Recruitment in the aesthetic industry is anything but straightforward. The stakes are high; every new hire impacts not only the clinic’s culture but also patient satisfaction and, ultimately, the bottom line. So, how can clinics navigate this complex process successfully?
Fresh Members recently heard insights from top professionals in the field, to bring some strategies for mastering recruitment in the rapidly shifting employment landscape.
Why Recruitment Matters
Did you know that a bad hire could cost your clinic up to 30% of an employee’s first-year earnings? The ripple effect on team morale and patient trust can also be long-lasting. Australia’s job market is tighter than ever, with unemployment rates remaining low, giving job seekers a competitive edge.
For clinic owners, this means the traditional approaches to recruitment may no longer suffice. To stand out, you need to be agile, strategic, and willing to adapt to new ways of attracting and engaging potential employees.
Marita Hambesis, Principal Consultant with Aesthetics Recruitment Australia, emphasised to Fresh Members, “Recruitment in and of itself can be really challenging, especially within this industry.”
The Recruitment Process
Before going right into job postings, lay the groundwork:
Competitive Compensation
Evaluate your pay structure to make sure it’s competitive in the current market. Competitive pay isn’t just about attracting talent; it’s important for retention too. Ensure you’re offering attractive non-financial benefits, such as professional development opportunities, performance rewards, and flexible work options. Michelle Mexted, founder of Aesthetics Recruitment Australia explains, “The standard is usually about 10% commission for cosmetic injectors, sometimes up to 15%. Higher hourly rates with no commission are also common.”
Flexible Work Environment:
A recent survey by Seek found that a significant 65% of workers have reassessed their workplace priorities since the pandemic. Many are seeking better work-life balance, and some are even willing to take a pay cut to achieve it.
In the aesthetics industry, where treatments often require practitioners to be physically present, creating flexibility can be challenging - but it’s not impossible. While offering remote work might not be feasible, consider introducing other flexible options like shorter shifts, staggered working hours, or additional leave benefits.
Making Your Recruitment Stand Out
Creating compelling ads and leveraging multiple channels is essential. Marita suggests, “Speak to fellow business owners, speak to the employees that are currently working with you, see if they know anybody else that would like to come on board.”
It’s also critical to act quickly once applications start rolling in. Michelle highlighted the importance of speed, “If you are not moving quickly on contacting those candidates... you might find that you’ve lost them before you’ve even been able to make contact.”
Conducting Effective Interviews
How you conduct interviews can make or break your recruitment success. "Review resumes beforehand," Marita recommends. “From a cultural perspective, identify what their key values are, and how those values align with your business.”
The way you treat candidates throughout the hiring process also shapes their perception of your clinic. Providing clear communication, timely feedback, and a welcoming interview experience reflects well on your brand and can turn interviewees into advocates - even if they don’t join your team.
Prepare for interviews thoroughly and ensure that the questions you ask are designed to assess not only the candidate’s skills but also their alignment with your clinic’s culture and values. A positive interview experience sets the stage for a successful relationship right from the start.
Retention Strategies
Retaining talent in the aesthetics industry involves more than just attractive pay. It’s about creating a positive work environment, offering career development, and encouraging psychological safety. Marita says, “Having a strong development program in place is crucial. Ask your current employees for feedback... frequent check-ins allow you to tailor development opportunities.”
Recruitment in the aesthetics industry requires both strategic planning and an understanding of market dynamics. To excel, focus on creating efficient recruitment processes, building strong retention strategies, and staying competitive with compensation packages. Following these insights will help you not only find but also keep the top talent in the field, ensuring your clinic's success and reputation.