On this episode, Leslie Winterrowd, a seasoned salon owner and Certified Strategies Coach, joins us to share her wealth of knowledge on recruiting and hiring service providers that fit your salon/spa. Together, we dissect the nuanced art of crafting job postings that don't just speak to the skill set but resonate with the core values and culture that make your salon/spa stand out. Leslie's insights are a game-changer, shifting the focus from dangling carrots like pay to connecting with the aspirations of a workforce yearning for meaningful employment.
This episode is a heartfelt exploration of why the right attitude and synergy among your team can outshine technical prowess every time. Through candid discussions and real-life examples, we illuminate how a strong set of shared values can not only magnetize the right staff but also foster an environment where both creativity and camaraderie flourish.
Conversation highlights:
1:00 Today's recruiting and hiring challenges
2:53 Optimizing your job ad to attract top talent
4:42 The difference with today's applicant pool
5:30 Hiring and recruiting strategies in salons/spas
12:59 Value-based culture in hiring practices
18:13 Living and implementing organizational values
Watch the video version of this episode: https://youtu.be/uzd3N3y8kto
To learn more about how Strategies can help you create more profit, fun, and growth potential for you, your business, and your team, schedule a free 60-minute strategy session:
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The Beauty Business Strategies Podcast is designed to give salon, spa, medspa, barbershop, and lash studio owners, just like you, quick tips to make more money, inspire your team, and create world-class client experiences.
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
Speaker 1 (00:00):
Welcome to the Beauty Business Strategies Podcast.
I'm Christy Hardy, joined withMichael Yost today and we have
an awesome special guest in MissLeslie Winter-Rode, who is a
salon owner at Gold Wave Salondown in Fort Worth Texas, and
she is one of our incrediblecertified strategies coaches.
Welcome, Leslie, we're glad tohave you today, Hello.
Speaker 3 (00:22):
Hello, hello, Hello Leslie.
Speaker 1 (00:25):
So we are really excited to talk to you today,
leslie.
We're going to focus and dialit in on hiring and recruiting.
It is something that is aquestion that tons of salon and
spa owners right now are talkingabout.
They're calling in, asking usfor our ideas and everything,
and Michael and I know you havesome incredible information,
(00:47):
some incredible knowledge, andwe just want to be able to kind
of bend your ear and share someof your expertise.
Perfect, I hope I help.
Yeah, yeah, you're going togive lots of words of wisdom.
It's going to be great so.
So, leslie, tell us a littlebit about you.
Know, like, what do you hear?
What do you hear as a coach?
(01:07):
That is something that's aroundrecruiting and hiring.
That is kind of a concern outthere for owners right now.
Speaker 2 (01:14):
Yeah, I think the biggest thing I hear, whether it
be in our industry, on coachingcalls or even anywhere else, is
finding people.
I can't find people.
I can't even get the firstinterview.
Or you hear the I got theinterview and then I was ghosted
or they no-showed, and so it'seither I can't get anyone to
(01:35):
apply or, when they do, I neverget the interview anyways.
Speaker 1 (01:39):
Yeah, what are different ways then?
Michael, you can pipe in too,because I'm sure you have a lot
of ideas that you're hearing outthere.
What are different ways then?
Michael, you can pipe in too,because I'm sure you have a lot
of ideas that you're hearing outthere.
What are different ways we canhelp support these owners, who
are saying this over and over.
Speaker 3 (01:50):
You know, I think one of the challenges is, you know
again, if you're talking aboutattracting and getting people to
show up.
For me personally and this mightbe getting just even a little
bit ahead in some thinking, andthis might be getting just even
a little bit ahead in somethinking but I think getting
people to show up and to be apart is, I wonder, if they get a
good sense of they don't havesecond thoughts about what they
(02:13):
think, if they think they fitthe business, Do I fit this
business and is this somethingthat looks like a fit for me?
Like, initially, maybe in thatmoment of excitement, I applied,
I put it out there, Cool, butthen I stepped back for a moment
and maybe they started lookingat, maybe your website, or maybe
they started looking at socialmedia, or they started looking
at whatever right, Talking tofriends and for whatever reasons
(02:37):
.
They might've maybe said youknow what?
I'm changing course on thisbecause I'm not sure if this
fits who I am and do they seethemselves in that environment?
And again, I you know, I'm notsure if that's, you know, one of
those pieces that fits or not.
I don't know, Leslie, what areyou?
Speaker 2 (02:53):
Yeah, I think, right now, it's something I even had
to do recently.
I think I would challenge everyowner out there is go look at
where you are recruiting,whether it's on Instagram or if
it's on deed, if it's in anewspaper, like I don't know
wherever you're doing it, but golook at it and read it from a
I'm looking for a job in thisand would you go work for you?
(03:16):
Yeah, does that, you know?
Does that excite you to go?
Man, this is exactly the placeI want to be, you know, I, I
just, I think that I thinkthat's one of the biggest things
I see.
You know, especially whenpeople say I can't get any.
I can't get any applicants tocome in, is they'll say and I'll
go okay, show me yourrecruiting ad or show me what
(03:37):
you're putting out there, andit's like you want to join a
team.
We do a lot of education and wepay hourly and we have benefits
and we provide X, y and it'slike this bullet list of nothing
.
That's special, yes, and soit's it's.
You know, where can you reallyget that?
