In a rapidly growing global spa industry one of the many challenges we face as employers is actually an age old problem. Staff recruitment and more importantly, retention is a major challenge particularly in Dubai, where the spa market is literally flooded with options and opportunities. More now than ever, the opportunities available for spa therapists, receptionists and other spa positions within the region are the best they have ever been. It seems there is no stopping the growth and demand for spas in the region, with new spas being opened seemingly by the day. This growth is great for the employee, where demand for staff is at fever pitch but becomes an increasing challenge for the companies doing the hiring.
Recruiting a team made-up completely of expats can be challenging but when you are forced into recruiting via long distance phone call for a hands-on, skilled role, this can be tricky. In this way Dubai is probably unique in that the entire team is expatriate. During therapist recruitment it is imperative to carry out a trade test, in order to assess the candidates true capabilities; their approach to client care, massage pressure and over all treatment ability, however if your candidate is from another country, then this simply isn’t an option. A candidate with great credentials on paper can arrive only to reveal themselves as an uncaring and unfriendly personality, who is never going to make a good therapist or integrate well with the rest of the spa team and although you may have spent a number of weeks or sometimes months, getting them here and a substantial amount of money on visa and recruitment charges, there is just no point in keeping someone who in the long term will hamper the operation.
Top Tip for Successful Recruitment:
‘Hire for Attitude, Train for skill’
‘Hire for Attitude, train for skill’, as the saying goes. Attitude really is the key to recruiting enthusiastic, motivated and responsible staff. You may end up bringing someone with relatively basic core therapy skills and more often than not, a fairly basic standard of English but with dedicated training a person who is anxious to progress will be a quick and keen learner and more likely to stay with the company in the longer term.
In an industry that is faced with high turnover and an ever depleting pool of good quality candidates, it has become mandatory to address effective ways of attracting new staff whilst keeping existing staff attrition to a minimum. A certain amount of staff turnover is inevitable due to the competitiveness of the spa industry. Staff move for a number of reasons: change of destination, higher salary or more attractive benefits package, higher position or to work for a different spa or hotel brand. There really is only so much you can do in this instance. But above and beyond this, what can employers do to gain and maintain employee loyalty?
Spa operators need to regularly review the salary, benefits package, working conditions, career progression and training that they are currently offering their staff. The offer should be in line with the competition but more importantly in line with their own brand values and company vision.
Consider internal promotions where feasible. This not only rewards staff for their own hard work but sends out the message to others that progression is possible and proficiency applauded.
An integral part of the spa calendar is training and development. Make sure it is well planned and scheduled in advance and delivery is kept interesting and informative. Be innovative yet flexible in your approach. Remember, people learn at different rates and learning anything new in a second language can be challenging.
Take time during regular appraisals to really listen to your staff. Encourage their feedback and use this to guide development, further learning and career progression. Give them a vision of where they can be, mentoring them towards their goal.
Promote an open communication between staff members and management, where staff feel nurtured and comfortable to grow and develop at their own pace. Team building events throughout the year can enhance team coherence whilst providing a platform for praise and reward from the management team.
Above all listen to your staff once you have them onboard. Whether they have been with you for two years or two days, their feedback is the key in maintaining a happy and efficient spa team on a long term basis.
Top Tips for Staff Retention:
- Promote from within
- Timely Appraisals
- Competitive salary & benefits package
- Ongoing Training & Development
- Positive, stimulating work environment
- Listen!
Tags: Articles, hot hoteliers, staff retention
