In the UK beauty industry, where talent shapes trends and excellence is non-negotiable, the importance of making the right hires cannot be overstated. A bad hire not only has a financial cost but can also disrupt the harmonious rhythm of your organisation. It is estimated that the cost of a bad hire is three times the annual salary, That’s a staggering £105,000 based on the UK average salary of £35,000. So, what can you do to avoid a bad hire?
1. Define Your Brands EVP (Employer Value Proposition)
Before delving into the hiring process, have a crystal-clear understanding of your organisation’s culture and employer brand. Define its personality, values, and unique selling points. This clarity will serve as a compass, guiding you to candidates who align seamlessly with your brand identity.
2. Craft Detailed Job Descriptions
A precise job description is your first line of defence against bad hires. Clearly outline the skills, qualifications, and cultural fit you’re seeking. Specify the areas of expertise required, whether it’s for marketing, e-commerce or front-of-house beauty advisors.
3. Leverage Industry-Specialists
Work with industry-specialist recruitment agencies, they have access to top talent and can shortlist candidates for you, saving you time and resources interviewing only relevant candidates, avoiding the costly repercussions of a bad hire.
4. Use a Competency-based Interview Style
Move beyond generic interview questions. Using competency-based questions in interviews helps hiring managers see the real deal – candidates’ practical skills, how they handle challenges, and what kind of team players they are. It keeps things fair, aligns with the job needs, and gives a sneak peek into future success on the job.
5. Assess Cultural Fit
Cultural fit is paramount to ensure that a new hire doesn’t rock the boat or want to jump ship as soon as they start. Your team must resonate with your brand’s ethos and company culture. During interviews, delve into a candidate’s values, teamwork experience and what they are looking for in a future employer.
6. Background Checks and References
Don’t underestimate the value of background checks and references. Verify qualifications, work history, and seek feedback from previous employers. This step adds an extra layer of assurance that you’re making an informed decision.
7. Embrace Trial Periods
Consider implementing trial periods or freelance projects before committing to a permanent hire. This allows you to assess a candidate’s performance in real-time and ensures a mutual fit for both parties.
In conclusion, planning ahead and dedicating time and effort to find the perfect fit for your team is an investment that pays dividends. It’s not just about avoiding financial pitfalls; it’s about cultivating a workplace where talent thrives, and your company’s culture and reputation stand strong in the long run.
If you need help with recruiting for your team, 24 Seven is a specialist recruitment business for the beauty industry. We can offer expert advice on hiring temporary or permanent staff for your business, to find out more please send an email to [email protected] and we can help you with your talent acquisition strategy.
