Issue link: https://www.ascpskindeepdigital.com/i/1495571
New member benefit! Get the ASCP SkinPro app at ascpskincare.com/skinpro 47 IDENTIFY THE NEED Identifying the most urgent need is an excellent place to begin your expansion plans. If your front- of-house chores are bogging you down, look for an administrative assistant or receptionist. They can help you with returning and answering client calls, keeping retail shelves stocked, and checking clients in and out, along with other operational duties. If you know your clients are going to another spa or salon to get their eyelashes done because you don't (and don't want to) o er those services, consider bringing on a professional who does eyelash extensions so your clients can get all their services done in your building. This can be a strategic move because you lessen the risk of losing them to another spa that o ers the same services you do. In addition, this arrangement allows you to rent your room when you're not using it or another room if you have one available. If your business is growing and you have a wait list of 30 people, consider bringing on another esthetician who can do the services your way and let them help you grow your brand. When you're looking for a person to ll your role, a good rst start is to outline the areas where you need help and list what impact an addition like this would have on you and your business. After you get clear on your goals and reasoning for expanding your business, you can start to think about what the ideal person looks like in terms of qualities and skills. THE HIRING PROCESS When you think about bringing on another set of hands, there are two common ways to do this: Hire them as an employee or engage with them as a room renter. Both employment statuses have pros and cons, which you must weigh before deciding what is best for you. While we will discuss some of the more common di erences, you will want to consult your state and federal laws to ensure you are complying. Businesses in the beauty and wellness industry can nd themselves in a gray area by bringing on a self- employed booth renter but having expectations of an employee. This misclassi cation can cause employers to pay nes from the Department of Labor and back taxes, interest, and penalties from the IRS. The ABCs of an Employee When you hire an employee, your business pays them hourly, on commission, or a combination of both. In addition, your business is responsible for deducting state, federal, and local taxes. You will provide everything they need to perform their job, including products, equipment, sundries, and protocols. This also means you have more control over what the employee does. For instance, you may expect them to work Saturdays during speci c hours. They will use the products you use because you provide them. You can also dictate their uniform or dress code and ask them to prepare hot towels, do laundry, refresh retail, and perform other job-related activities. All payments from their services are collected at the same location, and employees are never paid directly by a client. The Rules of a Room Renter When you hire an independent contractor or room renter, that person is responsible for paying taxes and running their own business alongside yours. They pay you to rent your room. This works for companies that want to expand or o er additional services they do not o er. It is important to note that room renters di er from independent contractors, where you pay someone to complete a speci c task, such as helping you do bridal makeup for a large wedding party. With a room renter, you have less control over what they do and what hours they work; they set their schedule and choose what services to o er and what to charge. They will provide their supplies, tools, products, and equipment. The self-employed person is responsible for acquiring new BEYOND TREATMENT /