How to Recruit Spa Employees Quickly & Effectively: Essential Tips for Spa Owners in 2025

The spa industry is growing rapidly, increasing the demand for effective spa recruitment strategies. However, finding the right employees is not always easy. The industry often faces challenges such as inexperienced applicants, high employee turnover, and a lack of essential skills.

So, how can you recruit quickly, hire the right people, and retain them for the long term? In this article, Yeswebook shares practical insights on how to recruit spa employees efficiently, helping spa owners build a stable team, reduce turnover rates, and improve service quality.

1. Key Criteria for Hiring Spa Employees

1.1 Professional Skills

When writing a job posting for spa employees, one of the most crucial factors in recruiting spa technicians is their expertise. Employees must have a solid understanding of skincare, beauty treatments, and the proper use of spa equipment to deliver the best service to clients.

• Knowledge of Skin and Common Issues: Spa employees should be well-versed in different skin types and common skin concerns such as acne, hyperpigmentation, and aging. This knowledge enables them to provide accurate consultations and recommend effective treatments for each client.
• Understanding Spa Treatments: Depending on the type of spa—whether it specializes in relaxation massages, hair removal, exfoliation, skin brightening, or advanced infusion treatments—staff must have fundamental knowledge to perform these procedures correctly.
• Using Spa Technology and Equipment: If your spa incorporates modern technologies such as laser treatments, ultrasound therapy, or specialized skincare machines, employees must receive proper training to operate them safely and effectively.
• Knowledge of Skincare Products and Cosmetics: A skilled spa employee is not only proficient in performing treatments but can also recommend suitable skincare products to clients. Understanding ingredients and benefits helps them create personalized skincare routines for each customer.

1.2 Attitude and Work Ethic

• Work Attitude: When hiring spa technicians, the first thing to consider is their attitude. A hardworking individual who is willing to take on tasks, support colleagues, and assist customers will help your spa run smoothly—making management much easier for you.
• Honesty is equally important. In a spa environment, employees interact with clients, handle products, and sometimes deal with payments. Responsibility is also key—staff should take ownership of their tasks, complete them diligently, and avoid passing duties onto others.

To assess candidates based on these criteria, observe how they respond during interviews or present them with real-life scenarios. For example: “If a client complains about a service, how would you handle it?” Their answer can reveal a lot about their true attitude.

1.3 Experience: Prioritizing Candidates with Training or Previous Work Experience

In job postings for spa technicians, experience and formal training are often emphasized. Candidates who have prior work experience or professional training can help spas save time and ensure service quality from the start.

However, experience shouldn’t always be the top priority. Some newcomers may lack experience but have a strong willingness to learn and grow—often proving to be valuable long-term assets. Therefore, when hiring, it’s best to consider both: experienced candidates and those with strong potential for development.

1.4 Appearance and Communication Skills

A spa is a place of beauty and relaxation, so an employee’s appearance plays a role in making a positive impression on clients. While they don’t need to be exceptionally attractive, they should maintain a neat and professional look. Well-groomed hair, a clean uniform, and a warm smile can help clients feel comfortable from the very first interaction

Communication is equally important. Spa employees should speak gently, have a pleasant tone, and be attentive to customers’ needs.

For example, when a client inquires about a skincare treatment, does the employee provide a clear and easy-to-understand explanation? Or do they give vague, rushed answers? To assess this, have a conversation with them during the interview and observe how they respond.

A friendly and trustworthy employee will not only enhance the client experience but also encourage customer loyalty, increasing the likelihood of repeat visits to the spa.

1.5 Personality Traits for a Spa Environment: Patience, Attention to Detail, and a Passion for Beauty

Working in a spa requires not only technical skills but also the right personality. Patience is essential, as some clients can be demanding, repeatedly asking questions or needing step-by-step explanations. An impatient staff member may frustrate clients, ultimately affecting the spa’s reputation.

Attention to detail is just as important. From mixing skincare products and performing massages correctly to sanitizing tools, every task requires careful execution.

A genuine passion for beauty often translates into greater attention to detail. Employees who value self-care and aesthetics tend to understand the importance of providing top-quality services to clients.

One way to assess this during hiring is by asking personal questions like: “How do you take care of your skin?” or “What do you think about the beauty industry?” Their answers can reveal valuable insights into their personality and suitability for the role.