(03:59):
That?
What makes you special, whatsets you apart?
What makes you different?
It's not, it's no longerbenefits and education and how
you pay and what you pay in thepercent hour.
That's not special anymore.
People are looking, you know,especially generationally, you
know I mean, I'm Gen X, I knowMichael's Gen X, like we were in
(04:20):
it to work hard so we couldplay hard, right.
And I don't think this nextgeneration coming up is
necessarily wanting to.
It's not to say they don't wantto work hard, but they want a
lot more purpose in life.
And so is there anythingconnecting this generation to a
bigger purpose, even in howyou're recruiting?
Speaker 1 (04:42):
Yeah, how do we figure out what that difference
is?
You know, like, what do youthink on that?
I was going to say.
Speaker 3 (04:50):
I mean, you know the differences.
I think it's a word that youjust used at the end there,
leslie is this idea of I thinkwe've got to find ways to create
connection.
Yes, and you know, because Ithink that is the change, and I
agree with you, leslie.
It's like, from what I observeand people I talk to, and team
members and things of thatnature having done, even just
(05:11):
recently, a number of onsiteswith teams, I didn't get a one
sense that any one of those teammembers wasn't willing to work
hard.
It just, though, is a matter of, I think the view is different
in some ways than in whatmotivates them to work hard, but
I think there's a part of.
I think connection is a bigpart in that and how you make a
(05:32):
connection, and, like youmentioned, leslie, it's what are
we putting out there?
Would you work for you basedupon your job?
And I think that's a greatquestion to ask, because, like
you said, you put out, we putout out a lot of generic terms,
but oh, we're fun.
Speaker 1 (05:49):
Well, what makes you fun?
Speaker 3 (05:49):
Yeah, Right, like your definition of fun.
Yeah, share people.
What makes what, what about youis fun?
What do you do to have fun?
What did what?
You say we work together as ateam.
Well, what does team reallylook like for you?
Because my definition and yourdefinition team two different
things more than likely.
And what that looks like, andthat's that connection part I'm
connecting to.
(06:10):
I see myself in thatenvironment because that's what
their fun looks like, my kind offun.
Their team looks like my kindof team.
There, you know.
Speaker 1 (06:22):
I think, too, it's important to just kind of stay
on that topic for a second thatit's not just about an Indeed
post or a post on Facebook orwherever you're recruiting at
this point or wherever you'reputting your job description out
there.
I think we have to rememberthat our entire Instagram feed,
our entire TikTok page, ourentire website, everything that
(06:44):
is out there for people toresearch us and look at us need
to show what the definition offun is, what the definition of
connection is, because we canput a job post up there.
But, to your point, Leslie,it's just bullet points unless
we can show it.
So there's such a visualcomponent to hiring and
(07:04):
recruiting that I thinksometimes we forget about.
People are spending way moretime looking at what we put out
there before they decide theyactually want to commit to
coming in and talking to us.
Speaker 2 (07:15):
Well, and I think sometimes what stands in our way
is we've been told that we needto look a certain way or we've
learned a certain.
You know, I see it in what weteach at Strategies.
You know, we're team-based andwe're team-based pay, and we put
all these little, these bulletpoints, in there, and they're
all valid and good.
And you still have to have yourpoint of difference.
And I'm going to throw one outhere.
(07:36):
That's completely not me, justto just so I can speak on it,
just on a different, but I've.
I saw an ad recently and it wasyou know, we're looking for a
unicorn.
Come join our team.
We binge reality TV, we drinkwhiskey, we like to smoke, you
(07:57):
know, but it but you got a feelof vibe that was going on.
And you know, and if I look andgoing back to Instagram, if I'm
, if I go to look at theirInstagram, there better be
pictures of Beverly Hills,housewives and parties drinking
the finest whiskey and smokingthe best cigars or whatever, and
really, really emulating that.
(08:18):
And so, you know, someone askedme one time because we were
talking, we were actuallytalking about the word fun and
we were talking about what thatmeant.
And you know, I think evenMichael, we've even had this
conversation.
It's like, you know, for mefun's reading a book, for other
people Fun is going out.
For you know, we all have adifferent definition of it.
(08:39):
So defining what those mean,you know, even education
education in my company looksdifferent than it does in
anybody else's company, you know.
And so define what that is.
Apprenticeships apprenticeshipslook different in my company,
you know.
New talent stylist, you knownew talent program training
program looks different in everysingle company.
(09:01):
And so you have to startdefining that and making that
your point of difference.
And here was the best example,and this is what really made me
go whoa, I've got a lot to thinkabout.
But someone said what's thedefinition of luxury?
And we all sat there on thiscall.
It was like a littlebrainstorming group I'm in and
someone said an Hermes scarf.
And I was like I've never evenseen an Hermes scarf.
(09:21):
I mean maybe on TV, but youknow I've never even seen an
airmaid scarf.
I mean maybe on TV, but youknow.
Speaker 3 (09:28):
and then someone said you know, this vacation and and
then someone said time yeah.
Speaker 2 (09:34):
Wow, and because those were said it was, it was,
there were tangible things there, and then there was time.
You know, and you know what, if, what?
If that's what we said wevalued and we're looking at team
members that value time, whatdoes that speak about your
culture?
But defining that I don't know.
I mean, I think there's so many.
