{"id":21791,"date":"2019-12-10T14:25:04","date_gmt":"2019-12-10T19:25:04","guid":{"rendered":"https:\/\/smarttan.com\/news\/?p=21791"},"modified":"2019-12-10T14:25:04","modified_gmt":"2019-12-10T19:25:04","slug":"inspired-to-hire-refine-your-staffing-approach-to-find-the-best-people-for-the-job","status":"publish","type":"post","link":"https:\/\/news.smarttan.com\/index.php\/inspired-to-hire-refine-your-staffing-approach-to-find-the-best-people-for-the-job\/","title":{"rendered":"Inspired to Hire: Refine your staffing approach to find the best people for the job"},"content":{"rendered":"

No matter how much effort you put into hiring, it\u2019s not a perfect science, and you can never fully ensure that the person you think is right for the job will turn out to be. But, with all the benefits of making the right choice, and the downfalls of making the wrong one, isn\u2019t it worth more up-front effort to improve your odds as much as possible?<\/p>\n

If you hire somebody who doesn\u2019t work out, you\u2019ll just be doing it all over again before long. That includes training and the time the new person takes to adjust to their role, in addition to the time and resources dedicated to the hiring process. On the other hand, when you hire the right person, and they succeed in their role for an extended period, you can lessen your workload and allocate your time toward continuing helping them develop. And, of course, your bottom line will improve and your customers will be more satisfied as a result of a skilled and dedicated employee.<\/p>\n

\u201cWith the time you\u2019ll save in the long run, spend a few hours up front, and dig a little, and save a month or two of resources on somebody that was never going to work out. It\u2019s not always who you hire that should be your focus, but who you don\u2019t hire,\u201d says Sun Evolutions Global Sales Trainer David McFarland.<\/p>\n

\u201cIs she a really good fit for this? Be honest with yourself. It takes work. That\u2019s the most work you should be doing. Try to avoid the hire, fire, rinse, and repeat method. That doesn\u2019t work. Change from hiring to a talent hunter \u2013 hunting for people that have really good people skills and have some talents. Switch that around in your head. You\u2019re not hiring bodies; you\u2019re recruiting talent. Sharpen your approach a little bit, and make it something where you have a bit clearer, more defined goal of what you\u2019re trying to do.\u201d<\/p>\n

What\u2019s Your Type?<\/strong><\/p>\n

Before you even start accepting applications or considering candidates, having a clear definition of what you need from an employee is the first step to finding them. Start with an open mind \u2013 it might be hard to accept, but some, or even all, of your current employees might not be a good mold. Be honest with yourself in evaluating your current staff, and if they\u2019re just squeaking by and getting the job done, but not really enhancing your business, know that you can do better!<\/p>\n

Much of your success with staffing will depend on your training and how you groom people, but that\u2019s a whole different conversation for another day. Assuming your salon\u2019s management has what it takes, the best thing you can do is find people with the right characteristics. There are some things you can change \u2013 like sales skills and industry knowledge \u2013 and others you really can\u2019t \u2013 like work ethic, motivation and personality.\u00a0<\/em><\/p>\n

\u201cWhat you\u2019re really looking for is someone who has the drive to grow and is adaptable and moldable. When people are very set in their ways, it\u2019s hard to change, but if somebody is willing to give 100 percent and try, you can pretty much mold them into anything you want. You want someone with open availability, willingness to learn, confidence, and they\u2019re very adaptable to multiple types of people,\u201d says Devoted Creations Director of Brand Development Lisa Parsons.<\/p>\n

\u201c<\/strong>I think it\u2019s important that you are looking for people that are outgoing and adaptable. In any customer service position, from salon sales to my job, you have to be able to adapt and maintain relationships with all types of people from all walks of life. It\u2019s important you have somebody who is outgoing and feels they can talk to anybody. Also, confidence \u2013 I would always pick somebody who\u2019s overly confident over someone who\u2019s shy.\u201d<\/p>\n

While work ethic, availability and reliability are obvious prerequisites, in their rush to fill a role, too many salons might be willing to budge on other factors that are vital to a tanning consultant and salesperson\u2019s success. Confidence and an outgoing personality should probably be at the top of the list. Those factors are absolutely necessities to interacting with clients and having success with sales, and they\u2019re hard to teach. So, if someone seems like a nice person and a hard worker but is obviously not outgoing, you probably don\u2019t want to make them your project. It might sound crass, but that\u2019s the way it goes in business.<\/p>\n