2. Four Steps to Quickly and Effectively Hire Spa Staff

Step 1: Write a Clear and Compelling Job Description

Identify the Open Position

First, determine which position your spa needs to fill. Each role has its own requirements, so specifying them will help attract the right candidates. Here are some common spa positions:

• Massage Therapist – Performs services such as Swedish massage, hot stone massage, or Thai massage. The primary goal is to help clients relax and relieve stress.
• Skincare Specialist – Focuses on facial treatments, including exfoliation, face masks, and specialized procedures like chemical peels.
• Permanent Makeup Artist – Handles eyebrow microblading, lip tinting, and other cosmetic tattooing techniques, requiring advanced skills.
• Spa Manager – Oversees daily operations, including staff scheduling, client management, and handling unexpected issues.

Job Requirements

• Experience: How much experience should candidates have? Massage therapists and permanent makeup artists typically need at least 1-2 years to ensure skill proficiency. For spa managers, 3+ years of experience in a similar role is preferred.
• Skills: Clearly define the necessary skills. For example, a massage therapist should be knowledgeable in various massage techniques, have a strong understanding of the human body, and be able to communicate effectively to ensure client comfort.
• Certifications: If your spa values professionalism, consider requiring official certifications, such as massage therapy or permanent makeup licenses from reputable courses.
• Personality Traits: Prioritize candidates who are friendly, patient, and capable of handling high workloads during peak hours or long shifts.

Salary and Benefits

• Salary: Depending on the spa, wages can be fixed or hourly. For example, massage therapists may earn 8-12 million VND/month, depending on experience. Spa managers typically receive a higher salary, ranging from 15-20 million VND/month.
• Benefits: Additional perks may include performance bonuses, insurance (if applicable), paid leave, or meal support. Some spas also provide free training programs to enhance employees’ skills—this is a strong selling point for potential candidates.
• Career Advancement: If your spa offers a clear promotion path—such as moving from a technician to a team leader—be sure to highlight it. Ambitious candidates will appreciate this opportunity.

Working Hours:

• Unlike office jobs, spa staff must work weekends and late hours, often until 9:00 PM. Employees typically get 2-4 days off per month, but these are not on weekends.

Step 2: Post Job Listings Where Potential Candidates Can Easily Find Them

To hire spa employees effectively, job posting is a crucial step. The key is choosing the right platforms to reach the most suitable candidates for your spa.

• Job websites: Platforms like Vietnamworks, TopCV, and Timviecnhanh are popular among job seekers in the beauty industry. Posting clear job descriptions here can help attract experienced candidates. For management positions, consider LinkedIn to find professionals with English/Korean/Japanese/Chinese language skills.
• Facebook groups for beauty professionals: Groups like “Tuyển dụng Spa – Thẩm Mỹ Viện Việt Nam” or “Hội Kinh Doanh Spa – Thẩm Mỹ – Làm Đẹp Việt Nam” have a large number of active members. Posting in these groups allows you to directly connect with candidates via chat, making the hiring process much easier.
• Advertising on your spa’s fan page: Using your spa’s Facebook page to post job openings can be an effective way to attract applicants. Including details about the work environment, team bonding activities, or employee benefits can help make the job post more appealing.
• Internal recruitment: Asking current employees to refer friends or acquaintances is another great way to find reliable candidates. It also motivates the existing team by involving them in the recruitment process.

In short, hiring spa employees is not just about posting a job ad and waiting. Being proactive and choosing the right platforms is the key to success.

Step 3: Establishing an Effective Interview & Candidate Evaluation Process

Conducting the Interview: Assessing Attitude and Communication Skills

From the very first meeting, the candidate’s attitude is crucial. During the interview, they will be asked about their work experience, reasons for applying, and how they handle different situations while serving customers. Some hypothetical scenarios may include:

• How would you handle a customer complaint about the service?
• If a client with sensitive skin insists on using a strong treatment, how would you advise them?
• How would you deal with a demanding customer to ensure they feel satisfied?

Additionally, observing how the candidate responds—whether they are confident, speak gently, and communicate effectively—also helps evaluate their interpersonal skills.

