Recruitment for salons and spas

Hiring seasons

Hire in August and September so new stylists are settled before Navratri, Karva Chauth, Diwali and the wedding months. A second window in March and April covers summer weddings and staff who leave after their annual increment. A new branch hires its full team six weeks before opening, with the senior stylist first, because clients book with a name. Raise a requisition per opening so it closes on its own when filled.

Where salon staff come from

The ZeniaHR careers page takes applications through a multi-step form on the phone, with a resume match score split by skills, experience, role fit and education. Use it to decide whom to call for a trade test, not whom to hire; in a salon, the model's haircut decides that.

• Beauty academies and skill training institutes
• Referrals from current staff, especially for spa therapists
• Trainees from your product supplier's education program
• Walk-ins who bring a portfolio of their work
• The salon's careers page, shared on social media

Trade tests on a live model

Score hygiene as strictly as the result: tool sterilization, a clean station and whether the candidate asks about allergies. Record the scores in the screening notes, so the salon manager and the owner see the same picture before the final interview.

• Stylist: a haircut and blow-dry on a model, with a consultation first
• Colourist: a global colour or highlights, including the patch test step
• Beautician: a facial and threading, with hygiene checks
• Makeup artist: a party or bridal look within a set time
• Spa therapist: a 30-minute massage demonstration on a senior therapist
• Receptionist: a booking and billing role-play

References, verification and offers

Call the previous salon for senior roles, because a stylist's reputation with clients and colleagues matters as much as technique. Offer interview slots that fit the candidate's weekly off at their current salon, move candidates from New through to Joined on the pipeline board, and send offers on the online page where they accept or decline. For spa therapists, start police verification as soon as the offer is accepted.

How to set it up in ZeniaHR

1. Raise requisitions per branch in July for the festival and wedding season.
2. Publish roles on the careers page and share the link with academies and staff for referrals.
3. Record trade test scores and hygiene checks in the screening notes.
4. Offer weekday interview slots, and send each offer online so the candidate can accept or decline it.
5. Move accepted candidates into onboarding and start verification before joining.

Read more about recruitment in ZeniaHR.

Roles this applies to

Frequently asked questions