Speaker 3 (09:55):
You know we could chase a little, you know even
side, you know road with that is.
I think that's exactly to thisand it fits this whole point of
this conversation.
And, by the way, before I getinto the point, just as a
sidebar, leslie, I need you tosend me that job posting with
the smoking and the whiskeybecause I'm looking for a good
weekend gig.
That sounds like a really goodweekend job.
(10:16):
We're like whiskey smoking,cigars and binging television.
That's the Saturday man.
That sounds like a goodSaturday.
But that being said, going tothe point, you know, coming back
on point with this is you know,just that idea of time and
(10:36):
again it is something that isprobably the highest value
commodity right now is how areyou that alone?
How are you showing people thatin your you know, in what
you're putting out there when itcomes to recruiting people in?
I would just I'll make thepoint just to say, if you're not
doing something in a jobposting, a listing, or something
(10:58):
that you show that doesn't talkto some degree about time and
what it looks like in yourcompany and how you value time
and what you do with that, youdon't have to change things up.
But what I'm.
What I want to put out there isthe fact that if you're willing
to have flexibility withschedules and time, you need to
show that you need to, you needto tell that, but at the same
time, if you're a person thatsays no, I believe in a in a X
(11:20):
amount of hours work week,whether it's a 32 hour, 40 hour,
whatever it is, and that's whatyou do and this is the way we
work here, that's fine.
But make that clear as well,because you all attract people
that are like-minded.
In that sense, one's not right,one is not wrong.
We don't have to be ultimatelyflexible, but it time is the one
(11:41):
big button out there, for surethat new people are looking for,
and that's a real.
That's again, that's adifferentiator that just says
how do we look in this area?
Cause if you don't show that tome clearly, I'm going to go to
someone that can.
I'm going to go to someone thatdoes show me that clearly.
Speaker 2 (12:00):
Yeah, yeah, for sure, that's for sure.
Speaker 1 (12:03):
That's awesome, leslie.
Let's go into a little bit morekind of on this.
The job description piece.
You and I were talking lastweek and you shared a little bit
about your specific stylist jobpost a little bit about your
specific stylist job post and Idove in and I jumped into Indeed
and I found the Gold Wavesstylist job posting and I was so
(12:30):
incredibly impressed because itpainted a picture of what your
team really is passionate about.
Can you share with us a littlebit of what the thought process
and who helped you develop that?
Speaker 2 (12:43):
Yeah, I wish that I had it in front of me and I wish
I would have read it before youasked me the questions, but I
can tell you it was a.
It was a lengthy process ofbrainstorming amongst a bunch of
us and it was everyone from thenewest people on board to
myself and everybody in between.
And it's like what are wereally looking for?
And, honestly, what are we notsaying?
(13:05):
That's more important than whatwe are saying.
And so you know, when we sayhardworking, what does that mean
?
When we say want to be a partof a team, what does that mean?
You know, and I don't know howit's defined in there and there
again, I think you know,especially in the hair industry,
I think it can be a veryintimidating place to go
(13:25):
interview, especially at aschool.
And for us, it's so much moreimportant to be kind and have a
great attitude than it is tohave any kind of skill set, have
a great attitude than it is tohave any kind of skill set.
Yeah, and I know that's not thesame for for all, for all
companies.
You know, our, our, our core,number one core value is harmony
and that is the one thing that,if broken it's, it's the deal
(13:52):
breaker.
Speaker 1 (13:52):
Yeah.
Speaker 2 (13:53):
And that means bad attitude, unkind or not a team
player, and and so so it's moreof speaking those kinds of
things, because I think that,you know, I have seen a lot of
people come on board and they'rereally good at doing the
skillset, really good at workingwith clients.
Terrible team player, terribleat, you know, anticipating the
(14:15):
needs of others and andsometimes can have a bad
attitude, ego.
You know, let pride get in theway and that's a deal breaker
for us.
Speaker 1 (14:22):
Yeah.
Speaker 2 (14:23):
Don't go out and copy that if it's not.
I'm just saying that for us itis.
And where that stemmed from wasmy mom.
She's been doing hair for 60something years and grew up in
the booth rental stages and shewas treated horribly.
One of the first booth rentersin Fort in Fort Worth, texas,
and people treated her horriblyin salon she worked in and she
said I'm going to open my ownplace where everybody gets along
(14:46):
and there's a lot of windowsand she, you know harmony has
always been her core value, butbut it's, it's truly just
carried its legacy of, of theand the why of it.
It's like we've got to, we'vegot to enjoy where we were.
Yeah, and the why of it.
It's like we've got to we've gotto enjoy where we were.
Yeah and so, but those are thethings that we put in a job.
You know?
Hire for attitude, train forskill versus you know, show me
your portfolio and all the goodyou can do.
Speaker 1 (15:08):
I think you just hit the nail on the head.
Say that, that statement onemore time hire for value.
What did you say, Hire for?
Speaker 2 (15:15):
attitude.
Train for skill, Like I don'tcare if you can cut hair, Agree,
We'll teach you how to do thatbut you've got to have a good
attitude, yeah.
Speaker 3 (15:24):
I love it.
I'm going to build off yourvalues piece simply because you
know, throughout this, you knowwe've talked about the ways that
we can show ourselvesdifferently what are our points
of difference, and I think thisreally gets at the heart of it.
