Make the Right Choice: How to Hire Massage Therapists for Your Practice or Spa

The job outlook for massage therapists looks bright. According to the U.S. Bureau of Labor Statistics (BLS), projects employment of massage therapists will grow 18 percent from 2023 to 2033, much faster than the average for all occupations.[1]

There are factors contributing to the growing demand for hiring massage therapists. More people recognize the value of massage to help them overcome stress and anxiety dealing with the increased pressures of today’s fast pace. Then too, as the population continues to age, seniors seek out massage therapy for chronic pain, arthritis, decreased mobility and other issues that come with aging. Also, a growing acceptance of holistic and natural health care practices is driving consumers to seek both less invasive and more personalized care, available through alternative therapies.

Think through needs when hiring massage therapists

Among best practices for hiring massage therapists, you do not want to rush through the hiring process. The success of your business depends on having a quality team – whether full, part time or independent contractor – that wins over client confidence. In hiring massage therapists for your business, make sure that new hires share your philosophy about service and are a good fit for your company culture besides having requisite experience and skills.

Best practices for hiring massage therapists include:

·         Identify skills required, which can range from Swedish massage to expertise in deep tissue, myofascial, trigger point or others.

·         Think about the services you currently offer and if you have plans to expand into other areas and will need additional expertise from your team.

·         Review current client requirements. Are clients seeking relief from pain or are they seeking stress relief and relaxation? Do you cater to the needs of sports enthusiasts, seniors, expectant mothers? Or is your practice based around massage to mitigate pain and symptoms from certain health issues?

·         Consider how a new employee will fit in with the rest of your team when hiring massage therapists for your business. Some people are individual contributors and do not fit into a team environment. They may be excellent performers but not someone who pitches into a team effort. That may be fine depending on your needs, but such an individual can impact team cohesiveness, which can hurt morale.

Recruiting and advertising

When you complete your job description, you have options for advertising it. You can use job posts, such as Indeed, LinkedIn and ZipRecruiter. You also should post the position(s) on your website and share on social media posts for massage therapists. Business associates, including vendors, may be able to help get out the word. You may even want to incentive your staff for help with recruiting, with a bonus for helping land a new team member.

Stand out from the competition

Here are ways to stand out from the competition as you seek to add massage therapists to your team. 

Establish your competitiveness: During the interview process, do not just talk about the job and benefits. Emphasize your competitive advantage in the local marketplace. Candidates want to know about the things that make your massage practice stand out from the competition and the type of clients that you serve. Talk about the range of massage services you offer, why clients keep coming back and how you keep up with the latest services and professional products.

Paint a picture of the future: Today’s job candidates, in particular millennials, want to know about opportunities for growth and a company’s commitment to their professional development. Explain how someone can get ahead in your practice and what programs are in place for training and attending industry meetings and conferences.

Share your philosophy and vision: Describe what your practice does to ensure clients have a positive experience. You may want to talk about your efforts to have a diverse team to understand the needs and values of a greater range of clients. If volunteerism is part of your business culture, explain how you collaborate with community groups to offer massage services to underserved communities or as part of events to introduce people to the benefits of massage.

Highlight your culture: Culture is more important to employees these days than it ever was. Discuss what type of culture you have and how you work to keep it alive – with regular meetings, getting together after work, brainstorming sessions and so forth - so that everyone feels part of the team and that their opinions and input matter.

Use technology: For initial interviews, consider using Zoom or Skype or other web-based conferencing services to learn about the candidate and make it easier for them to meet with you quickly. Today’s employees rely on technology so will be expecting your business to be up to date with the latest tools to expedite recruitment.

Ask questions and listen: Interviewing is as much about listening as talking. Candidates will remember when you ask questions about their plans for future growth, what they love about their work, and what other expertise or skills they would like to acquire.

Recruit all the time: Recruiting should not only be when you need someone. Recruit all the time to maintain a pipeline of talent and build connections to circle back when you have a need.

Finding people may be more challenging but there are candidates. The growth of your business depends on your having the best and most qualified team. Be the practice where massage professionals want to work.

Hiring the right people is a key to success. Take the time necessary to plan and recruit to hire the right people who will help meet your goals and support long-term growth of your spa or massage practice.