\u201cIf they\u2019re shy or more reserved over the phone interview or short with you, that shows their personality. It\u2019s a pretty big signal that they might not be the right fit. You can\u2019t train personality or ethics or morals. You can train somehow how to process a tan and clean a bed correctly. Take that outgoing personality or someone who\u2019s eager,\u201d says New Sunshine National Sales Manager Jason Brooks. \u201cSales experience isn\u2019t required. You can teach that if they\u2019re outgoing, personable, loyal and trustworthy.\u201d<\/p>\n

Click here to read the entire article in the latest issue of Smart Tan Magazine online.<\/a><\/p>\n","protected":false},"excerpt":{"rendered":"

No matter how much effort you put into hiring, it\u2019s not a perfect science, and you can never fully ensure that the person you think is right for the job will turn out to be. But, with all the benefits of making the right choice, and the downfalls of making the wrong one, isn\u2019t it […]<\/p>\n","protected":false},"author":2,"featured_media":21792,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[1],"tags":[],"class_list":["post-21791","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-news"],"yoast_head":"\nInspired to Hire: Refine your staffing approach to find the best people for the job - Smart Tan News<\/title>\n<meta name=\"description\" content=\"No matter how much effort you put into hiring, it\u2019s not a perfect science, and you can never fully ensure that the person you think is right for the job will turn out to be. But, with all the benefits of making the right choice, and the downfalls of making the wrong one, isn\u2019t it worth more up-front effort to improve your odds as much as possible? If you hire somebody who doesn\u2019t work out, you\u2019ll just be doing it all over again before long. That includes training and the time the new person takes to adjust to their role, in addition to the time and resources dedicated to the hiring process. On the other hand, when you hire the right person, and they succeed in their role for an extended period, you can lessen your workload and allocate your time toward continuing helping them develop. And, of course, your bottom line will improve and your customers will be more satisfied as a result of a skilled and dedicated employee. \u201cWith the time you\u2019ll save in the long run, spend a few hours up front, and dig a little, and save a month or two of resources on somebody that was never going to work out. It\u2019s not always who you hire that should be your focus, but who you don\u2019t hire,\u201d says Sun Evolutions Global Sales Trainer David McFarland. \u201cIs she a really good fit for this? Be honest with yourself. It takes work. That\u2019s the most work you should be doing. Try to avoid the hire, fire, rinse, and repeat method. That doesn\u2019t work. Change from hiring to a talent hunter \u2013 hunting for people that have really good people skills and have some talents. Switch that around in your head. You\u2019re not hiring bodies; you\u2019re recruiting talent. Sharpen your approach a little bit, and make it something where you have a bit clearer, more defined goal of what you\u2019re trying to do.\u201d What\u2019s Your Type? Before you even start accepting applications or considering candidates, having a clear definition of what you need from an employee is the first step to finding them. Start with an open mind \u2013 it might be hard to accept, but some, or even all, of your current employees might not be a good mold. Be honest with yourself in evaluating your current staff, and if they\u2019re just squeaking by and getting the job done, but not really enhancing your business, know that you can do better! Much of your success with staffing will depend on your training and how you groom people, but that\u2019s a whole different conversation for another day. Assuming your salon\u2019s management has what it takes, the best thing you can do is find people with the right characteristics. There are some things you can change \u2013 like sales skills and industry knowledge \u2013 and others you really can\u2019t \u2013 like work ethic, motivation and personality.\u00a0 \u201cWhat you\u2019re really looking for is someone who has the drive to grow and is adaptable and moldable. When people are very set in their ways, it\u2019s hard to change, but if somebody is willing to give 100 percent and try, you can pretty much mold them into anything you want. You want someone with open availability, willingness to learn, confidence, and they\u2019re very adaptable to multiple types of people,\u201d says Devoted Creations Director of Brand Development Lisa Parsons. \u201cI think it\u2019s important that you are looking for people that are outgoing and adaptable. In any customer service position, from salon sales to my job, you have to be able to adapt and maintain relationships with all types of people from all walks of life. It\u2019s important you have somebody who is outgoing and feels they can talk to anybody. Also, confidence \u2013 I would always pick somebody who\u2019s overly confident over someone who\u2019s shy.