Well, yes, we can list ourvalues in a sense in a job
posting or things like that.
But I think I'm going to takeit a little bit farther and just
(15:47):
kind of go.
Here's one thing that we knowis an attractor, and that's
culture.
Culture always attracts people.
Culture is a magnet for people.
Think about again, for thoselistening and watching this
podcast, you know again.
Think about why you go to theplaces you go to.
Why is your favorite restaurantyour favorite restaurant?
(16:09):
Why is your favorite hangoutyour favorite hangout, whatever
it is right.
Why are you attracted, even tothe point of like, maybe for
some like.
Why do you drive the type ofcar you drive?
Because there might besomething that's like hey,
listen, I'm attached to thatculture.
Why do I?
Why is every product that I ownan Apple based product?
Because there is a point inthere somewhere that said hey,
(16:32):
when that first was launched, Iwas attracted to that culture
and what I wanted.
So now and now, my life is justcompletely enveloped in it and
I'm never changing because it'stoo hard, even if I wanted to.
But the culture is what can bea separator, and part of that
culture is stems that's rootedin your values, and to go back
to that, because that's the partthat really builds that culture
(16:54):
.
But, as you said already, Ithink if you're even listening,
and myself and, and you know,you talk about harmony and even
just you sharing that storyabout your mother and just about
saying, hey, you know what I'mgoing to open, place and
harmonies at the core and we'regoing to.
This is what I want to build.
All of a sudden, now I have a,I already have a sense of your
business, even if never, nevervisited your business, right,
(17:17):
and so I think we have to lookand really honor what are the
values that are important to usin our business, and then how do
those things start to shinethrough?
Because I think a lot of timeswe can tend to I hate to say it
we can tend to ignore our valuesand just go.
I'm just looking for people andhope they fit instead of going.
(17:40):
You know what if I stuck towhat I truly am anchored in.
That's what's going to make adifference for me.
For sure you know that's what'sgoing to make a difference.
Speaker 2 (17:48):
Yeah, you know, you can look at any any
multi-billion dollar companydown to a small coffee shop, and
you can look at those culturesthat you love to go in, and I
would be willing to put my nextlotto win I didn't win a couple
of days ago, but I'm stilltrying Be willing to put my next
lotto win that the cultures youenjoy going into are founded on
(18:11):
values.
What I will say about that,though, too, is values can get
real tricky, you know.
I mean, I think I read theother day like Enron's values
were excellence, integrity andhonesty, or something like that.
Speaker 1 (18:27):
So those were just for pieces of paper.
Yeah, you know.
Speaker 2 (18:31):
and and and truly values is.
You know.
I mean, back in the eighties itwas retrovision statement and
everybody had grandiose and theypainted them on the wall and
hung up, you know, and values iskind of turned into that kind
of speak now and when it when itcomes to culture, and so it's
one of those things you eitherdive into it or you leave it
alone.
You can't do it halfway.
(18:51):
I was going to say.
Speaker 3 (18:52):
that brings up something that we we've all uh
no, said a lot and it's repeatedhere and used to be repeated in
classes and things like that.
Again, values, it's quitesimple If you want them, you
need to live them.
Speaker 1 (19:06):
Right.
Speaker 3 (19:07):
And that's kind of what you're referring to, leslie
, with this idea is we can putcool posters on the wall or,
cool, you know, hang the stuffin the back room about what our
values are, because that's whatthe words that we like, or maybe
what we'd like to be or aspireto be, but realistically, for
this to resonate, it's got to be, and that was great.
(19:29):
I love the example of that,enron, and you know that whole
piece is if you want them, youbetter live them.
Yeah, and that's what separates, because people can tell
genuine versus not.
And that might be just kind of.
The last piece is you know, inour time that we have here
together is just to say I thinkthat could be for talking about
(19:50):
making a connection.
You're talking about what'sgoing to attract.
You got to be genuine and Ithink that's the, that's the
biggest piece with this is, youknow, just that genuine
component of this.
Speaker 2 (20:03):
Yeah, for sure, for sure.
And you know, something I readrecently too that I had to
really ponder on.
It was values inflict pain andI'm like what does?
that mean yeah, yeah, and, andyou know it's because when you,
when you implement and say thisif my values harmony, okay, that
means my decisions have to livethat.
(20:24):
And so that for me that meansif I have a someone who brings
in a million dollars a day buthas a bad attitude and creates
dysfunction with the rest of theteam, that means I got to have
a conversation, or I got to getrid of the, the, the cancer, yes
and so and so with you know,sometimes, sometimes to live
(20:47):
your values, it will.
You, you can't go the easyroute in business.
You, you know you want to makea decision that maybe generates
more money over here, but itdoesn't live up to your values.
And so there there's a, there'sa lot of things in there.
But the other thing is you putthose big values out there and
say this is who we are, and thenpeople show up and that's not.
You know, I've seen we are team.
(21:08):
And then all of a sudden, yougot all these individuals doing
their own thing and it's like,you know, it's not all for one
and one for all, it's all for meand none for you know.
And so you have, you have tolive them, otherwise they create
poison in your culture, and soit's just, it's something to be
be careful with.
Speaker 1 (21:29):
Absolutely.
You hit the nail on the head,because unless we truly practice
, what we're preaching it's thevalues.
Really they don't mean anything.
Then they're just words on apiece of paper.
