JUN 2017

DAYSPA is the business resource for spa & wellness professionals! Each issue covers the latest in skin care, spa treatments, wellness services and management strategies.

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[ 68 ] • # dayspamagazine • june 2017 © GETTY IMAGES 2 WRITE THE PERFECT LENGTH When it comes to writing job specs, less is not more. "Unfortunately, many spa owners use vague descriptions that are only about a paragraph in length," says Soukup. A job description has two purposes: It helps you write eff ective job ads, and can also serve as a blueprint for managing an employee once hired. Soukup recommends creating an in-depth overview of the position that includes the responsibilities, skills and characteristics you expect from the individual. Outline the reporting relationship; pay structure, such as hourly, salary or commission; working hours; and personal standards, including dress code or behavior expectations. As you create the ad, use the overview to craft a bulleted list of responsibilities and skills to use once you've hired the right person. 3 BE UPFRONT ABOUT CRITICAL DUTIES Selling retail items and doing laundry may sound like reasonable parts of the job to you, but do candidates know that? Prospective employees need to understand the role before they sign on, says Soukup. "What are their specifi c duties, and what are your performance measures and expectations?" she asks. "You don't want someone coming to you on their fi rst day and griping, 'You want me to do what?!'" 4 INFUSE YOUR COMPANY CULTURE A job description should refl ect your spa's culture and mission, and one way to do that is by including lots of appropriate adjectives. Bruce Schoenberg, owner of Oasis Day Spas in New York City and Westchester, New York, likes to use inspirational words like "fi rst class," "stress free," "exceptional" and "valued." "We're looking for the right people," he says. "These descriptions ask candidates, 'Do you have the right stuff ?'" 5 AVOID GENDER BIAS Although adjectives are useful, make sure they don't unintentionally exclude certain candidates. Nearly 70 percent of job ads contain gender- biased wording, according to research from ZipRecruiter. The job search site notes, for example, that action words promoting competition, such as "strong," "ambitious" and "assertive," have been shown to attract more male applicants, whereas words promoting inclusiveness, like "nurture," "thoughtful" and "concerned," attract more females. Gender-neutral wording, such as "exceptional" or "focused," has been shown to receive 42 percent more responses. To strike the right balance, ask yourself, "Does this word overly suggest competitiveness or belonging?" Limit your use of adjectives, or combine masculine and feminine words in the same ad. back to basics

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