So your spa consultant or business advisor just told you that you need to have job descriptions available before you open your spa…or even now a few months or even years after you’ve already been open. “But why?” you think. “We didn’t use them at the last place I worked” or “We’ve been ok without them up until now.” 

Contrary to what you may believe about the necessity of job descriptions, they are in fact quite important to your operation both as a hiring aid but also as a training and management tool.  Here are just two reasons why you want to have job descriptions for every position in your business.

Job Descriptions as a Hiring Tool. Think of a job description as a wish list or a must have list for the perfect person for each position. Before an applicant even walks through your door, you’ve made a list of attributes and skills they must have in order to be eligible for the position. Using your job description as a guide can make classified ads and job searches a breeze because you know exactly what you need before you start to look. It will help you narrow the field of potential hires before you even get to the interview process.

During interviews, the job description can also be used as a checklist and as a template for the types of questions you ask. For example, let’s say your number one quality for all new hires is that they are friendly to a fault. Knowing that is an absolute must will help you make quick decisions about technically qualified candidates whose attitude and demeanor is above or below average. In turn this will make hiring - or not hiring - someone a much easier decision.

Job Descriptions as a Management Tool. Once you’ve hired your staff, you can still use job descriptions to help manage and evaluate individual employees. For example, descriptions can be brought out during regular performance reviews or when promoting/reprimanding your staff. And though I hate it has to be done from time to time, job descriptions can be used to remind people of the duties they agreed to perform when they were hired by your company. If they no longer want to provide the services or perform the acts they initially agreed to, ending the relationship becomes much easier and clear cut.

The bottom line is that clarity and good communication about the expectations and requirements of staff members helps to keep everyone on track with doing their job and achieving the company's goals. In short, it's just good business and well worth the investment of time taken to get set up.