Ask the experts: My last salon manager didn't work out and I'm looking to recruit a new one. How can I ensure I select the best candidate this time?

Hiring a new manager is an opportunity to look at how you can improve your recruitment process. This actually starts with an ending – the exit interview with the previous employee in the role. Receiving feedback from the outgoing manager is an opportunity to learn and improve your organisational offer. Go through the following review checklist:

Does the job description accurately reflect the role and its responsibilities? If not, then update it; comments from the exit interview will help here.

Is the remuneration and benefits package that the company offers competitive with current employment market conditions?

What initial induction processes are in place to introduce the new manager to the company culture and set expectations for their performance?

What ongoing management training is in place?

What performance review processes are in place to evaluate and present feedback to maintain and improve performance?

What succession planning structures are in place for promotion and further advancement for the manager?

Once these components of HR support for the manager are brought up to date, the recruitment process can begin. Follow this recruitment checklist:

Create a wish list of the personal qualities and previous experience this new manager must have to fit the job description and company culture. This list should include “must haves” and “nice to haves” on it. The must haves are non negotiables; do not compromise on these – ever. When interviewing, use this list to tick off the candidates attributes as you go along as well as running through and discussing their CV and previous career experience.

Do a telephone interview first to eliminate candidates that don't match your requirements. Ask difficult questions such as “What is your current salary and benefits package?” early on to avoid misunderstandings later.

Ask what other roles they are applying for at other companies and at what stage their application is at. This gives you an understanding of how active they are in the market and the timings for any offer you may make.

Interview twice, if possible with some time in between to reflect on how it went and to make sure you have seen what you need to in terms of their behaviour and personality traits. The first interview could be with another senior person from your company, enabling you to get a second opinion early on in the process.

Once you are sure, make a job offer in writing – fast (always subject to satisfactory references) and close the deal.

Susie Santiago is a beauty and spa industry speaker, business coach and mentor.