As a related practitioner in this industry, I also know how difficult it is to recruit a qualified and excellent beautician from the side of the beauty salon owner.
Generally speaking, there are only two channels to recruit reliable beauticians:
0 1 online recruitment publishes recruitment information through as many channels as possible, and the effect is good, including meituan comments and BOSS.
There is a trick to using BOSS to recruit: register all employees with company accounts, let them post recruitment information on BOSS, communicate with candidates and invite them to the store for an interview. Successful recruits will be rewarded accordingly.
This has three advantages:
1, multiple accounts release positions at the same time, and the more likely the positions are exposed;
2. Many people recruit at the same time, and the communication efficiency is higher;
3. Giving rewards is beneficial to new employees. Old employees are highly motivated and more willing to help new employees.
02 offline recruitment 1, post a recruitment advertisement at the door, not to mention the conventional recruitment methods.
2. Bring the new and the old. Employees who always bring new people are more stable.
Many beauticians, whose hometown is mostly in the countryside, will have various gatherings of relatives and friends when they go home for the New Year every year, and there is a high probability that they will meet the target group recruited by the store.
Around the New Year is also the peak of job-hopping. If beauticians generally have a high recognition of the team, it is easy to persuade interested relatives and friends to come to the store for an interview after the New Year.
Before the Chinese New Year holiday, set a recruitment target for each store, build a recruitment group specially, and report the recruitment progress in the Wang group during the Chinese New Year. For example, how many people communicate online today? How many people have met and exchanged ideas? Several stores PK each other to mobilize the atmosphere. Give a reward to the successful beautician.
Tips: Set a high recruitment reward by stages. The reward standard is as shown in the figure:
Please click to enter a picture description.
Because I have communicated once in my hometown, the pass rate of interviews and internships will be much higher.
At the same time, new employees who have their hometown in the team are more secure, and the recruiter will encourage and help new employees to stay because of the three-year recruitment reward. Therefore, the turnover rate of new beauticians will be significantly reduced.