NOTES FROM Nergish

ABOUT NERGISH

Nergish Wadia-Austin is a highly regarded international hair, beauty, spa and wellness industry expert. She has been a consultant and business management trainer for over 40 years, dedicated to improving service and retail performance worldwide.

Nergish’s ability to identify and address business gaps, along with her commitment to high-performance team development and customer service excellence, make her a valuable asset for salons keen to boost revenue and improve operations. Her unique approach includes tailored training for leaders and nail, beauty and hair salon professionals.

Nergish regularly speaks at business events across the globe and is a judge for industry awards. She offers courses via www.hairandbeautyexpert.com and is CEO & founder of PHAB Service Stars: a measure of excellence for hair and beauty professionals.

Begin your recruitment journey by evaluating whether you’re hiring a nail technician to replace someone who left, or if you’re seeking to grow your business and attract more clients. The former will leave an existing clientele that needs to be considered.

Areas to consider when writing a job description:

• Job title and summary of responsibilities.

• Qualifications and experience required, and desired skills and attributes.

• Working hours and schedule.

• Salary and benefits package.

• Company culture and values.

• Opportunities for growth and advancement.

Advertisement contents:

• A catchy headline, with a brief description of the business and its reputation.

• Job title and summary of key responsibilities.

• Qualifications and experience required, and desired skills and attributes.

• Information on salary, benefits and working hours.

• Contact details and instructions on how to apply.

Steps to eliminate applicants and create a shortlist:

1. Initial screening based on CV and cover letter. 2. Phone or video interview to assess communication skills and fit within your salon. 3. In-person interview with a trusted panel (minimum of two) to assess technical skills and personality.

4. Skills assessment via a practical trade test to evaluate nail skills. This must be the same test for all.

5. Reference checks to verify past work experience and performance.

How to ensure a trade test is fair for applicants:

• Include a range of skills, such as natural nail French polish, application with a dark shade to witness quality of finish, full set of enhancements and nail art techniques.

• Set a time limit to test speed and efficiency.

• Provide the required tools, products and a model.

• Include a client consultation to assess communication and customer service skills.

Essential checks before recruiting:

• Verify qualifications and certifications.

• Check references from previous employers and/or clients.

• Conduct a background check.

• Assess personality fit within the team and salon culture.

Trial periods

A trial period allows both the employer and employee to assess fit for the role. It also provides an opportunity to evaluate skills in a real salon environment, and reduces the risk of hiring the wrong person for a permanent role.

Signing a permanent contract:

• Agree on salary, benefits and working hours.

• Outline job responsibilities and expectations in all areas, including the employee’s duties to help with marketing their column e.g. level of contribution towards your business’ social media content, cleaning etc.

• Include any non-compete or confidentiality agreements.

• Specify notice periods for termination of contract.

Unsuccessful candidates

When informing candidates that they have been unsuccessful, send a polite and personalised rejection email, providing feedback where possible to help them improve.

I hope these points will help with your future recruitment strategy. If you would like business management advice or help training your nail technicians to run their columns to increase customer spend, email me at info@hairandbeautyexpert.com