How To: Salon Recruitment Marketing In 6 Steps

Salon recruitment marketing isn’t as complicated as it used to be, yet it brings you more benefits than ever before. Attracting and keeping talented stylists demands more than posting a job ad. It’s about showing commitment, building trust, and showcasing a brand that reflects your true values. Salon recruitment marketing helps you build your digital…

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Diverse team of hairstylists

Salon recruitment marketing isn’t as complicated as it used to be, yet it brings you more benefits than ever before. Attracting and keeping talented stylists demands more than posting a job ad. It’s about showing commitment, building trust, and showcasing a brand that reflects your true values. Salon recruitment marketing helps you build your digital footprint and reach a loyal team that’s right for you.
Let’s walk through the key elements of a strong recruitment strategy that draws in talent and keeps them motivated to stay. Here’s how to do salon recruitment marketing the right way.

Key Takeaways

1. Define your ideal stylist persona to target your messaging effectively and to avoid answering questions about a job post to people who are not a good fit for your brand.
2. Showcase your salon’s unique culture online to create a sense of belonging and inspiration.
3. Build a careers page that provides clear info, real team stories, and an easy application process.
4. Manage online reviews and encourage honest feedback to build trust and credibility while showing transparency.
5. Provide a thoughtful, structured onboarding experience to help new stylists feel supported from day one.
6. Use your existing team as ambassadors by implementing a simple referral program.
7. Salon recruitment marketing is a long-term effort that can, with consistency, build your dream team.

How To: Salon Recruitment Marketing In 6 Steps

1. Define Your Stylist Persona

Before you can attract the right stylists, you need to define who you’re looking for. This means creating a style persona while being open and honest about your set of requirements. Some of the main things to consider:

  • Are they newly licensed, and how excited are they to learn?
  • Are they naturally creative and edgy, or shy and client-focused?
  • Are they a seasoned professional who has their way of doing things, or are they willing to learn some new tips and tricks?

Answering these questions and being clear about these traits helps guide your salon recruitment marketing efforts and ensures your messaging speaks directly to the people you want on your team. So, ask yourself: what is it that you’re looking for when it comes to your staff members?

2. Showcase Culture Online

Stylists today are looking for more than just a paycheck and a steady 9-5. Everyone wants a purpose, a sense of belonging, as well as a place where they feel seen & appreciated. Your salon culture is your most powerful recruiting tool, and it needs to shine through your digital presence. So, monitor your Instagram, Website, TikTok & Facebook to give potential clients insight into your salon life. Remember: you’re not just selling a job; you’re offering a lifestyle and a community. Think of it as marketing your culture, not just your services.
Here’s how to make Google Business Management for salons work!

3. Careers Page Essentials

Your careers page needs to reach a certain number of people, but it also needs to tell a story and showcase your vision. Share what your salon stands for, what growth looks like, and what sets your team apart. You can include:

A) Fun and snappy bios of your team
B) Photos
C) Testimonials
D) Education opportunities
F) Easy-to-read benefits

PS: Make sure that the application process is simple, quick & mobile-friendly.
This is one of the most overlooked aspects of salon recruitment marketing, but it can make or break a stylist’s first impression of your brand.

4. Social Proof & Google Review Management

Stylists read reviews just like clients do. Everyone wants to know what they’re signing up for and that they’ll be in good hands. Just like you might check reviews before trying a new café, potential stylists will do their own research before applying. That’s why it’s important to encourage your current team to leave honest reviews on platforms like Google and Glassdoor, and to respond to both positive and constructive feedback. This kind of social proof builds trust and shows that your salon is transparent, engaged, and open to growth. It’s also one of the simplest salon hiring tips that can make a big impact.

5. Onboarding Experience

Onboarding salon recruitment marketing ideas

Once you’ve hired a stylist, the way you welcome them can set the tone for everything that follows. A thoughtful onboarding process shows you care about their success and are ready to support them from day one (let’s be honest, we all need a bit of encouragement on day one). Create a structured first week with team introductions, training sessions, and one-on-one time with mentors. Share expectations, celebrate their arrival, and check in regularly. This way, onboarding becomes easy, as well as your stylists’ first step into something bigger.

6. Leverage Referrals from Your Existing Team

Your current team can be your best recruiters. When stylists love where they work, they’re naturally going to talk about it and spread the love. Offer a simple referral incentive, like a bonus, product reward, or paid day off for every successful hire they bring in. Word-of-mouth recruiting creates a trustworthy culture while allowing you to spend less time looking for the ideal candidate.
Right now, Indeed lists tens of thousands of hairstylist roles across the U.S, over 32,000 nationally, highlighting strong ongoing demand.

Final Thoughts

At the heart of salon recruitment marketing is a belief in people and making them feel seen. Whether you’re hiring for the first time or if this is your eleventh job post, make sure to treat everyone equally. With the right approach, you’ll find talent and shape your salons’ future.

FAQs: Salon Recruitment Marketing

Q: How do I attract good stylists to my salon?
A: Start by defining your ideal stylist, showcasing your team culture online, building a strong careers page, and offering a great onboarding experience.

Q: Why is my salon not getting applicants?
A: You might not be reaching the right audience or clearly expressing your salon’s value. Refresh your online presence, ask your team for feedback, and consider referral programs. See the areas that are lacking effort, and invest more time in your online presence.

Q: Do I need a careers page for a small salon?
A: Ideally, yes. A clear, personal careers page builds credibility and gives potential hires the information they need to feel confident applying.

Q: Should I pay for job ads or focus on organic reach?
A: Both can be helpful. Organic reach through social media and referrals is powerful, but job ads can help increase visibility when needed.

Q: How long does it take to build a strong team?
A: It takes time and consistency, but with the right salon recruitment marketing approach, you’ll attract stylists who stay, grow, and become a part of your team in the long run.

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