved HOURS of my time by having a strategic application process.

Other Powerful Questions to Ask

You don't have to use MBTI. You can ask other questions that require self-awareness and resourcefulness:

"Tell me about a time you received feedback you didn't agree with. How did you handle it?"

This is gold because it tells you:

Red flags: "I've never received feedback I disagree with" (either lying or no self-awareness), immediately gets defensive in their answer, blames the person who gave them feedback.

Green flags: "My manager once told me I needed to work on time management. In the moment, I didn't love hearing it, but I asked for specific examples and I worked on it. They were right."

This shows they're coachable, open to self-reflection, willing to grow. THAT'S the mindset you want on your team.

"What do you do when your schedule isn't as full as you'd like?"

This separates the problem solvers from the complainers.

Red flags: "I'd talk to management about marketing" (putting it on someone else), "There's nothing I can do about it" (victim mentality), Eeyore energy answers.

Green flags: "I'd reach out to past clients," "I'd take product photos for social media," "I'd offer to help with a flash sale," "I'd use the downtime to organize my station and prep for when clients DO come in."

This translates to: I take ownership of my success. Not: My success is someone else's responsibility.

"Describe a time you had a conflict with a coworker. What happened and how did you resolve it?"

Look for: Are they the victim? Did they take ownership? Are they a drama starter or a problem solver?

As my sister says: are they a problem solver or a "solve-em probler"?

What You're Actually Filtering For

When you ask these questions, you're looking for:

• Resourcefulness - Can they figure things out?

• Self-awareness - Do they know their strengths and weaknesses?

• Accountability - Do they take ownership or blame others?

• Coachability - Can they receive feedback and grow?

• Problem-solving - Do they find solutions or make excuses?

These qualities matter WAY more than years of experience or certifications.

Why Fewer Applications Is Actually Better

When you implement this system, you'll get FEWER applications. That's the point. That's what you want.

I got 12 applications in 6 months. That might sound low to some people. But 9 of them were eliminated immediately because they couldn't follow basic instructions.

I'd rather have 3 solid applications from self-aware, accountable people than 50 applications from people just looking for any job.

Quality over quantity. Always.

You're Not Being Picky - You're Being Strategic

Some people will be scared off by your detailed application. Good. That means it's working.

You're setting the tone for the entire working relationship from the very beginning. You're communicating: We have standards here. We expect people to think. We value resourcefulness and self-awareness. This isn't just any job - this is a specific role with specific requirements.

The right people will see that and think: "This is exactly what I'm looking for." The wrong people will see that and move on.

Both outcomes are wins for you.

The Real Cost of a Bad Hire

A bad hire costs you time (training, managing, redoing work, dealing with drama), money (payroll, lost revenue from clients who leave, opportunity cost), and energy (emotional labor, team morale, your own mental health).

It's not worth it.

Learn from my mistakes. I've hired 9 different people across different roles. I've made every hiring mistake you can make. This system? This is what I wish I'd had from the beginning.

Your Action Step This Week

If you're planning to hire (whether that's Q2, Q3, or right now), do this:

Create your application form.

Use Google Forms (free and easy). Include:

• Basic qualifications (license, availability, etc.)

• Your clear expectations and non-negotiables

• At least 2-3 questions that require thought and self-awareness

• That one filter question (MBTI or whatever you choose)

Don't wait until you're desperate. Create it now. Have it ready.

Because when you DO need to hire, you want to attract the right people—not scramble to fill a position with whoever applies.

The Bottom Line

Your job application is not supposed to be easy. It's supposed to be EFFECTIVE.

It should attract the right people, repel the wrong people, give you real insight into who someone is before you ever meet them, save you HOURS of time, and set the tone for your working relationship.

Stop posting generic job listings and hoping the right person magically appears. Start being strategic about who you let into your inbox.

The right hire is out there. But they're buried under dozens of wrong ones if you don't have a filter.

Build the filter. Save yourself the headache. Your future self (and your team, and your business) will thank you.

Ready to hire your first esthetician the RIGHT way?

Fill out this intake form to book a free 30-minute discovery call with me. I work with spa owners who are ready to stop spinning their wheels and start building sustainable growth strategies that actually work long-term. If you're tired of the feast-or-famine cycle and ready to create predictable client flow, let's talk.

Let's map out what sustainable growth looks like for your specific spa.