Issue link: https://www.ahpindiestylist.com/i/1544743
96 AHP Indie Stylist Volume 7 Issue 1 INBOX THE "e first step is getting honest with yourself. Ask yourself, 'How much work do I have to give them? What will the pay look like? Am I prepared to mentor someone?' ose answers matter—they shape how you position the role and who you bring on. For me, the need for an assistant usually shows up when I'm consistently double-booked. At that point, I look closely at my schedule and define where I need support. I love being busy, but not busy in an unproductive way. When I know extra hands will allow me to work smarter and stay focused, that's my cue. I'm also very intentional about who I hire. I look for individuals who can step in, get the job done, and support the flow without overstepping or trying to take over client relationships. I hire based on strengths. at way, everyone is set up to succeed and the work stays aligned." —Jalia Pettis, dually licensed session stylist "First, figure out exactly what kind of assistant you're looking for. Will they help with shampooing and prepping clients, or are you looking for someone to assist with styling, color application, and salon upkeep? en determine how much you're willing to pay—whether hourly, as a percentage, or offering mentorship as part of the compensation. Next, consider heading to local cosmetology schools to scout for new talent. Create a professional ad tailored for cosmetology students highlighting the opportunity to gain hands-on experience, mentorship, and insight into the business side of the industry. Be clear about what you need, so they know what kind of growth and responsibility to expect. Finally, set up interviews to see how the candidates interact with clients and fit into your salon environment." —Crystle Jones-Bond, award-winning hairstylist, salon owner, author, chemist, and educator Work is getting overwhelming and I'm ready to hire an assistant! Where do I start? Q: A: Desperately Seeking an Assistant . . . Expert advice from industry pros "I would talk to an accountant and make sure it's in your budget. Having an employee is expensive, and there are certain benefits you'd need to offer them, depending on your city and state. As an employer, you're responsible for a lot, so make sure you know the requirements. If it isn't something you can afford, see if you can get an intern, someone still in school. You can pay them in credit hours and education. Another option (if you can afford help) would be to have someone who is licensed and a bit more experienced so they can also be a service provider and contribute to bringing in income for your business. Collaborating and sharing responsibility is always so helpful." —Jamie DiGrazia, Redken Artist, owner of Logan Parlor, executive director of Hair Has No Gender NFP pexels