ASCP Skin Deep


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find your dream career! 43 expertadvice MIND YOUR BUSINESS Hiring new employees can be intimidating, scary, exciting, and stimulating all at the same time. You may ask yourself, "What if I fail?" "What if it doesn't work out?" "What if I have to fire someone?" "What if it does work out, and this person becomes an asset to my business?" There are always what-ifs when running a business and hiring new employees is no different. To help you move forward in the process, let's identify some best practices for talent management. WHAT IS TALENT MANAGEMENT? Hiring and firing are events that happen during a working relationship, but these are just moments in the overall process of talent management. Talent management does not begin with a job opening; you will always be developing talent within your business, beginning with you. You are always recruiting even if you do not have employees; your reputation is part of your advertisement for finding the right team members. WHEN SHOULD YOU HIRE? Some business owners are content running a sole practitioner practice. There is nothing wrong with this, but if you want to grow beyond the treatment room—and increase your impact on the community— then hiring is the best way to grow. If you are operating your treatment room at over 90 percent capacity, it's time to hire. To calculate your maximum capacity, multiply the number of treatments you can offer each day by the number of days you are open per week. For example, if you can complete five 90-minute treatments per day, and you are open five days per week, your capacity is 25 clients per week or 100 per month. If you average 90 clients per month, then it is time to hire. DO YOU ENJOY HELPING PEOPLE DEVELOP? If you enjoy helping others develop their skills, and you love seeing untapped potential realized, then you will love managing employees. Of course, managing does require accountability. But when expectations are documented and managed properly, each team member knows exactly what is required of them and how to perform their duties. It is then that management can be a rewarding experience. The best managers take responsibility for team members' professional development. Through team training, skill workshops, role playing, and advanced education, good managers help develop their team and improve their skills. VALUES-BASED HIRING Values-based hiring is one of the single most important variables when managing talent and requires seeking individuals who share the common core values of Talent Management The inside scoop on hiring and firing by Drew Coleman your business. Strong work ethic, honesty, and customer-centric culture are a few values that each candidate should be able to demonstrate from their previous positions. When interviewing, ask the candidate for examples of when they demonstrated a core value of your business. WHEN IS IT TIME TO PART WAYS? Letting someone go is more about being honest with them than just getting rid of them. Being honest when it is time to part ways means you have decided this team member no longer shares your same core values, and/or they are not performing to your designated requirements for the position. Of course, violations of policy and procedures or safety concerns would be cause for immediate dismissal, but this goes back to your core values. If you have hired, trained, and developed the right person— and given them your values and needs—it is OK to have clear expectations of them. Ask yourself, "Would I hire this person again?" If you consider this question, your answer will give you all the direction you need to move forward. Growing a team can be one of the most rewarding experiences you'll have as a business owner. If we hire new employees, we are always managing talent—but managing talent actually starts with how we manage ourselves. Hiring and firing are events that happen during a working relationship, but these are just moments in the overall process of talent management.

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