So this is awesome.
Leslie, we could talk aboutthis with you for hours, but
we're going to let ourpodcasters listen to some other
episodes.
(21:49):
But if you would like more help, or just to have a conversation
around your culture, yourrecruiting, your values and you
need some support, that's whatStrategies is here to help.
So check out the descriptionfor um a coaching call with one
of our certified strategiescoaches in the description below
.
Leslie, thank you so much forjoining us today.
(22:10):
I can't wait till our nextconversation because you have
such good perspective and wereally appreciate it.
Your time, absolutely.
Thanks for having me Talk toyou soon.
Speaker 4 (22:20):
Bye, guys your time Absolutely.
Thanks for having me Talk toyou soon.
Bye guys, bye.
Welcome to the Beauty Business Strategies Podcast.
I'm Christy Hardy, joined withMichael Yost today and we have
an awesome special guest in MissLeslie Winter-Rode, who is a
salon owner at Gold Wave Salondown in Fort Worth Texas, and
she is one of our incrediblecertified strategies coaches.
Welcome, Leslie, we're glad tohave you today, Hello.
Speaker 3 (00:22):
Hello, hello, Hello Leslie.
Speaker 1 (00:25):
So we are really excited to talk to you today,
leslie.
We're going to focus and dialit in on hiring and recruiting.
It is something that is aquestion that tons of salon and
spa owners right now are talkingabout.
They're calling in, asking usfor our ideas and everything,
and Michael and I know you havesome incredible information,
(00:47):
some incredible knowledge, andwe just want to be able to kind
of bend your ear and share someof your expertise.
Perfect, I hope I help.
Yeah, yeah, you're going togive lots of words of wisdom.
It's going to be great so.
So, leslie, tell us a littlebit about you.
Know, like, what do you hear?
What do you hear as a coach?
(01:07):
That is something that's aroundrecruiting and hiring.
That is kind of a concern outthere for owners right now.
Speaker 2 (01:14):
Yeah, I think the biggest thing I hear, whether it
be in our industry, on coachingcalls or even anywhere else, is
finding people.
I can't find people.
I can't even get the firstinterview.
Or you hear the I got theinterview and then I was ghosted
or they no-showed, and so it'seither I can't get anyone to
(01:35):
apply or, when they do, I neverget the interview anyways.
Speaker 1 (01:39):
Yeah, what are different ways then?
Michael, you can pipe in too,because I'm sure you have a lot
of ideas that you're hearing outthere.
What are different ways then?
Michael, you can pipe in too,because I'm sure you have a lot
of ideas that you're hearing outthere.
What are different ways we canhelp support these owners, who
are saying this over and over.
Speaker 3 (01:50):
You know, I think one of the challenges is, you know
again, if you're talking aboutattracting and getting people to
show up.
For me personally and this mightbe getting just even a little
bit ahead in some thinking, andthis might be getting just even
a little bit ahead in somethinking but I think getting
people to show up and to be apart is, I wonder, if they get a
good sense of they don't havesecond thoughts about what they
(02:13):
think, if they think they fitthe business, Do I fit this
business and is this somethingthat looks like a fit for me?
Like, initially, maybe in thatmoment of excitement, I applied,
I put it out there, Cool, butthen I stepped back for a moment
and maybe they started lookingat, maybe your website, or maybe
they started looking at socialmedia, or they started looking
at whatever right, Talking tofriends and for whatever reasons
(02:37):
.
They might've maybe said youknow what?
I'm changing course on thisbecause I'm not sure if this
fits who I am and do they seethemselves in that environment?
And again, I you know, I'm notsure if that's, you know, one of
those pieces that fits or not.
I don't know, Leslie, what areyou?
Speaker 2 (02:53):
Yeah, I think, right now, it's something I even had
to do recently.
I think I would challenge everyowner out there is go look at
where you are recruiting,whether it's on Instagram or if
it's on deed, if it's in anewspaper, like I don't know
wherever you're doing it, but golook at it and read it from a
I'm looking for a job in thisand would you go work for you?
(03:16):
Yeah, does that, you know?
Does that excite you to go?
Man, this is exactly the placeI want to be, you know, I, I
just, I think that I thinkthat's one of the biggest things
I see.
You know, especially whenpeople say I can't get any.
I can't get any applicants tocome in, is they'll say and I'll
go okay, show me yourrecruiting ad or show me what
(03:37):
you're putting out there, andit's like you want to join a
team.
We do a lot of education and wepay hourly and we have benefits
and we provide X, y and it'slike this bullet list of nothing
.
That's special, yes, and soit's it's.
You know, where can you reallyget that?
(03:59):
That?
What makes you special, whatsets you apart?
What makes you different?
It's not, it's no longerbenefits and education and how
you pay and what you pay in thepercent hour.
That's not special anymore.
People are looking, you know,especially generationally, you
know I mean, I'm Gen X, I knowMichael's Gen X, like we were in
(04:20):
it to work hard so we couldplay hard, right.
And I don't think this nextgeneration coming up is
necessarily wanting to.
It's not to say they don't wantto work hard, but they want a
lot more purpose in life.
And so is there anythingconnecting this generation to a
bigger purpose, even in howyou're recruiting?
Speaker 1 (04:42):
Yeah, how do we figure out what that difference
is?
You know, like, what do youthink on that?