Skill Assessment – Practical Testing to Evaluate Competency

• Body & Facial Massage: Observe hand pressure, massage techniques, and whether movements are smooth and precise.
• Acne Extraction & Skincare: Check if the candidate follows the correct extraction process, maintains hygiene, and avoids causing discomfort to the client.
• Permanent Makeup: If applying for a permanent makeup position, candidates should demonstrate their ability to outline, mix colors, and perform techniques on practice skin or a model.

To ensure that new hires meet job requirements, a skill test is essential. Depending on the position, candidates will be required to demonstrate their expertise in relevant techniques.

Trial Period (3-7 Days) for Real-World Evaluation

• Is the candidate quick, proactive, and efficient in their tasks?
• Do their practical skills match their initial test performance?
• Are they cooperative and friendly with the team?
• Do they maintain professionalism, punctuality, and discipline?

After passing the interview and skill test, candidates will enter a 3-7 day trial period. This is a crucial time to assess their real-world work performance, interactions with colleagues, and customer service approach.

If the candidate performs well, they can receive an official job offer immediately after the trial period. If they do not meet expectations, the spa can consider extending the trial or providing additional training.

Step 4: Implement Training Programs & Employee Retention Strategies

Providing Training for New Employees

• For those with little or no experience, thorough training is essential. A spa should have a structured training program covering both technical skills and customer service to help employees feel confident in their roles.

• Even experienced professionals should participate in periodic workshops to learn new techniques and improve their skills. Investing in continuous education benefits both the employees and the spa, ensuring the highest quality of service.

Attractive Salary & Incentive Policies:

• Competitive salary and benefits play a crucial role in attracting and retaining employees. Research market rates to offer a salary that aligns with industry standards.

• In addition to a base salary, consider offering performance-based bonuses, holiday incentives, and rewards for outstanding employees. These incentives can boost motivation and encourage staff to deliver exceptional service.

Professional Work Environment & Career Advancement Opportunities

• People thrive in a workplace that is fair, supportive, and provides opportunities for growth.

• If an employee performs well, there should be a clear career path for them to advance to leadership roles such as team leader or spa manager. This helps retain top talent and motivates new employees to strive for career growth.

Building a Positive Workplace Culture

• A friendly and open work environment fosters team cohesion. Organizing team meetings, bonding activities, and actively listening to employee feedback can enhance motivation and create a strong, unified workforce.

3. Essential Tips for Spa Owners When Hiring Spa Technicians

Avoid Rushed Hiring & Carefully Assess Skills

• Sometimes, when a spa is busy and understaffed, there is an urgent need to hire quickly. However, rushing the hiring process and skipping skill assessments can lead to hiring underqualified individuals. This not only wastes training time but may also affect service quality.

• Instead, take the time to conduct thorough interviews. Consider asking candidates to perform a simple treatment, such as a facial massage or skincare routine. This practical test provides a clearer evaluation of their skills, preventing reliance solely on verbal claims.

Verify Candidate Information Before Making a Decision

• Some applicants may claim to have years of experience, but their actual skills may not match their claims. To avoid hiring unqualified candidates, verify their background by contacting previous employers or requesting a hands-on demonstration of basic techniques at the spa.

• This process ensures honesty in their qualifications and maintains the spa’s service quality by preventing unskilled individuals from being hired.

A Clear Employment Contract Is a Must

• Once a suitable candidate is selected, it is crucial to draft a clear employment contract. A formal agreement protects the spa from future disputes and ensures employees understand their responsibilities.

A simple yet comprehensive contract should include salary details, working hours, and mutual obligations. This transparency fosters professionalism and accountability in the workplace.

In summary, effective spa recruitment requires careful screening from the start. Investing time and effort in selecting the right people helps ensure smooth operations, satisfied customers, and long-term stability. Hiring is not just about filling a position—it’s about choosing the right team members to grow with the spa.

4. Conclusion

Hiring the right spa staff plays a crucial role in improving service quality and retaining customers. A skilled and professional team not only enhances the client experience but also helps build a strong and reputable brand for the spa.

To achieve this, apply simple yet effective hiring strategies such as assessing candidates’ practical skills, verifying their backgrounds, and crafting an attractive job posting. Taking the time to carefully select the right employees will save significant effort in the long run.B y following these tips, you can confidently find the best team members to grow and succeed with your spa.