How to recruit excellent manicurists

This kind of manicurists like nail art very much, because they start with customers and enter the industry because they like it. So they work hard every day and try their best to improve their nail art, so this type is studious and can bear hardships. The disadvantage is that I am too tired of skills and ignore the improvement of communication. Are generally not good at communication.

Advantages: this kind of manicurist can be a technical store manager in the future, responsible for technical training and guidance and new technology research and development in the store.

Disadvantages: don't put it in management positions. Don't think that there is no problem with management just because you have good skills or old qualifications. Actually, that's wrong. People in the right place are called talents!

Suggestion: Pure technical talents pay more attention to whether they can make a breakthrough and improve in technology. Therefore, the vision: "We must advocate regular participation in nail art competitions and learn more from well-known domestic technical masters, otherwise we will be negative for a long time without better technical learning and breakthrough.

Second, the service sales type:

This type of manicurist is generally eloquent, and usually likes to say that she can always satisfy customers when serving them. Although her skills are average, she always performs best because of her sweet mouth and good customer mood and communication with her.

Advantages: this kind of manicurist has strong sales and service ability and can be a performance manager in the future. The performance manager is mainly responsible for the establishment of the store's monthly target turnover. Because of this confidence and advantage, there will always be a breakthrough in performance and sales service!

Disadvantages: this kind of manicurist is good at communication and flexible in thinking, and especially likes to influence the implementation of the in-store system. Therefore, a store must have at least two manicurists, otherwise it will be complacent because of its outstanding performance, so it is most important to design PK mechanism.

Suggestion: service manicurists need challenges and honors, and it is easy to improve their enthusiasm by using honor modes such as star system! Of course, they must be more responsible in the store, training sales speech and telephone and SMS marketing.

Third, the plan management type:

This type of manicurist is particularly good at solving problems in the shop. Whenever customers complain or are dissatisfied, they are always calm and calm, and finally they can solve the problem well, and they are particularly organized. They usually have a dinner party, summarize the meeting, take the lead in implementing the new system and strive to be the benchmark!

Advantages: This kind of manicurist has a strong sense of responsibility, knows people's psychological needs very well and is good at managing people. In the future, I will mainly train as a store manager, responsible for team building, team culture promotion and in-store system implementation.

Disadvantages: I don't know much about technology, because I like to organize driving and have high prestige. If I don't conduct conceptual guidance and cultural introduction, once there are ideological problems, it will affect the mentality of employees, and there will be a crisis of large-scale employee turnover.

Suggestion: this type of manicurist must hold the "year-end award mechanism" for in-store performance, similar to shares, and add more ideological education and cultural rendering. If you use it well, it is a general, and if you use it badly, it is dangerous.

Fourth, the purpose of interest:

This type of manicurist has a clear purpose from the beginning, learn to open his own shop and make money as a boss immediately! Most of these manicurists are not too nosy, mainly studying management and technology, and they are ambitious, especially for economic benefits, and will not be careless.

Advantages: once this type of manicurist finds out, he will either cooperate to open a shop or quit immediately! Because it's hard to last long if you don't cater to her goals and interests.

Disadvantages: Because you want to open your own shop, after learning something, you will probably take all your customer information, system documents and even your excellent manicurist away.

Suggestion: If she has this tendency, she should communicate more and let her know the difficulties she doesn't know about opening a shop. It is best to turn her desire to open a shop into cooperation. Of course, this is a better character. If the selfishness is too heavy, it is better to dismiss as soon as possible!

The above four types are summarized from my years of experience in planning and guiding the operation of physical stores and my contact with the nail industry in recent years, and are by no means copied. In fact, these four types of people will often meet in the process of starting a nail salon! In fact, this relationship is too big, discerning talents! Only by specifying in detail what kind of people to recruit can we recruit people and use the right people!

My four suggestions on recruitment methods:

1. If you don't know the detailed type of manicurist you want to recruit or her advantages, you will take a detour when choosing recruitment channels! Clear recruitment objectives

2. Find out where the talents you want to recruit are? For example: a professional nail school; A nail salon that is being transferred; Professional manicurists on QQ group; 58 information service websites such as Tongcheng and Jiji.com;

Clear recruitment channels

3. How to get the information of recruiting talents? For example, sign a contract with a nail school to provide cooperative services for manicurists, find a nail shop with poor business or in the process of transfer to receive manicurists in batches, find classified information websites to advertise on them, constantly participate in parties sponsored by professional manicurists QQ group, and find people who like the nail industry to cultivate themselves through the introduction of manicurists, and so on!

4. Be sure to do professional pre-job training and evaluation. How can I put it?

It seems that it is important to recruit a manicurist. In fact, retaining the manicurist is the most critical point! If an entrepreneur has just opened a new store, he will find it difficult to recruit the manicurist he needs, but he hasn't done half of it for a month or two, let alone the management requirements. Just because he is spoiled, he doesn't necessarily guarantee to stay with the manicurist. Of course, how to do a good job in pre-job training and evaluation?