I was going to say.
Speaker 3 (04:50):
I mean, you know the differences.
I think it's a word that youjust used at the end there,
leslie is this idea of I thinkwe've got to find ways to create
connection.
Yes, and you know, because Ithink that is the change, and I
agree with you, leslie.
It's like, from what I observeand people I talk to, and team
members and things of thatnature having done, even just
(05:11):
recently, a number of onsiteswith teams, I didn't get a one
sense that any one of those teammembers wasn't willing to work
hard.
It just, though, is a matter of, I think the view is different
in some ways than in whatmotivates them to work hard, but
I think there's a part of.
I think connection is a bigpart in that and how you make a
(05:32):
connection, and, like youmentioned, leslie, it's what are
we putting out there?
Would you work for you basedupon your job?
And I think that's a greatquestion to ask, because, like
you said, you put out, we putout out a lot of generic terms,
but oh, we're fun.
Speaker 1 (05:49):
Well, what makes you fun?
Speaker 3 (05:49):
Yeah, Right, like your definition of fun.
Yeah, share people.
What makes what, what about youis fun?
What do you do to have fun?
What did what?
You say we work together as ateam.
Well, what does team reallylook like for you?
Because my definition and yourdefinition team two different
things more than likely.
And what that looks like, andthat's that connection part I'm
connecting to.
(06:10):
I see myself in thatenvironment because that's what
their fun looks like, my kind offun.
Their team looks like my kindof team.
There, you know.
Speaker 1 (06:22):
I think, too, it's important to just kind of stay
on that topic for a second thatit's not just about an Indeed
post or a post on Facebook orwherever you're recruiting at
this point or wherever you'reputting your job description out
there.
I think we have to rememberthat our entire Instagram feed,
our entire TikTok page, ourentire website, everything that
(06:44):
is out there for people toresearch us and look at us need
to show what the definition offun is, what the definition of
connection is, because we canput a job post up there.
But, to your point, Leslie,it's just bullet points unless
we can show it.
So there's such a visualcomponent to hiring and
(07:04):
recruiting that I thinksometimes we forget about.
People are spending way moretime looking at what we put out
there before they decide theyactually want to commit to
coming in and talking to us.
Speaker 2 (07:15):
Well, and I think sometimes what stands in our way
is we've been told that we needto look a certain way or we've
learned a certain.
You know, I see it in what weteach at Strategies.
You know, we're team-based andwe're team-based pay, and we put
all these little, these bulletpoints, in there, and they're
all valid and good.
And you still have to have yourpoint of difference.
And I'm going to throw one outhere.
(07:36):
That's completely not me, justto just so I can speak on it,
just on a different, but I've.
I saw an ad recently and it wasyou know, we're looking for a
unicorn.
Come join our team.
We binge reality TV, we drinkwhiskey, we like to smoke, you
(07:57):
know, but it but you got a feelof vibe that was going on.
And you know, and if I look andgoing back to Instagram, if I'm
, if I go to look at theirInstagram, there better be
pictures of Beverly Hills,housewives and parties drinking
the finest whiskey and smokingthe best cigars or whatever, and
really, really emulating that.
(08:18):
And so, you know, someone askedme one time because we were
talking, we were actuallytalking about the word fun and
we were talking about what thatmeant.
And you know, I think evenMichael, we've even had this
conversation.
It's like, you know, for mefun's reading a book, for other
people Fun is going out.
For you know, we all have adifferent definition of it.
(08:39):
So defining what those mean,you know, even education
education in my company looksdifferent than it does in
anybody else's company, you know.
And so define what that is.
Apprenticeships apprenticeshipslook different in my company,
you know.
New talent stylist, you knownew talent program training
program looks different in everysingle company.
(09:01):
And so you have to startdefining that and making that
your point of difference.
And here was the best example,and this is what really made me
go whoa, I've got a lot to thinkabout.
But someone said what's thedefinition of luxury?
And we all sat there on thiscall.
It was like a littlebrainstorming group I'm in and
someone said an Hermes scarf.
And I was like I've never evenseen an Hermes scarf.
(09:21):
I mean maybe on TV, but youknow I've never even seen an
airmaid scarf.
I mean maybe on TV, but youknow.
Speaker 3 (09:28):
and then someone said you know, this vacation and and
then someone said time yeah.
Speaker 2 (09:34):
Wow, and because those were said it was, it was,
there were tangible things there, and then there was time.
You know, and you know what, if, what?
If that's what we said wevalued and we're looking at team
members that value time, whatdoes that speak about your
culture?
But defining that I don't know.
I mean, I think there's so many.
Speaker 3 (09:55):
You know we could chase a little, you know even
side, you know road with that is.
I think that's exactly to thisand it fits this whole point of
this conversation.
And, by the way, before I getinto the point, just as a
sidebar, leslie, I need you tosend me that job posting with
the smoking and the whiskeybecause I'm looking for a good
weekend gig.
That sounds like a really goodweekend job.
(10:16):
We're like whiskey smoking,cigars and binging television.
That's the Saturday man.
That sounds like a goodSaturday.
But that being said, going tothe point, you know, coming back
on point with this is you know,just that idea of time and
(10:36):
again it is something that isprobably the highest value
commodity right now is how areyou that alone?
How are you showing people thatin your you know, in what
you're putting out there when itcomes to recruiting people in?
