Thought Leadership The Big Debate
Investing in people to boost profit Kathryn Moore, founder of Spa Connectors, discusses how to attract and retain talented staff in the current recruitment climate
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Image courtesy of Dusit International
ecruitment and retention in the spa industry is changing fast and if spas want to attract the best candidates they need to switch up a gear to stand head and shoulders above the competition. When trying to attract talented team members to your spa it’s important to remember they aren’t just looking for remuneration packages and benefits. People want career progression and this needs to be addressed. Implementing individual development plans or having a conversation about their career trajectory should be routine. By being open and transparent with our spa leaders, keeping an open-door policy and providing training plans, we can create environments where our people know they are going to learn and be inspired. The core skills that stand out today are a ‘can-do’ attitude and a willingness to learn. People who studied additional subjects during lockdown are now reaping the benefits by bringing added management, social media or finance skills to the table. With the industry heading further into the realm of wellness it’s so important that a candidate, whether a therapist or a manager, is multiskilled and well versed in a range of topics.
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Kathryn Moore Founder and managing director, Spa Connectors During the pandemic Kathryn Moore started up the Hall of Wellness Awards to recognise excellence in the wellness industry. Currently based in Dubai, she has worked in the spa industry for over 20 years as a consultant, spa manager and director in roles based in Australia and Asia. She is now founder and managing director of Spa Connectors.
The recruitment conundrum We are in a strange predicament right now as there is an abundance of experienced talent out of work due to the pandemic. Hotels and standalone operators need staff as travel, albeit mostly domestic, increases, but many seem to be reluctant to pay full salaries even though revenue is returning to normal. Pay grades are dropping around the world as employers are deciding not to keep in line with pre-Covid levels, but wellness retreats and staycations are increasing. So why not pay the staff who deliver these fairly? Digital platforms are gaining traction as the first point of connection with prospective employees. We get the majority of our leads for both clients and candidates through social media. Our WhatsApp Business account is a great way “Hotels and standalone to sort and place people, allowing us to quickly assess a candidate’s viability, and it operators need staff receives up to 200 CVs a day. as travel, albeit mostly The demand for spa and wellness is domestic, increases, but evident and we need people to fulfil these many seem to be reluctant services, so without some investment in people, how will we progress? to pay full salaries.” www.spaconnectors.com
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