\u201d While work ethic, availability and reliability are obvious prerequisites, in their rush to fill a role, too many salons might be willing to budge on other factors that are vital to a tanning consultant and salesperson\u2019s success. Confidence and an outgoing personality should probably be at the top of the list. Those factors are absolutely necessities to interacting with clients and having success with sales, and they\u2019re hard to teach. So, if someone seems like a nice person and a hard worker but is obviously not outgoing, you probably don\u2019t want to make them your project. It might sound crass, but that\u2019s the way it goes in business. \u201cIf they\u2019re shy or more reserved over the phone interview or short with you, that shows their personality. It\u2019s a pretty big signal that they might not be the right fit. You can\u2019t train personality or ethics or morals. You can train somehow how to process a tan and clean a bed correctly. Take that outgoing personality or someone who\u2019s eager,\u201d says New Sunshine National Sales Manager Jason Brooks. \u201cSales experience isn\u2019t required. You can teach that if they\u2019re outgoing, personable, loyal and trustworthy.\u201d Click here to read the entire article in the latest issue of Smart Tan Magazine online.\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/news.smarttan.com\/index.php\/inspired-to-hire-refine-your-staffing-approach-to-find-the-best-people-for-the-job\/\" \/>\n<meta property=\"og:locale\" content=\"en_US\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"Inspired to Hire: Refine your staffing approach to find the best people for the job - Smart Tan News\" \/>\n<meta property=\"og:description\" content=\"No matter how much effort you put into hiring, it\u2019s not a perfect science, and you can never fully ensure that the person you think is right for the job will turn out to be. But, with all the benefits of making the right choice, and the downfalls of making the wrong one, isn\u2019t it worth more up-front effort to improve your odds as much as possible? If you hire somebody who doesn\u2019t work out, you\u2019ll just be doing it all over again before long. That includes training and the time the new person takes to adjust to their role, in addition to the time and resources dedicated to the hiring process. On the other hand, when you hire the right person, and they succeed in their role for an extended period, you can lessen your workload and allocate your time toward continuing helping them develop. And, of course, your bottom line will improve and your customers will be more satisfied as a result of a skilled and dedicated employee. \u201cWith the time you\u2019ll save in the long run, spend a few hours up front, and dig a little, and save a month or two of resources on somebody that was never going to work out. It\u2019s not always who you hire that should be your focus, but who you don\u2019t hire,\u201d says Sun Evolutions Global Sales Trainer David McFarland. \u201cIs she a really good fit for this? Be honest with yourself. It takes work. That\u2019s the most work you should be doing. Try to avoid the hire, fire, rinse, and repeat method. That doesn\u2019t work. Change from hiring to a talent hunter \u2013 hunting for people that have really good people skills and have some talents. Switch that around in your head. You\u2019re not hiring bodies; you\u2019re recruiting talent. Sharpen your approach a little bit, and make it something where you have a bit clearer, more defined goal of what you\u2019re trying to do.\u201d What\u2019s Your Type? Before you even start accepting applications or considering candidates, having a clear definition of what you need from an employee is the first step to finding them. Start with an open mind \u2013 it might be hard to accept, but some, or even all, of your current employees might not be a good mold. Be honest with yourself in evaluating your current staff, and if they\u2019re just squeaking by and getting the job done, but not really enhancing your business, know that you can do better! Much of your success with staffing will depend on your training and how you groom people, but that\u2019s a whole different conversation for another day. Assuming your salon\u2019s management has what it takes, the best thing you can do is find people with the right characteristics. There are some things you can change \u2013 like sales skills and industry knowledge \u2013 and others you really can\u2019t \u2013 like work ethic, motivation and personality.\u00a0 \u201cWhat you\u2019re really looking for is someone who has the drive to grow and is adaptable and moldable. When people are very set in their ways, it\u2019s hard to change, but if somebody is willing to give 100 percent and try, you can pretty much mold them into anything you want. You want someone with open availability, willingness to learn, confidence, and they\u2019re very adaptable to multiple types of people,\u201d says Devoted Creations Director of Brand Development Lisa Parsons. \u201cI think it\u2019s important that you are looking for people that are outgoing and adaptable. In any customer service position, from salon sales to my job, you have to be able to adapt and maintain relationships with all types of people from all walks of life. It\u2019s important you have somebody who is outgoing and feels they can talk to anybody. Also, confidence \u2013 I would always pick somebody who\u2019s overly confident over someone who\u2019s shy.