The success of a barbershop is built on the talent behind the chairs. A skilled and personable team delivers exceptional services and cultivates a loyal clientele. Navigating the hiring process thoughtfully is a strategic investment in your shop’s brand and long-term profitability. This guide provides a framework for finding, evaluating, and securing the right barbers for your establishment.
Define Your Ideal Barber
Before beginning the search, create a detailed profile of the ideal candidate. This “candidate persona” serves as a blueprint for your recruitment efforts. It involves envisioning the person who will thrive in your specific shop environment and contribute to its success.
This process starts with identifying the necessary hard skills. Specify the technical expertise your shop requires, whether it’s proficiency in modern fades, classic scissor-over-comb techniques, straight razor shaves, or intricate beard sculpting. Beyond technical abilities, consider the soft skills that align with your brand, such as punctuality, strong communication, customer service, and the ability to work as part of a team.
Experience level is another factor. Determine whether you’re looking for a seasoned professional with an established clientele or a promising new graduate from a barber school who can be mentored. Each brings different advantages. Finally, confirm the non-negotiable requirement of a valid state barber license, which ensures all candidates meet legal and professional standards.
Attract Top Talent
With a clear picture of your ideal barber, the next step is to attract qualified professionals. A multi-channel approach is effective, so you must proactively engage with the barbering community where they are most active.
Social media, particularly Instagram, is a useful recruitment tool. Barbers use the platform as a digital portfolio, showcasing their work through photos and videos. Searching relevant hashtags, like #yourcitybarber, can reveal local talent and provide insight into a barber’s skill and aesthetic.
Traditional methods also remain valuable. Posting on industry-specific job boards like the American Barber Association (ABA) Professional Barber Directory connects you with licensed professionals. Building relationships with local barber schools is another strategy, as instructors can recommend promising graduates. Referrals from your current team or clients can also lead to great candidates.
The job description itself is a marketing tool. Instead of a dry list of requirements, craft a narrative that sells your shop’s unique culture and growth opportunities. Highlight what makes your barbershop a great place to work, such as a collaborative team, advanced education, or a steady stream of walk-in traffic.
Evaluate Candidates Through Interviews
The interview allows you to assess a candidate’s personality, professionalism, and cultural fit beyond their resume. Use open-ended questions to encourage detailed responses rather than simple “yes” or “no” answers. This provides deeper insight into their character and work ethic.
Begin by exploring their passion for the craft and their approach to client relations. Asking, “How do you build and maintain a loyal client base?” reveals their understanding of customer service. A follow-up like, “How do you handle a client who is unhappy with their haircut?” tests their problem-solving skills and professionalism.
Assess their commitment to professional development. A question such as, “What do you do to stay updated on the latest barbering trends and techniques?” demonstrates their dedication to honing their skills and staying current in a dynamic industry.
Finally, determine if the candidate aligns with your shop’s brand. Ask, “Describe our shop’s brand based on what you’ve seen. How do you see yourself fitting in?” This question shows if they have done their research and helps you evaluate their self-awareness. Inquiring about their long-term career goals can also reveal whether their ambitions align with the opportunities your shop can provide.
Conduct a Practical Skills Test
While an interview assesses soft skills, a practical skills test, or “trade test,” verifies a candidate’s technical claims. This step allows you to observe their abilities in a real-world setting, from sanitation practices to the final execution of a haircut.
To conduct a fair test, arrange for a model, which could be a volunteer or a mannequin head, though a live model is preferable for assessing client interaction. Schedule enough time for the candidate to complete a designated service without feeling rushed, and ensure their workstation is fully equipped.
During the test, observe a range of criteria beyond the final haircut. The final result should be a well-blended, precise cut that meets the agreed-upon style, but you should also evaluate the following:
- Sanitation procedures, including how they clean and disinfect tools.
- Communication with the model during the consultation and service.
- Technical execution with clippers, shears, and razors.
- Overall efficiency and time management.
Finalize the Hire
Once you identify a candidate who excels in both the interview and practical test, you can begin the administrative steps to formalize the hire. Before extending an offer, conduct reference checks with previous employers to verify work history and professionalism.
Compensation Structure
A primary consideration is the compensation structure. Common models include commission-based pay, hourly wages, and booth rental. In a commission model, the barber earns a percentage of revenue, while an hourly wage provides stable income. A booth rental arrangement means the barber pays a flat fee to operate their own business within your shop.
Employee vs. Independent Contractor
It is also important to understand the legal distinction between an employee and an independent contractor. An employee receives a W-2 tax form, and the employer withholds taxes. An independent contractor, or booth renter, receives a 1099 form and is responsible for their own taxes. Misclassifying a worker can lead to significant legal and financial penalties.
With these details decided, extend a formal, written job offer. The offer should clearly outline the compensation model, employment status (W-2 or 1099), start date, and any other relevant terms to ensure a mutual understanding.
Onboard for Success
The final step is to integrate your new barber into the team and shop culture. A structured onboarding process sets the foundation for a positive working relationship by familiarizing the new hire with the operational details of your barbershop. This thoughtful integration helps set your new hire up for success.
Onboarding activities should include:
- A thorough introduction to all team members.
- A tour of the facility and an explanation of shop-specific procedures, like using the booking system and handling payments.
- A review of your client service standards and brand expectations.
- An overview of opening and closing duties.