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Filling Your Manicuring Stations
The Nail Extension
Vicki Peters
Salon owners are always on the hunt to find
a good nail tech to complement their salon and
nail techs are always looking for a good salon to
work in. So why is it such a challenge to put the
two together?
Over the years, I have received many calls
from salon owners who want a good tech but
do not know how to find one, so I thought I
would offer some tips.
Spend some effort in developing and
distributing a flyer. Design it to represent your
salon as an inviting place. Post it at every beauty
supply in town. Have a team meeting and ask
all your salon employees to share the flyers with
the techs they use when they get their nails
done. Everyone knows a nail tech that is looking
for a new salon—get the word out that you’re
looking.
Call all the nail techs people recommend
to you. If that doesn’t yield results, consider
purchasing the state board’s list of nail techs. If
you can, purchase specific zip codes and mail
them your flyers. The state board list goes to the
homes of the licensees, so you won’t be mailing
your flyers to your competition. Invite them to
an open house one evening, serve refreshments
and have your stylists join you. In a friendly
environment, they can check you out and then
you can comfortably schedule an audition or
interview privately.
When developing the flyer, keep in mind
nail techs want to know about the work situation
and environment, so you need to tell us.
Start by developing a nice flyer with the following
information on it:
• Is it an employee or independent contracting
situation?
• How much is the rent or hourly wage, etc.
• What comes with the rent: phone, cleaning
service, washer and dryer facilities?
• Are there any employee benefits?
• Can nail techs access the salon to work late or
unusual hours? (Were usually the first in and
the last to leave.)
• Is there a receptionist who handles appointments?
(Independent contractors won’t want
to give up their book.)
• If there is a receptionist and other techs, how
are new clients, walk-ins or calls assigned?
• What supplies are provided: towels, cotton,
other products?
• If products are supplied, does the tech have a
say in what is purchased?
• Is training available?
• Is a manicuring table provided?
• Are pedicure chairs provided or a quiet
private place to do pedicures?
• Does the salon have regular team meetings
and how will the nail tech participate?
• Does the salon require techs to attend trade
shows and classes and is there a budget for
this?
• Do you ask the interviewing tech to audition
so you can see the quality of their work?
• Will you require the other techs and stylists to
up sell the new tech?
• Do you have a salon menu? Do you allow the
new tech to add services to it?
If all else fails, visit your local cosmetology
school. There is going to be that one outstanding
mature nail tech that would thrive in your
salon with a little encouragement and training.
And if you’re a salon owner who doesn’t
know a thing about nails, learn. You are responsible
for the actions of anyone working in
your salon, including independent contractors.
With today’s pedicure issues, you need to know
proper protocol to protect your clients and
business.
Finding a good salon to work in is difficult.
So get out there and network—there are plenty
of good techs just waiting for your great salon to
invite them in.
Vicki Peters is a 26 year veteran master nail tech, competition champion,
judge, international educator, author and manufacturer and serves on the Nail
Manufacturer Council. For more information visit www.vickipeters.com or email
her at Vicki@vickipeters.com.
CALIFORNIA STYLIST & SALON | SEPTEMBER 2008 |