\u201d While work ethic, availability and reliability are obvious prerequisites, in their rush to fill a role, too many salons might be willing to budge on other factors that are vital to a tanning consultant and salesperson\u2019s success. Confidence and an outgoing personality should probably be at the top of the list. Those factors are absolutely necessities to interacting with clients and having success with sales, and they\u2019re hard to teach. So, if someone seems like a nice person and a hard worker but is obviously not outgoing, you probably don\u2019t want to make them your project. It might sound crass, but that\u2019s the way it goes in business. \u201cIf they\u2019re shy or more reserved over the phone interview or short with you, that shows their personality. It\u2019s a pretty big signal that they might not be the right fit. You can\u2019t train personality or ethics or morals. You can train somehow how to process a tan and clean a bed correctly. Take that outgoing personality or someone who\u2019s eager,\u201d says New Sunshine National Sales Manager Jason Brooks. \u201cSales experience isn\u2019t required. You can teach that if they\u2019re outgoing, personable, loyal and trustworthy.\u201d Click here to read the entire article in the latest issue of Smart Tan Magazine online.\" \/>\n<meta property=\"og:url\" content=\"https:\/\/news.smarttan.com\/index.php\/inspired-to-hire-refine-your-staffing-approach-to-find-the-best-people-for-the-job\/\" \/>\n<meta property=\"og:site_name\" content=\"Smart Tan News\" \/>\n<meta property=\"article:publisher\" content=\"https:\/\/www.facebook.com\/SmartTan\" \/>\n<meta property=\"article:published_time\" content=\"2019-12-10T19:25:04+00:00\" \/>\n<meta property=\"og:image\" content=\"https:\/\/news.smarttan.com\/wp-content\/uploads\/2019\/12\/Hiring-12-10-19.jpg\" \/>\n\t<meta property=\"og:image:width\" content=\"1359\" \/>\n\t<meta property=\"og:image:height\" content=\"1000\" \/>\n\t<meta property=\"og:image:type\" content=\"image\/jpeg\" \/>\n<meta name=\"author\" content=\"smarttannews\" \/>\n<meta name=\"twitter:card\" content=\"summary_large_image\" \/>\n<meta name=\"twitter:creator\" content=\"@SmartTan\" \/>\n<meta name=\"twitter:site\" content=\"@SmartTan\" \/>\n<meta name=\"twitter:label1\" content=\"Written by\" \/>\n\t<meta name=\"twitter:data1\" content=\"smarttannews\" \/>\n\t<meta name=\"twitter:label2\" content=\"Est. reading time\" \/>\n\t<meta name=\"twitter:data2\" content=\"4 minutes\" \/>\n<script type=\"application\/ld+json\" class=\"yoast-schema-graph\">{\"@context\":\"https:\/\/schema.org\",\"@graph\":[{\"@type\":\"Article\",\"@id\":\"https:\/\/news.smarttan.com\/index.php\/inspired-to-hire-refine-your-staffing-approach-to-find-the-best-people-for-the-job\/#article\",\"isPartOf\":{\"@id\":\"https:\/\/news.smarttan.com\/index.php\/inspired-to-hire-refine-your-staffing-approach-to-find-the-best-people-for-the-job\/\"},\"author\":{\"name\":\"smarttannews\",\"@id\":\"https:\/\/news.smarttan.com\/#\/schema\/person\/722dc7049af55e0ed743d67ce9ed4819\"},\"headline\":\"Inspired to Hire: Refine your staffing approach to find the best people for the job\",\"datePublished\":\"2019-12-10T19:25:04+00:00\",\"mainEntityOfPage\":{\"@id\":\"https:\/\/news.smarttan.com\/index.php\/inspired-to-hire-refine-your-staffing-approach-to-find-the-best-people-for-the-job\/\"},\"wordCount\":892,\"publisher\":{\"@id\":\"https:\/\/news.smarttan.com\/#organization\"},\"image\":{\"@id\":\"https:\/\/news.smarttan.com\/index.php\/inspired-to-hire-refine-your-staffing-approach-to-find-the-best-people-for-the-job\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/news.smarttan.com\/wp-content\/uploads\/2019\/12\/Hiring-12-10-19.jpg\",\"articleSection\":[\"News\"],\"inLanguage\":\"en-US\"},{\"@type\":\"WebPage\",\"@id\":\"https:\/\/news.smarttan.com\/index.php\/inspired-to-hire-refine-your-staffing-approach-to-find-the-best-people-for-the-job\/\",\"url\":\"https:\/\/news.smarttan.com\/index.php\/inspired-to-hire-refine-your-staffing-approach-to-find-the-best-people-for-the-job\/\",\"name\":\"Inspired to Hire: Refine your staffing approach to find the best people for the job - Smart Tan News\",\"isPartOf\":{\"@id\":\"https:\/\/news.smarttan.com\/#website\"},\"primaryImageOfPage\":{\"@id\":\"https:\/\/news.smarttan.com\/index.php\/inspired-to-hire-refine-your-staffing-approach-to-find-the-best-people-for-the-job\/#primaryimage\"},\"image\":{\"@id\":\"https:\/\/news.smarttan.com\/index.php\/inspired-to-hire-refine-your-staffing-approach-to-find-the-best-people-for-the-job\/#primaryimage\"},\"thumbnailUrl\":\"https:\/\/news.smarttan.com\/wp-content\/uploads\/2019\/12\/Hiring-12-10-19.jpg\",\"datePublished\":\"2019-12-10T19:25:04+00:00\",\"description\":\"No matter how much effort you put into hiring, it\u2019s not a perfect science, and you can never fully ensure that the person you think is right for the job will turn out to be. 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It\u2019s not always who you hire that should be your focus, but who you don\u2019t hire,\u201d says Sun Evolutions Global Sales Trainer David McFarland. \u201cIs she a really good fit for this? Be honest with yourself. It takes work. That\u2019s the most work you should be doing. Try to avoid the hire, fire, rinse, and repeat method. That doesn\u2019t work. Change from hiring to a talent hunter \u2013 hunting for people that have really good people skills and have some talents. Switch that around in your head. You\u2019re not hiring bodies; you\u2019re recruiting talent. Sharpen your approach a little bit, and make it something where you have a bit clearer, more defined goal of what you\u2019re trying to do.