I would just I'll make thepoint just to say, if you're not
doing something in a jobposting, a listing, or something
(10:58):
that you show that doesn't talkto some degree about time and
what it looks like in yourcompany and how you value time
and what you do with that, youdon't have to change things up.
But what I'm.
What I want to put out there isthe fact that if you're willing
to have flexibility withschedules and time, you need to
show that you need to, you needto tell that, but at the same
time, if you're a person thatsays no, I believe in a in a X
(11:20):
amount of hours work week,whether it's a 32 hour, 40 hour,
whatever it is, and that's whatyou do and this is the way we
work here, that's fine.
But make that clear as well,because you all attract people
that are like-minded.
In that sense, one's not right,one is not wrong.
We don't have to be ultimatelyflexible, but it time is the one
(11:41):
big button out there, for surethat new people are looking for,
and that's a real.
That's again, that's adifferentiator that just says
how do we look in this area?
Cause if you don't show that tome clearly, I'm going to go to
someone that can.
I'm going to go to someone thatdoes show me that clearly.
Speaker 2 (12:00):
Yeah, yeah, for sure, that's for sure.
Speaker 1 (12:03):
That's awesome, leslie.
Let's go into a little bit morekind of on this.
The job description piece.
You and I were talking lastweek and you shared a little bit
about your specific stylist jobpost a little bit about your
specific stylist job post and Idove in and I jumped into Indeed
and I found the Gold Wavesstylist job posting and I was so
(12:30):
incredibly impressed because itpainted a picture of what your
team really is passionate about.
Can you share with us a littlebit of what the thought process
and who helped you develop that?
Speaker 2 (12:43):
Yeah, I wish that I had it in front of me and I wish
I would have read it before youasked me the questions, but I
can tell you it was a.
It was a lengthy process ofbrainstorming amongst a bunch of
us and it was everyone from thenewest people on board to
myself and everybody in between.
And it's like what are wereally looking for?
And, honestly, what are we notsaying?
(13:05):
That's more important than whatwe are saying.
And so you know, when we sayhardworking, what does that mean
?
When we say want to be a partof a team, what does that mean?
You know, and I don't know howit's defined in there and there
again, I think you know,especially in the hair industry,
I think it can be a veryintimidating place to go
(13:25):
interview, especially at aschool.
And for us, it's so much moreimportant to be kind and have a
great attitude than it is tohave any kind of skill set, have
a great attitude than it is tohave any kind of skill set.
Yeah, and I know that's not thesame for for all, for all
companies.
You know, our, our, our core,number one core value is harmony
and that is the one thing that,if broken it's, it's the deal
(13:52):
breaker.
Speaker 1 (13:52):
Yeah.
Speaker 2 (13:53):
And that means bad attitude, unkind or not a team
player, and and so so it's moreof speaking those kinds of
things, because I think that,you know, I have seen a lot of
people come on board and they'rereally good at doing the
skillset, really good at workingwith clients.
Terrible team player, terribleat, you know, anticipating the
(14:15):
needs of others and andsometimes can have a bad
attitude, ego.
You know, let pride get in theway and that's a deal breaker
for us.
Speaker 1 (14:22):
Yeah.
Speaker 2 (14:23):
Don't go out and copy that if it's not.
I'm just saying that for us itis.
And where that stemmed from wasmy mom.
She's been doing hair for 60something years and grew up in
the booth rental stages and shewas treated horribly.
One of the first booth rentersin Fort in Fort Worth, texas,
and people treated her horriblyin salon she worked in and she
said I'm going to open my ownplace where everybody gets along
(14:46):
and there's a lot of windowsand she, you know harmony has
always been her core value, butbut it's, it's truly just
carried its legacy of, of theand the why of it.
It's like we've got to, we'vegot to enjoy where we were.
Yeah, and the why of it.
It's like we've got to we've gotto enjoy where we were.
Yeah and so, but those are thethings that we put in a job.
You know?
Hire for attitude, train forskill versus you know, show me
your portfolio and all the goodyou can do.
Speaker 1 (15:08):
I think you just hit the nail on the head.
Say that, that statement onemore time hire for value.
What did you say, Hire for?
Speaker 2 (15:15):
attitude.
Train for skill, Like I don'tcare if you can cut hair, Agree,
We'll teach you how to do thatbut you've got to have a good
attitude, yeah.
Speaker 3 (15:24):
I love it.
I'm going to build off yourvalues piece simply because you
know, throughout this, you knowwe've talked about the ways that
we can show ourselvesdifferently what are our points
of difference, and I think thisreally gets at the heart of it.
Well, yes, we can list ourvalues in a sense in a job
posting or things like that.
But I think I'm going to takeit a little bit farther and just
(15:47):
kind of go.
Here's one thing that we knowis an attractor, and that's
culture.
Culture always attracts people.
Culture is a magnet for people.
Think about again, for thoselistening and watching this
podcast, you know again.
Think about why you go to theplaces you go to.
Why is your favorite restaurantyour favorite restaurant?
(16:09):
Why is your favorite hangoutyour favorite hangout, whatever
it is right.
Why are you attracted, even tothe point of like, maybe for
some like.
Why do you drive the type ofcar you drive?
Because there might besomething that's like hey,
listen, I'm attached to thatculture.
Why do I?
Why is every product that I ownan Apple based product?
