How do beauty salons recruit employees?

An excellent employee not only brings economic benefits to beauty salons, but also is the key to brand building of beauty salons. So how should beauty salons recruit employees? First, establish the employment needs of beauty salons. When planning to recruit employees, beauty salon owners should first consider which positions to recruit employees, < P >, and choose people to make posts.

The recruitment positions in beauty salons vary according to the size. Large-scale beauty salons include: director of the hospital (shop), department foreman, beautician, beauty tutor, beauty assistant, financial manager, receptionist, logistics staff, etc. The general beauty salon recruiters should include the following three basic positions: beautician (who is also a beauty tutor), receptionist (who is also a cashier) and beauty assistant.

, then we need to describe the position first, the number of people we plan to recruit, who is the direct supervisor and what are the job responsibilities, and then make a comprehensive consideration, what are the requirements for this position, how old you are, what are the requirements for academic qualifications, what kind of work experience you need, how many times will the interview be conducted, who will conduct the interview, how long the probation period is, whether you need training in related skills, and what kind of personality you need. What kind of salary system and development space can beauty salons give, etc., so that beauty salons will not be too blind when recruiting people, and they can smoothly select the talents they need according to the requirements in advance, while subordinates can better follow the requirements of leaders when implementing the recruitment plan, without deviation, so that the whole recruitment process is orderly and convenient for beauty salons to recruit the talents they need.

, generally speaking, there are the following channels:

job fairs, professional newspapers, internet, competitor mining, internal selection, acquaintance recommendation, and beauty salons can choose these channels flexibly. Now, the advantages and disadvantages of these recruitment channels are explained:

(1) posting recruitment posters in the storefront; This method can attract job seekers at a lower cost, but the scope of recruiting talents is limited and the quality of recruitment cannot be guaranteed.

(2) posting recruitment information on the website; According to 138job,

beauticians have always been hot talents needed by enterprises. Compared with other recruitment methods, online recruitment can attract a large number of job seekers at a lower cost. And the choice of online recruitment is very wide, which greatly improves the efficiency of recruitment, and the huge talent pool ensures that enterprises can recruit their favorite beauticians.

(3) make an appointment for graduates in beauty salons;

(4) Look for advertisements for transferring beauty salons in local newspapers;

This is also an effective recruitment approach. As long as it doesn't say "Don't disturb the employees when transferring the beauty salon" in the newspaper advertisement, you can call the boss to discuss the matter of asking for their beautician, and you can give the boss some fees appropriately. Because the store is closed,

(5) it is recommended by employees or customers.