\u201d What\u2019s Your Type? Before you even start accepting applications or considering candidates, having a clear definition of what you need from an employee is the first step to finding them. Start with an open mind \u2013 it might be hard to accept, but some, or even all, of your current employees might not be a good mold. Be honest with yourself in evaluating your current staff, and if they\u2019re just squeaking by and getting the job done, but not really enhancing your business, know that you can do better! Much of your success with staffing will depend on your training and how you groom people, but that\u2019s a whole different conversation for another day. Assuming your salon\u2019s management has what it takes, the best thing you can do is find people with the right characteristics. There are some things you can change \u2013 like sales skills and industry knowledge \u2013 and others you really can\u2019t \u2013 like work ethic, motivation and personality.\u00a0 \u201cWhat you\u2019re really looking for is someone who has the drive to grow and is adaptable and moldable. When people are very set in their ways, it\u2019s hard to change, but if somebody is willing to give 100 percent and try, you can pretty much mold them into anything you want. You want someone with open availability, willingness to learn, confidence, and they\u2019re very adaptable to multiple types of people,\u201d says Devoted Creations Director of Brand Development Lisa Parsons. \u201cI think it\u2019s important that you are looking for people that are outgoing and adaptable. In any customer service position, from salon sales to my job, you have to be able to adapt and maintain relationships with all types of people from all walks of life. It\u2019s important you have somebody who is outgoing and feels they can talk to anybody. 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But, with all the benefits of making the right choice, and the downfalls of making the wrong one, isn\u2019t it worth more up-front effort to improve your odds as much as possible? If you hire somebody who doesn\u2019t work out, you\u2019ll just be doing it all over again before long. That includes training and the time the new person takes to adjust to their role, in addition to the time and resources dedicated to the hiring process. On the other hand, when you hire the right person, and they succeed in their role for an extended period, you can lessen your workload and allocate your time toward continuing helping them develop. And, of course, your bottom line will improve and your customers will be more satisfied as a result of a skilled and dedicated employee. \u201cWith the time you\u2019ll save in the long run, spend a few hours up front, and dig a little, and save a month or two of resources on somebody that was never going to work out. It\u2019s not always who you hire that should be your focus, but who you don\u2019t hire,\u201d says Sun Evolutions Global Sales Trainer David McFarland. \u201cIs she a really good fit for this? Be honest with yourself. It takes work. That\u2019s the most work you should be doing. Try to avoid the hire, fire, rinse, and repeat method. That doesn\u2019t work. Change from hiring to a talent hunter \u2013 hunting for people that have really good people skills and have some talents. Switch that around in your head. You\u2019re not hiring bodies; you\u2019re recruiting talent. Sharpen your approach a little bit, and make it something where you have a bit clearer, more defined goal of what you\u2019re trying to do.\u201d What\u2019s Your Type? Before you even start accepting applications or considering candidates, having a clear definition of what you need from an employee is the first step to finding them. Start with an open mind \u2013 it might be hard to accept, but some, or even all, of your current employees might not be a good mold. Be honest with yourself in evaluating your current staff, and if they\u2019re just squeaking by and getting the job done, but not really enhancing your business, know that you can do better! Much of your success with staffing will depend on your training and how you groom people, but that\u2019s a whole different conversation for another day. Assuming your salon\u2019s management has what it takes, the best thing you can do is find people with the right characteristics. There are some things you can change \u2013 like sales skills and industry knowledge \u2013 and others you really can\u2019t \u2013 like work ethic, motivation and personality.\u00a0 \u201cWhat you\u2019re really looking for is someone who has the drive to grow and is adaptable and moldable. When people are very set in their ways, it\u2019s hard to change, but if somebody is willing to give 100 percent and try, you can pretty much mold them into anything you want. You want someone with open availability, willingness to learn, confidence, and they\u2019re very adaptable to multiple types of people,\u201d says Devoted Creations Director of Brand Development Lisa Parsons. \u201cI think it\u2019s important that you are looking for people that are outgoing and adaptable. In any customer service position, from salon sales to my job, you have to be able to adapt and maintain relationships with all types of people from all walks of life. It\u2019s important you have somebody who is outgoing and feels they can talk to anybody. Also, confidence \u2013 I would always pick somebody who\u2019s overly confident over someone who\u2019s shy.