How to Hire & Manage an Esthetician

What is an Esthetician? A licensed esthetician is a skin care professional who has graduated from a state licensed training program, and has passed both written and practical exams of the State Board.

Most states require usually between 300 and 1,200 hours

Estheticians also take many post- graduate continuing education classes to stay up to date with the latest developments of skin care treatments.

Who to hire?

A licensed esthetician with at least 3 years experience “behind-the-chair”

Look for a CIDESCO certificate
Even states with higher licensing requirements don’t always prepare an esthetician well.

Advanced training is a good way to tell if your esthetician is dedicated.

Good presentation / communication skills

Thorough knowledge of skin histology and anatomy

A business sensibility and retail sales acumen

A passion for skincare

Desire to serve clients and administer to their needs

Esthetician must project:

A Professional Image:
- Laundered & Pressed labcoat -Clean & Short nails
-Well-groomed hair / makeup
-Minimal fragrance

Well organized

Client Focused

Neat & Tidy

Always provides proper consultation, diagnosis & recommendation

How to recruit an esthetician?

Local newspaper ads

The Internet: craigslist

Your Salon website

Personal referrals

Word-of-mouth

Cosmetology Schools

http://www.aestheticjobs.com/

The Interview Process: The Resume

Look for licensure

Look for salon experience, and number of years as a practitioner

Look for any teaching experience, or any sales and retail experience

Look for any indication of “presentation ability”, be it teaching, or sales, or consulting

*It is crucial that they know how to communicate,
suggest, offer, and recommend products as a
follow up to the treatments they deliver, and close
the sale by scheduling the next appointment

The Interview Process: Phone Interview

Listen to the voice when scheduling the interview with the potential hire. You will learn a lot!

Tell them they will be expected to:

Fill out a complete application

Bring a separate hard copy of their resume

Be prepared to take an assessment (test) on basic esthetic knowledge and principles

Be prepared to give a 10-15 minute demonstration of an esthetic technique, such as
massage (facial), exhibiting proper draping techniques, and handling of any product,
using appropriate hand movements and gestures.

Tell them they will also be evaluated on:
Their speech, delivery, and overall presentation

The Interview Process:

Screen & Qualify your candidates.
It will save you time and money, in the long run, and ensure that you hired the best esthetician possible to serve your needs.

Give them adequate time to absorb the treatment protocols, and receive adequate training to perform them on their own.

Must know how to utilize the skin analysis chart to evaluate a client’s skin type, and suggest the proper at-home care products.

Compensation & Profitability:

Salary plus small commission works well.

provide advanced education as part of their compensation package.

Benefits, 401K – Career!!

Guidelines: Lydia Sarfati’s Success at Your Fingertips

How to Manage an Esthetics Team?

Set Goals

Implementation

Accountability

Recognition

Step 1: Know your vision:

Create a mission statement:

why is this salon in business?

What are your goals?

How are you going to execute your goals?

Step2: Communicate:

Communicate Your Vision, Direction & Why

Communicate to staff how they are a vital part of helping accomplish goals.

Actively seek input from staff at all levels.

Let them know their input is important, but also be honest and truthful with them and explain that not all of their ideas will be implemented.

Step3: Implement:

Weekly Staff meetings

Take Notes – Create a Plan of Action

Create deadline for completion

Will demonstrate depth of staff input, empower staff to take on responsibility, foster staff investment in the process, hold people accountable, and profoundly move the company forward.

Step4: Accountability:

Identify specific performance goals you expect

Performance meetings so that staff understands what is expected of them.

Step5: Recognize:

Publicly recognize accomplishments and give credit to your staff for the job they have done and the effective ideas they have come up that have led to the realization of these goals.