Building Your Dream Team: Hiring SOPs

Imagine walking into your business each morning and seeing a team that runs like a well-oiled machine – everyone knows their role, delivers consistent service, and supports each other in creating a stellar client experience. That doesn’t happen by accident. It begins with hiring intentionally, onboarding effectively, and maintaining a clear framework for how your team operates.

Hiring can be stressful, time-consuming, and costly when there’s no structure in place. Without clear guidelines, it’s easy to make a quick hire just to “fill the spot” only to discover later that the fit isn’t right for them or for your business. Standard operating procedures (SOPs) for hiring and onboarding not only prevent those missteps but also protect your culture, your reputation, and your bottom line.
Before you start reviewing resumes, get crystal clear on what you actually need.

Identify the role: Which services or operational areas require support?
List qualifications: Required licenses, certifications, and technical skills.
Pinpoint fit factors: Communication style, reliability, and alignment with your business values.

Plan for the future: Will this role evolve? Can this person grow with your business?
Action Item: Create a “position profile” template in your standard operating procedures manual. Include the role’s responsibilities, required skills, and desired personality traits so every future hire starts with clarity.

An effective hiring standard operating procedure outlines the entire process, step-by-step.
Write a strong job description: Be clear and concise. Include your brand tone so applicants get a feel for your environment.

Post with purpose: Use industry job boards, local aesthetics schools, social media, and word of mouth.
Structure your interviews: Combine traditional questions with scenario-based ones.
Evaluate objectively: Use a scoring rubric so you’re comparing apples to apples.

Action Item: Develop a checklist for each phase of the hiring process – posting, interviewing, reference checks – so nothing gets missed.
The first 90 days shape an employee’s long-term success in your business. Your onboarding standard operating procedure should guide them through everything they need to know.

First-day welcome: Provide a packet with your operations manual, service menu, and contact info for key team members.
Service and protocol training: Shadowing, written procedures, and hands-on practice.

Culture immersion: Explain your mission, values, and client care philosophy.
Action Item: Build a 30-60-90-day onboarding plan into your standard operating procedures so every new hire receives the same consistent training and expectations.

Skills can be taught – attitude can’t. Hire for cultural fit as much as technical ability. Once they’re on the team, reinforce that culture through regular team meetings, ongoing education and training, and recognition for achievements and contributions. Remember: culture is contagious, both the good and the bad.

In addition to finding the right talent, hiring standard operating procedures should address the legal side.
Licensing requirements: Make sure the role’s duties fall within your state or country’s scope of practice.
Employment classifications: While many beauty businesses use 1099 contractors, federal labor laws and IRS guidelines have strict criteria for this status.

Misclassification can have consequences. This is not legal advice – always verify with a licensed employment attorney or certified personal accountant (CPA).

Documentation: Keep accurate records of tax forms, contracts, and agreements.
Pay structures: Ensure wages and commissions comply with labor laws.
Action Item: Add a compliance review step to your hiring standard operating procedure, including a reminder to consult professionals for legal and tax guidance.

Hiring without structure is like performing a facial without a consultation – you’re guessing, and the results will vary. With clear standard operating procedures for hiring, onboarding, and culture-building, you’ll attract candidates aligned with your vision, set them up for success from day one, and reduce costly turnover and training time. The end result? A cohesive team that reflects your professionalism, strengthens your client relationships, and helps your business thrive.

A great team doesn’t happen by chance; it’s built with intention, one hire at a time. By defining your needs, creating clear hiring and onboarding standard operating procedures, and reinforcing your culture, you’ll create a workplace where both clients and employees want to be. Your team will not only deliver consistent service – they’ll help you grow your business, one happy client at a time.

With over two decades of experience in the professional skin care industry, Kelly Wolcott is a respected entrepreneur, lifelong learner, educator, and mentor. She currently serves as the director of judges for The Skin Games, helping shape and maintain high standards in the beauty industry. As the founder of three highly successful skin care businesses and the creator of How-To: Esthetician Training, an online education platform, Wolcott’s achievements are driven by her relentless pursuit of knowledge and commitment to excellence. Her mission is to inspire and empower beauty professionals through continuous education and innovation. In her free time, she enjoys reading, outdoor adventures, and exploring new travel destinations.