\u201d While work ethic, availability and reliability are obvious prerequisites, in their rush to fill a role, too many salons might be willing to budge on other factors that are vital to a tanning consultant and salesperson\u2019s success. Confidence and an outgoing personality should probably be at the top of the list. Those factors are absolutely necessities to interacting with clients and having success with sales, and they\u2019re hard to teach. So, if someone seems like a nice person and a hard worker but is obviously not outgoing, you probably don\u2019t want to make them your project. It might sound crass, but that\u2019s the way it goes in business. \u201cIf they\u2019re shy or more reserved over the phone interview or short with you, that shows their personality. It\u2019s a pretty big signal that they might not be the right fit. You can\u2019t train personality or ethics or morals. You can train somehow how to process a tan and clean a bed correctly. Take that outgoing personality or someone who\u2019s eager,\u201d says New Sunshine National Sales Manager Jason Brooks. \u201cSales experience isn\u2019t required. You can teach that if they\u2019re outgoing, personable, loyal and trustworthy.\u201d Click here to read the entire article in the latest issue of Smart Tan Magazine online.","robots":{"index":"index","follow":"follow","max-snippet":"max-snippet:-1","max-image-preview":"max-image-preview:large","max-video-preview":"max-video-preview:-1"},"canonical":"https:\/\/news.smarttan.com\/index.php\/inspired-to-hire-refine-your-staffing-approach-to-find-the-best-people-for-the-job\/","og_locale":"en_US","og_type":"article","og_title":"Inspired to Hire: Refine your staffing approach to find the best people for the job - Smart Tan News","og_description":"No matter how much effort you put into hiring, it\u2019s not a perfect science, and you can never fully ensure that the person you think is right for the job will turn out to be. But, with all the benefits of making the right choice, and the downfalls of making the wrong one, isn\u2019t it worth more up-front effort to improve your odds as much as possible? If you hire somebody who doesn\u2019t work out, you\u2019ll just be doing it all over again before long. That includes training and the time the new person takes to adjust to their role, in addition to the time and resources dedicated to the hiring process. On the other hand, when you hire the right person, and they succeed in their role for an extended period, you can lessen your workload and allocate your time toward continuing helping them develop. And, of course, your bottom line will improve and your customers will be more satisfied as a result of a skilled and dedicated employee. \u201cWith the time you\u2019ll save in the long run, spend a few hours up front, and dig a little, and save a month or two of resources on somebody that was never going to work out. It\u2019s not always who you hire that should be your focus, but who you don\u2019t hire,\u201d says Sun Evolutions Global Sales Trainer David McFarland. \u201cIs she a really good fit for this? Be honest with yourself. It takes work. That\u2019s the most work you should be doing. Try to avoid the hire, fire, rinse, and repeat method. That doesn\u2019t work. Change from hiring to a talent hunter \u2013 hunting for people that have really good people skills and have some talents. Switch that around in your head. You\u2019re not hiring bodies; you\u2019re recruiting talent. Sharpen your approach a little bit, and make it something where you have a bit clearer, more defined goal of what you\u2019re trying to do.\u201d What\u2019s Your Type? Before you even start accepting applications or considering candidates, having a clear definition of what you need from an employee is the first step to finding them. Start with an open mind \u2013 it might be hard to accept, but some, or even all, of your current employees might not be a good mold. Be honest with yourself in evaluating your current staff, and if they\u2019re just squeaking by and getting the job done, but not really enhancing your business, know that you can do better! Much of your success with staffing will depend on your training and how you groom people, but that\u2019s a whole different conversation for another day. Assuming your salon\u2019s management has what it takes, the best thing you can do is find people with the right characteristics. There are some things you can change \u2013 like sales skills and industry knowledge \u2013 and others you really can\u2019t \u2013 like work ethic, motivation and personality.\u00a0 \u201cWhat you\u2019re really looking for is someone who has the drive to grow and is adaptable and moldable. When people are very set in their ways, it\u2019s hard to change, but if somebody is willing to give 100 percent and try, you can pretty much mold them into anything you want. You want someone with open availability, willingness to learn, confidence, and they\u2019re very adaptable to multiple types of people,\u201d says Devoted Creations Director of Brand Development Lisa Parsons. \u201cI think it\u2019s important that you are looking for people that are outgoing and adaptable. In any customer service position, from salon sales to my job, you have to be able to adapt and maintain relationships with all types of people from all walks of life. It\u2019s important you have somebody who is outgoing and feels they can talk to anybody. Also, confidence \u2013 I would always pick somebody who\u2019s overly confident over someone who\u2019s shy.