I’ve been guilty of it too.
You know that moment when you’re describing your ideal stylist hire and suddenly realize, “Damn, I’m literally describing myself”?
Yeah, we’re all guilty of this, but there’s good reason for it. But the truth is hiring another you can tank your salon’s growth – let’s talk hiring for salon jobs.
Play the short…
… and watch the full episode 62 of Marketing 100 with salon marketing experts John Hallberg and Kayle Yanez as they dig into the real reasons your mini-me hiring strategy isn’t working.
Continue reading below for our honest breakdown of why hiring your clones backfires, plus real steps to build a salon team that actually sticks around.
💡 Pro Tip: Grab our free interview template and personality guide to implement these strategies as you read.
The “Mini-Me” Trap: I’ve Seen This Blow Up
We all click with people who remind us of ourselves. I get it, you’ve sweated blood building your salon brand.
But here’s the thing: cloning yourself is a recipe for revolving-door employment.
John told me about a salon owner who kept losing stylists after about a year. When they dug deeper, she was describing her ideal hire as ambitious, entrepreneurial, driven – basically herself.
The ironic part? She’d left her previous salon after just a year to start her own business. No surprise her mini-mes were doing exactly the same.
Ring any bells? If you only hire go-getters with entrepreneurial fire just like yours, don’t act shocked when they bounce to start their own thing.
And this isn’t just my opinion. Research shows that diverse teams make better decisions up to 87% of the time compared to teams that think and act alike. The numbers don’t lie, diversity isn’t just good for morale, it’s good for your bottom line (Harvard Business Review).
Your Bottom Line Loves Team Variety
I’m not talking fluffy corporate diversity speak. I mean different goals, personalities, and skills that actually make you money and keep clients coming back.
- Long-term stability: Some folks just want a steady gig where they can perfect their craft. These people are gold. They’re your salon’s backbone who show up reliably while the “visionaries” are chasing butterflies.
- Expanding your service offering: Different skills = more money. Simple math. Bringing in someone who rocks at textured hair or barbering instantly diversifies your menu, attracts fresh clients, and boosts your bottom line.
- Appealing to more clients: Not every client wants the same stylist personality. Some prefer laid-back stylists, others want chatty ones. Some clients vibe with calm energy, others with high-energy stylists. Having this variety ensures you’re not turning away potential regulars.
Let me throw some hard data at you: McKinsey’s research found that companies with diverse teams are 36% more likely to outperform their competitors in profitability. In salon terms? Building a team that reflects your community’s diversity isn’t just inclusive, it’s a direct path to stronger revenue.
Let’s Do This: Building Your Dream Team
Time to ditch the mirror and recruit with your brain.
1. Stop Hiring You
Your team should be like my grandma’s garden – wildly different flowers that somehow work beautifully together.
“You can’t just hire another you because you might not get along with you. If you’re gripping your salon too tightly and hiring mini versions of yourself, you’re going to butt heads. Eventually, something’s bound to blow up.”
Mix it up! Put your chatty extroverts with your zen masters. Pair your numbers nerds with your spontaneous artists. Your clients will feel the magic of that balance.
2. Get Real About Career Goals
Cut the BS and ask point-blank what they want from their career. John recommends having a mix of people with different personal goals.
Some stylists crave stability and consistency. Others burn with entrepreneurial ambition. Smart salon owners create growth paths for those ambitious types, keeping them inspired and invested long-term.
3. Those Personality Tests Actually Help
I used to roll my eyes at Myers-Briggs and those color personality tests. Now? I swear by them for team building. You need some stylists who analyze every detail before making decisions and others who just want to go-go-go.
Some team members excel at taking initiative, while others are masters of follow-through. A balanced team needs both types to thrive.
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4. Values Matter (Non-Negotiable!)
Different personalities? Yes.
Different values? Hell no.
Values alignment is essential. When interviewing, look for candidates who can demonstrate your salon’s core values through specific examples from their past work.
This isn’t negotiable. When you empower your salon team with clear values, everyone wins.
5. You Don’t Need to Be BFFs
This one changed my hiring game forever. When meeting potential hires, stop asking yourself if you’d hang out with them after work.
Instead, ask if you respect their ambition, education, and hustle. Mutual respect builds lasting professional relationships, even if you’re not drinking buddies on weekends.
Hard Truth: You’re The Problem
Look in the mirror if you’re wondering why good stylists leave. Your death grip on control and army of mini-yous is suffocating talent.
“If you’re holding onto your salon too tightly, you’re going to squeeze the life out of it. Hire complementary people who make your life easier—not harder.”
Show Me The Money: Diversity = Dollars
I watched a salon add a barber to their previously all-stylist team last year. Within three months? BAM—20% revenue boost from brand new clients. The numbers don’t lie. It’s one of many proven salon client retention strategies that actually work.
Want to take this further? Check out our guide on how to scale your salon for more growth strategies.
Your Action Plan (Like, Right Now)
Ready to stop being your salon’s biggest roadblock? Do this now:
- Take a hard look at your current team. Where are the personality and skill gaps?
- What missing skills or vibes would pull in fresh clients?
- Find people who rock where you suck. Seriously.
BTW, if you’re ready to level up, we use Mangomint to manage our growing salon team and swear by it. Try it free for two months with our link.
“Your salon culture matters—but real culture isn’t about clones. It’s about shared values and different strengths working together.”
Build that kind of team, and watch your bank account thank you. For more practical tips, explore our salon management goals guide.
Ready to Transform Your Hiring Process?
We’ve created two free resources to help you put these ideas into action right away:
👉 Download Our Behavior-Based Interview Template. Stop guessing in interviews. This comprehensive template includes 25 questions specifically designed to identify diverse talent who share your values but bring complementary skills to your salon.
👉 Get the Salon Personality Profiling Cheat Sheet. Learn to quickly identify different personality types, understand their unique strengths, and create winning combinations on your salon floor—no expensive assessments needed!
👉 Looking to hire a hairstylist? Check out Salonjobs.com.
These practical tools have helped hundreds of salon owners build stronger, more balanced teams. Grab yours now and start hiring smarter!
P.S. For even more proven salon marketing tips, don’t forget to check out the rest of our Marketing 100 series.
