Industry leaders are emphasizing a shift in how salons recruit apprentices, moving beyond viewing the role as temporary to seeing it as an entry point for future talent. Paul Simbler of HOB Salons highlights a structured career path, where apprentices are informed of clear progression routes to becoming stylists or colourists within the company. This approach frames the apprenticeship not merely as training, but as the first step in a defined journey to success.
Financial incentives are also key. Hilary Hall, former NHBF Chief Executive, notes that salons must compete for quality candidates, especially those aged 16-18. She suggests offering pay above the National Minimum Wage and exploring additional benefits, such as those provided by schemes like Perkbox, to attract the right individuals.
Vicky James from Charles Worthington Salons stresses the importance of clearly communicating the value proposition to potential apprentices. Highlighting comprehensive training plans, industry exposure, in-house coaching, and even annual awards ceremonies can showcase the salon's commitment to apprentice development.
Building strong relationships with educational institutions is another strategy. Lynne Warrington of Michaeljohn emphasizes nurturing connections with college tutors. This collaboration allows salons to offer career advice and work placements, while gaining insights into emerging talent and specific skill strengths developing in colleges each year.
Social media engagement is also cited as crucial. Linda Stewart of Rainbow Room International uses platforms to connect with young people, showcasing the company culture, events, and achievements. This visual promotion aims to demonstrate why the salon is an attractive place to start a career, offering aspiring hairdressers a glimpse into the opportunities available.