\u201d While work ethic, availability and reliability are obvious prerequisites, in their rush to fill a role, too many salons might be willing to budge on other factors that are vital to a tanning consultant and salesperson\u2019s success. Confidence and an outgoing personality should probably be at the top of the list. Those factors are absolutely necessities to interacting with clients and having success with sales, and they\u2019re hard to teach. So, if someone seems like a nice person and a hard worker but is obviously not outgoing, you probably don\u2019t want to make them your project. It might sound crass, but that\u2019s the way it goes in business. \u201cIf they\u2019re shy or more reserved over the phone interview or short with you, that shows their personality. It\u2019s a pretty big signal that they might not be the right fit. You can\u2019t train personality or ethics or morals. You can train somehow how to process a tan and clean a bed correctly. Take that outgoing personality or someone who\u2019s eager,\u201d says New Sunshine National Sales Manager Jason Brooks. \u201cSales experience isn\u2019t required. 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But, with all the benefits of making the right choice, and the downfalls of making the wrong one, isn\u2019t it worth more up-front effort to improve your odds as much as possible? If you hire somebody who doesn\u2019t work out, you\u2019ll just be doing it all over again before long. That includes training and the time the new person takes to adjust to their role, in addition to the time and resources dedicated to the hiring process. On the other hand, when you hire the right person, and they succeed in their role for an extended period, you can lessen your workload and allocate your time toward continuing helping them develop. And, of course, your bottom line will improve and your customers will be more satisfied as a result of a skilled and dedicated employee. \u201cWith the time you\u2019ll save in the long run, spend a few hours up front, and dig a little, and save a month or two of resources on somebody that was never going to work out. It\u2019s not always who you hire that should be your focus, but who you don\u2019t hire,\u201d says Sun Evolutions Global Sales Trainer David McFarland. \u201cIs she a really good fit for this? Be honest with yourself. It takes work. That\u2019s the most work you should be doing. Try to avoid the hire, fire, rinse, and repeat method. That doesn\u2019t work. Change from hiring to a talent hunter \u2013 hunting for people that have really good people skills and have some talents. Switch that around in your head. You\u2019re not hiring bodies; you\u2019re recruiting talent. Sharpen your approach a little bit, and make it something where you have a bit clearer, more defined goal of what you\u2019re trying to do.\u201d What\u2019s Your Type? Before you even start accepting applications or considering candidates, having a clear definition of what you need from an employee is the first step to finding them. Start with an open mind \u2013 it might be hard to accept, but some, or even all, of your current employees might not be a good mold. Be honest with yourself in evaluating your current staff, and if they\u2019re just squeaking by and getting the job done, but not really enhancing your business, know that you can do better! Much of your success with staffing will depend on your training and how you groom people, but that\u2019s a whole different conversation for another day. Assuming your salon\u2019s management has what it takes, the best thing you can do is find people with the right characteristics. There are some things you can change \u2013 like sales skills and industry knowledge \u2013 and others you really can\u2019t \u2013 like work ethic, motivation and personality.\u00a0 \u201cWhat you\u2019re really looking for is someone who has the drive to grow and is adaptable and moldable. When people are very set in their ways, it\u2019s hard to change, but if somebody is willing to give 100 percent and try, you can pretty much mold them into anything you want. You want someone with open availability, willingness to learn, confidence, and they\u2019re very adaptable to multiple types of people,\u201d says Devoted Creations Director of Brand Development Lisa Parsons. \u201cI think it\u2019s important that you are looking for people that are outgoing and adaptable. In any customer service position, from salon sales to my job, you have to be able to adapt and maintain relationships with all types of people from all walks of life. It\u2019s important you have somebody who is outgoing and feels they can talk to anybody. Also, confidence \u2013 I would always pick somebody who\u2019s overly confident over someone who\u2019s shy.