Hiring apprentices in your salon can be beneficial. Here are some FAQs employers have when considering hiring apprentices versus licensed hairstylists.
Can I hire an existing staff member as an apprentice?
Yes, for example, you may choose to promote your receptionist. Some people may even say that its a good idea to promote your receptionist/assistant/etc. This is because taking on an apprentice is a long term commitment and investment.
How much supervision is an apprentice required to have?
The supervisor has to be a certified hairstylist. This person will be a mentor and should have the qualities to mould the apprentice with correct technical skills and theoretical knowledge amongst other things.
Your apprentice must complete 1450 hours during their first period (12 months) and another 1450 hours on their second period (12 months)
You can stretch this out how it best works for you, but this works out to 30 hours per week on average.
Can an apprentice offer services at my salon before being licensed?
Yes, they can offer the services you teach them as they practice their skills. Your apprentice will have to enrol in technical training at some point during each period (start dates vary), but you can teach them the skills you want them to learn in the mean time.
What is the application process?
Your apprentice must apply online. There is a $35 apprenticeship application fee. After, you will receive an email asking you to complete the employer portion of the application.
A contract will be created from there which will be signed by both of you and voilà, you have an apprentice.
Find your apprentice!
You can use our job bank to search for your next apprentice!
I remember the days sitting on the candidate side of the interview. I think its safe to say the best word I can think of to describe the feeling was… NERVES!!
Nervousness is quite common and understandable for the interviewee for pretty obvious reasons- they are the ones looking for employment and on a “quest to impress.”
They’re always thinking prior to the interview:
“Watch what I say”
However, most candidates don’t think about the nervousness on the employer’s side. Looking for someone trustworthy, reliable and hard-working who will be a wonderful addition to your team can create some stress.
The employer is always thinking prior to the interview:
“What will I ask”
“Hopefully they come” 😛
Additionally, interviewing in the age of social media allows the employer to research the candidate before meeting them. On that note, something else we should also be considering as employers is “do not cross any lines” in the questions we ask.
What questions are OK to ask?
There is this wonderful thing called the Alberta Human Rights Act which applies to everyone, including employers who are interviewing potential employees.
This act was created by the Government of Alberta to promote fairness and equality. The act emphasizes 15 protected grounds which are off limits when asking interview questions.
Take a look at this
valuable tool for employers to use and make sure you keep it professional!
But I want to know all I can about this candidate!
Understandable. When you hire someone you are bringing them into your circle of trust. Details about their personal life would be helpful in making the hiring decision, however, as you prepare your interview questions, keep in mind the protected grounds.
Our job bank is free, fast and easy to use. When you post your job listing with Executive Spa Group, you are able to post multiple listings for up to 30 days at a time. Candidates submit their resume and other application material directly to you, thereby allowing you to be fully in control of the screening and hiring process.