Recruitment: Is Your Job Advert Actually Selling Your Salon?

Recruitment is something we talk about often at MySalonManager. We see firsthand how much the right people can make a difference to a salon, and how difficult recruitment can feel when you're trying to find them.

Why recruitment for Salons goes wrong

Too often, recruitment only starts when there’s a crisis. Someone leaves, the salon is under pressure, and suddenly the priority is to fill the gap at any cost. That’s when poor decisions get made.

“The worst time to recruit is when you’re desperate.” – Simon

A better approach is to keep the door open all the time. That doesn’t mean constantly hiring; it means making it easy for good people to find you. Even a simple careers page on your website or a pinned post or story on social media shows you’re open to hearing from like-minded hairdressers and beauty professionals

How job ads can work harder

We still see too many job adverts written as a list of requirements, or simply a list of the standard terms of employment. Basic pay, holiday, pension and commission are important, but if every salon is offering them, they don't necessarily make you stand out from the crowd.

Instead, think about what really makes your salon different. Does your advert make someone want to be part of your team? Does it give a sense of your culture? Do you offer great training and development, creative opportunities or fantastic perks? What makes you different from the salon down the road?

“Think of job ads as an invitation, not a list of must-haves.” – Raymond

By shifting the language, you don't just advertise a vacancy; you start to sell the opportunity. Something like “We’re welcoming hairdressers to join our amazing team,” feels very different from “We’re recruiting stylists.” After all, we are in the business of creating welcoming salons.

Focus on people, not just CVs

Skills can be developed. Attitude, personality and cultural fit are much harder to teach. It’s tempting to get carried away with a glossy CV or an impressive trade test, but the hires who last are usually the ones who fit your culture. Clients notice it too; when your team gels, the atmosphere is better, and so is the service. Chairs get full, and the rest comes down to how well you control your margins. Two other things that make recruitment smoother:

• Talk money early. A quick conversation about expectations saves time and avoids awkward surprises later

• Support new starters. Recruitment doesn’t end when someone signs a contract. Having a simple plan for their first few months helps them settle and stay.
  

Final thought

Recruitment will never be effortless. There is no silver bullet. But it doesn’t need to be overwhelming. With consistency, honesty and a clear process, you can turn it into one of the strongest growth tools in your business. The best recruitment isn't about filling an empty chair. It's about finding the right person to help your salon grow.

We hope these ideas spark a few thoughts for your own salon.

Simon & Raymond Struggling to control your margins? Why not take advantage of our free 20‑minute strategy call? It’s a quick way to get clarity on your numbers and see what’s possible for your salon. Click here to find out more.