Building a Team That Aligns
When I became a business owner, I had never hired a single person before. But I had recruited plenty—just not for work. My experience in building meaningful relationships taught me some universal truths about connection, and I realized those same principles could guide me in hiring. Thus, the concept of Magnetic Staff Recruitment was born.
Recruitment, like relationships, thrives on authenticity and mutual respect. It’s not about chasing candidates or convincing someone to join your team. It’s about creating an environment where the right people naturally gravitate toward you. Over time, I’ve refined my process and discovered key strategies for attracting, selecting, and retaining a team aligned with my business’s culture and mission.
The Data Behind the Process
Since launching the salon residency program in 2021, I have hired a total of 18 people. Here’s a breakdown of where they came from:
Word of Mouth (WOM): 14 hires—currently, 4 remain, with the most recent hires joining in 2022 and 2024.
Instagram: 2 hires—1 remains, hired in April 2024.
Indeed: 1 hire—still with us since 2021.
Initially, I advertised on LinkedIn and used platforms like Indeed and Instagram. However, the results were mixed. While my Indeed hire has been a strong addition, the platform often brought mismatches—candidates who were out of state, underqualified, or not aligned with our mission. For every successful hire, I conducted numerous interviews that led nowhere. Conversely, word-of-mouth referrals quickly proved to be the most efficient and reliable recruitment source.
Why Word of Mouth Works
As our culture and mission became clearer, WOM emerged as the dominant force in recruitment. Here’s why:
Cultural Alignment: WOM candidates tend to come pre-vetted by existing team members who understand the business’s high standards. Employees share opportunities only with individuals they trust and would want to work alongside. This ensures a strong cultural fit from the outset.
Enhanced by ESOP Pathways: Our Employee Stock Ownership Plan (ESOP) offers team members a stake in the business. This incentivizes them to recruit carefully, sharing opportunities only with those they believe will positively contribute to the team’s long-term success.
Refined Screening: Over time, my team and I have developed a keen eye for recognizing strong candidates through WOM. We’ve learned to spot the “red flags” early, saving time and energy.
Self-Sustaining System: A strong culture and clear mission naturally attract aligned candidates. Our WOM referrals now substantiate their interest by researching our website and social media channels before applying. Many come prepared with letters of intention and a deep understanding of what we stand for.
Evolving the Recruitment Process
Our recruitment process has grown more sophisticated alongside our team. Here’s how it has evolved:
Group Interviews: We’ve moved from one-on-one interviews to group settings, allowing us to see how candidates interact with the team. This reveals how they align with our collaborative culture.
Letters of Intention: Applicants are now required to articulate why they want to join us. This ensures they’ve done their research and are genuinely excited about the opportunity.
Selective Referrals: Our team members now discern which referrals are likely to thrive, filtering candidates before they even reach the interview stage.
Knowing When to Part Ways
The flipside of finding the right person is recognizing when it’s time to help the wrong person see the door—for their benefit and the team’s. Sometimes, it’s simply the right time for someone’s energy to part ways with our mission. Of all the employees who have left my team, I have only had to close the door on two individuals. Everyone else self-assessed the mismatch and chose to part ways on their own.
These experiences reinforced the importance of maintaining a high standard for alignment and being open about expectations from the start.
The Results
As of now, we’re preparing to onboard a new experienced stylist in January and three new graduates in February. All four hires came through WOM, and they’ve already demonstrated strong alignment with our culture during their interviews. This reflects how far our recruitment process has come.
Lessons Learned
Recruitment, like relationships, requires alignment, intention, and growth. Here are some key takeaways from my journey:
Invest in Your Culture: A strong, clear mission is the foundation of effective recruitment. When your team embodies your values, they naturally attract like-minded individuals.
Leverage Your Network: WOM is a powerful tool, especially when paired with incentives like ESOP participation. Trust your team to help build the future of your business.
Refine Your Process: As your business grows, your recruitment process should evolve. Letters of intention, group interviews, and clear expectations create a streamlined, effective system.
Quality Over Quantity: Focus on candidates who align with your mission, even if that means fewer applications. The right hire is worth the wait.
Know When to Let Go: Parting ways with team members who no longer align with your mission is necessary for maintaining a healthy and thriving culture. Approach these moments with honesty, compassion, and the best interest of all involved.
Final Thoughts
When your culture is strong, your mission is clear, and the bar is set high, the right candidates will find their way to you. Recruitment is less about searching and more about creating an environment that attracts the best people. By focusing on authenticity and alignment, you can build a team that not only supports your business but elevates it to new heights.
Let 2025 be the year you harness the power of word-of-mouth and a strong culture-driven mission to let your business naturally attract the right talent.
Happy New Year,
Kristina
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