Job Placement and Recruiting for Salon Professionals: Insights from the Beauty Industry Roundtable

Feb 53 min read

The beauty industry is always evolving, and one of the most pressing concerns for salon owners and professionals alike is job placement and recruiting. During our recent Beauty Industry Roundtable, industry experts gathered to discuss the challenges, opportunities, and best practices for hiring and retaining top salon talent. Here’s what we learned.

The State of Job Placement and Recruiting

Finding the right stylist or the perfect salon job is not as straightforward as it once was. With the rise of independent stylists, salon suites, and a shift in work culture, traditional salon employment structures are changing. Despite these changes, the need for a structured approach to hiring and job searching remains essential.

ANHC PRO provides solutions to bridge this gap, including:

A job board where salon owners can post openings and job seekers can submit resumes.
A resume database sorted by state, making it easier for salon owners to find qualified candidates in their area.
Job fairs that connect salon professionals with employers and provide resources such as headshots and resume workshops.

Challenges in Recruiting Stylists

Salon owners face several hurdles when recruiting stylists, including:

Skill vs. Attitude: Many candidates possess technical skills but lack professionalism, teamwork, or a growth mindset.
Retention Issues: Once hired, stylists may leave within a few months due to misaligned expectations, compensation concerns, or a desire for independence.
Cultural Fit: Finding professionals who align with a salon’s values and environment is crucial for long-term success.

Ginette Nean, ANHC PRO Rising Stars Club Chair and an Atlanta Area based salon owner, shared her strategy for overcoming these challenges. She implements a three-step interview process:

Initial Interview – Focuses on personality, professionalism, and values.
Technical Interview – A hands-on session to evaluate how the stylist interacts with clients and executes services.
Final Interview & Review of Policies – A detailed discussion of expectations, policies, and a 90-day probationary period to assess long-term fit.

Key Hiring Strategies for Success

Define Your Ideal Candidate: Clearly outline the skills, values, and work ethic you want in a stylist. Be specific about whether you are hiring for commission-based work, booth rental, or salaried positions.
Set Clear Expectations: Establish policies, procedures, and goals from the outset to prevent misunderstandings and high turnover rates.
Prioritize Training & Development: Investing in ongoing education and mentorship helps new stylists grow into six-figure earners and boosts retention rates.
Utilize Schools & Training Programs: Building relationships with beauty schools can help identify eager, trainable talent before they enter the job market.
Evaluate Character Over Skill: Many salon owners agree that it’s easier to teach technical skills than it is to change someone’s attitude, work ethic, or ability to collaborate.

Retaining Talent in the Salon Industry

Keeping talented stylists requires just as much effort as hiring them. Experts at the roundtable emphasized the importance of creating a supportive work environment, offering career growth opportunities, and implementing team-building initiatives.

Akua Johnson, a solo salon owner, noted that balancing the demands of running a business while maintaining a high level of service can be exhausting. She expressed interest in finding a partner or assistant who shares her passion and work ethic. For salon owners like Akua, structured hiring practices and a clear delegation of responsibilities can ease the burden and create a more sustainable business model.

The Role of Salon Culture in Hiring & Retention

A salon’s culture is a critical factor in both hiring and retention. A positive work environment fosters teamwork, loyalty, and client satisfaction. If a stylist doesn’t mesh with the salon culture, their tenure is likely to be short-lived. Salon owners should:

Be clear about their salon’s values and expectations.
Implement mentorship programs to guide new stylists.
Conduct regular check-ins to ensure alignment and satisfaction on both sides.

Conclusion: Building a Thriving Beauty Business

Job placement and recruiting in the salon industry require intentional strategies, structured hiring practices, and a commitment to professional development. Whether you’re a salon owner seeking new talent or a stylist looking for the right opportunity, utilizing job boards, networking at industry events, and being clear about expectations can lead to long-term success.

ANHC PRO continues to support beauty professionals by providing job placement resources, industry discussions, and opportunities for growth. Stay connected with us for upcoming job fairs, training sessions, and networking events to elevate your career or salon business.

For more information on our job board and employment resources, visit https://www.anhcpro.org/jobs.