\u201d While work ethic, availability and reliability are obvious prerequisites, in their rush to fill a role, too many salons might be willing to budge on other factors that are vital to a tanning consultant and salesperson\u2019s success. Confidence and an outgoing personality should probably be at the top of the list. Those factors are absolutely necessities to interacting with clients and having success with sales, and they\u2019re hard to teach. So, if someone seems like a nice person and a hard worker but is obviously not outgoing, you probably don\u2019t want to make them your project. It might sound crass, but that\u2019s the way it goes in business. \u201cIf they\u2019re shy or more reserved over the phone interview or short with you, that shows their personality. It\u2019s a pretty big signal that they might not be the right fit. You can\u2019t train personality or ethics or morals. You can train somehow how to process a tan and clean a bed correctly. Take that outgoing personality or someone who\u2019s eager,\u201d says New Sunshine National Sales Manager Jason Brooks. \u201cSales experience isn\u2019t required. You can teach that if they\u2019re outgoing, personable, loyal and trustworthy.\u201d Click here to read the entire article in the latest issue of Smart Tan Magazine online.","breadcrumb":{"@id":"https:\/\/news.smarttan.com\/index.php\/inspired-to-hire-refine-your-staffing-approach-to-find-the-best-people-for-the-job\/#breadcrumb"},"inLanguage":"en-US","potentialAction":[{"@type":"ReadAction","target":["https:\/\/news.smarttan.com\/index.php\/inspired-to-hire-refine-your-staffing-approach-to-find-the-best-people-for-the-job\/"]}]},{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/news.smarttan.com\/index.php\/inspired-to-hire-refine-your-staffing-approach-to-find-the-best-people-for-the-job\/#primaryimage","url":"https:\/\/news.smarttan.com\/wp-content\/uploads\/2019\/12\/Hiring-12-10-19.jpg","contentUrl":"https:\/\/news.smarttan.com\/wp-content\/uploads\/2019\/12\/Hiring-12-10-19.jpg","width":1359,"height":1000},{"@type":"BreadcrumbList","@id":"https:\/\/news.smarttan.com\/index.php\/inspired-to-hire-refine-your-staffing-approach-to-find-the-best-people-for-the-job\/#breadcrumb","itemListElement":[{"@type":"ListItem","position":1,"name":"Home","item":"https:\/\/news.smarttan.com\/"},{"@type":"ListItem","position":2,"name":"Inspired to Hire: Refine your staffing approach to find the best people for the job"}]},{"@type":"WebSite","@id":"https:\/\/news.smarttan.com\/#website","url":"https:\/\/news.smarttan.com\/","name":"Smart Tan News","description":"","publisher":{"@id":"https:\/\/news.smarttan.com\/#organization"},"potentialAction":[{"@type":"SearchAction","target":{"@type":"EntryPoint","urlTemplate":"https:\/\/news.smarttan.com\/?s={search_term_string}"},"query-input":{"@type":"PropertyValueSpecification","valueRequired":true,"valueName":"search_term_string"}}],"inLanguage":"en-US"},{"@type":"Organization","@id":"https:\/\/news.smarttan.com\/#organization","name":"Smart Tan","url":"https:\/\/news.smarttan.com\/","logo":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/news.smarttan.com\/#\/schema\/logo\/image\/","url":"https:\/\/smarttan.com\/news\/wp-content\/uploads\/2022\/08\/Smart-Tan.png","contentUrl":"https:\/\/smarttan.com\/news\/wp-content\/uploads\/2022\/08\/Smart-Tan.png","width":500,"height":164,"caption":"Smart Tan"},"image":{"@id":"https:\/\/news.smarttan.com\/#\/schema\/logo\/image\/"},"sameAs":["https:\/\/www.facebook.com\/SmartTan","https:\/\/x.com\/SmartTan"]},{"@type":"Person","@id":"https:\/\/news.smarttan.com\/#\/schema\/person\/722dc7049af55e0ed743d67ce9ed4819","name":"smarttannews","image":{"@type":"ImageObject","inLanguage":"en-US","@id":"https:\/\/secure.gravatar.com\/avatar\/c0189f76465f47ce293287354f8076bfdb83130e65538eb34fcd2cd44e9f0e53?s=96&d=mm&r=g","url":"https:\/\/secure.gravatar.com\/avatar\/c0189f76465f47ce293287354f8076bfdb83130e65538eb34fcd2cd44e9f0e53?s=96&d=mm&r=g","contentUrl":"https:\/\/secure.gravatar.com\/avatar\/c0189f76465f47ce293287354f8076bfdb83130e65538eb34fcd2cd44e9f0e53?s=96&d=mm&r=g","caption":"smarttannews"},"url":"https:\/\/news.smarttan.com\/index.php\/author\/smarttannews\/"}]}},"_links":{"self":[{"href":"https:\/\/news.smarttan.com\/index.php\/wp-json\/wp\/v2\/posts\/21791","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/news.smarttan.com\/index.php\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/news.smarttan.com\/index.php\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/news.smarttan.com\/index.php\/wp-json\/wp\/v2\/users\/2"}],"replies":[{"embeddable":true,"href":"https:\/\/news.smarttan.com\/index.php\/wp-json\/wp\/v2\/comments?post=21791"}],"version-history":[{"count":1,"href":"https:\/\/news.smarttan.com\/index.php\/wp-json\/wp\/v2\/posts\/21791\/revisions"}],"predecessor-version":[{"id":21793,"href":"https:\/\/news.smarttan.com\/index.php\/wp-json\/wp\/v2\/posts\/21791\/revisions\/21793"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/news.smarttan.com\/index.php\/wp-json\/wp\/v2\/media\/21792"}],"wp:attachment":[{"href":"https:\/\/news.smarttan.com\/index.php\/wp-json\/wp\/v2\/media?parent=21791"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/news.smarttan.com\/index.php\/wp-json\/wp\/v2\/categories?post=21791"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/news.smarttan.com\/index.php\/wp-json\/wp\/v2\/tags?post=21791"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}