Because there is a point inthere somewhere that said hey,
(16:32):
when that first was launched, Iwas attracted to that culture
and what I wanted.
So now and now, my life is justcompletely enveloped in it and
I'm never changing because it'stoo hard, even if I wanted to.
But the culture is what can bea separator, and part of that
culture is stems that's rootedin your values, and to go back
to that, because that's the partthat really builds that culture
(16:54):
.
But, as you said already, Ithink if you're even listening,
and myself and, and you know,you talk about harmony and even
just you sharing that storyabout your mother and just about
saying, hey, you know what I'mgoing to open, place and
harmonies at the core and we'regoing to.
This is what I want to build.
All of a sudden, now I have a,I already have a sense of your
business, even if never, nevervisited your business, right,
(17:17):
and so I think we have to lookand really honor what are the
values that are important to usin our business, and then how do
those things start to shinethrough?
Because I think a lot of timeswe can tend to I hate to say it
we can tend to ignore our valuesand just go.
I'm just looking for people andhope they fit instead of going.
(17:40):
You know what if I stuck towhat I truly am anchored in.
That's what's going to make adifference for me.
For sure you know that's what'sgoing to make a difference.
Speaker 2 (17:48):
Yeah, you know, you can look at any any
multi-billion dollar companydown to a small coffee shop, and
you can look at those culturesthat you love to go in, and I
would be willing to put my nextlotto win I didn't win a couple
of days ago, but I'm stilltrying Be willing to put my next
lotto win that the cultures youenjoy going into are founded on
(18:11):
values.
What I will say about that,though, too, is values can get
real tricky, you know.
I mean, I think I read theother day like Enron's values
were excellence, integrity andhonesty, or something like that.
Speaker 1 (18:27):
So those were just for pieces of paper.
Yeah, you know.
Speaker 2 (18:31):
and and and truly values is.
You know.
I mean, back in the eighties itwas retrovision statement and
everybody had grandiose and theypainted them on the wall and
hung up, you know, and values iskind of turned into that kind
of speak now and when it when itcomes to culture, and so it's
one of those things you eitherdive into it or you leave it
alone.
You can't do it halfway.
(18:51):
I was going to say.
Speaker 3 (18:52):
that brings up something that we we've all uh
no, said a lot and it's repeatedhere and used to be repeated in
classes and things like that.
Again, values, it's quitesimple If you want them, you
need to live them.
Speaker 1 (19:06):
Right.
Speaker 3 (19:07):
And that's kind of what you're referring to, leslie
, with this idea is we can putcool posters on the wall or,
cool, you know, hang the stuffin the back room about what our
values are, because that's whatthe words that we like, or maybe
what we'd like to be or aspireto be, but realistically, for
this to resonate, it's got to be, and that was great.
(19:29):
I love the example of that,enron, and you know that whole
piece is if you want them, youbetter live them.
Yeah, and that's what separates, because people can tell
genuine versus not.
And that might be just kind of.
The last piece is you know, inour time that we have here
together is just to say I thinkthat could be for talking about
(19:50):
making a connection.
You're talking about what'sgoing to attract.
You got to be genuine and Ithink that's the, that's the
biggest piece with this is, youknow, just that genuine
component of this.
Speaker 2 (20:03):
Yeah, for sure, for sure.
And you know, something I readrecently too that I had to
really ponder on.
It was values inflict pain andI'm like what does?
that mean yeah, yeah, and, andyou know it's because when you,
when you implement and say thisif my values harmony, okay, that
means my decisions have to livethat.
(20:24):
And so that for me that meansif I have a someone who brings
in a million dollars a day buthas a bad attitude and creates
dysfunction with the rest of theteam, that means I got to have
a conversation, or I got to getrid of the, the, the cancer, yes
and so and so with you know,sometimes, sometimes to live
(20:47):
your values, it will.
You, you can't go the easyroute in business.
You, you know you want to makea decision that maybe generates
more money over here, but itdoesn't live up to your values.
And so there there's a, there'sa lot of things in there.
But the other thing is you putthose big values out there and
say this is who we are, and thenpeople show up and that's not.
You know, I've seen we are team.
(21:08):
And then all of a sudden, yougot all these individuals doing
their own thing and it's like,you know, it's not all for one
and one for all, it's all for meand none for you know.
And so you have, you have tolive them, otherwise they create
poison in your culture, and soit's just, it's something to be
be careful with.
Speaker 1 (21:29):
Absolutely.
You hit the nail on the head,because unless we truly practice
, what we're preaching it's thevalues.
Really they don't mean anything.
Then they're just words on apiece of paper.
So this is awesome.
Leslie, we could talk aboutthis with you for hours, but
we're going to let ourpodcasters listen to some other
episodes.
(21:49):
But if you would like more help, or just to have a conversation
around your culture, yourrecruiting, your values and you
need some support, that's whatStrategies is here to help.
So check out the descriptionfor um a coaching call with one
of our certified strategiescoaches in the description below
.
Leslie, thank you so much forjoining us today.
(22:10):
I can't wait till our nextconversation because you have
such good perspective and wereally appreciate it.
Your time, absolutely.
Thanks for having me Talk toyou soon.
Speaker 4 (22:20):
Bye, guys your time Absolutely.
Thanks for having me Talk toyou soon.
Bye guys, bye.
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