Make a list of the things that your studio is missing in it’s staff and look for those things in potential employees. If you can make a list of 2-3 things that you are missing in your staff or studio, it can honestly be an extremely helpful tool. It can be difficult to point out and admit the flaws of your business and brand. However, try to view this as a positive. If you can focus on the things your business is missing, you will be able to have a good starting point when looking for new staff members, who maybe have experience in those things, and can add that culture and climate to your studio that you may be missing. This also gears you towards specific qualities you are hoping to find in a potential new staff member.
Make a list of things you are looking for in a perfect employee. Now that you have made a list of the things your studio is missing, and in turn finding some specific qualities you are hoping to find, jot those down as well. Once you have those qualities you would like to see in the new staff member or members that your studio is missing, add the qualities you already have, or were previously considering looking for in a new staff member. Do you want someone who specializes in ballet? Do you want someone who has professional dance experience? Do you want someone who is really strong in tap? All of these things are important to jot down, because they will help you weed out a lot of applications before bringing people in for an interview. Which brings you to tip number 3.
Screen the resumes prior to conducting an interview. This is something that is super helpful, because it saves you time. Now this is not to say, pass someone over if they don’t meet all of the qualities you have written down, or even become super excited about someone who checks all of the boxes. I have heard and experienced many inconveniences with people you think are going to be amazing come in to teach for a couple of weeks and leave, or are super inconsistent. Screening through these applications gives you a chance to weed down your favorite candidates but also talk to the references. This part is often looked over but is so important. If the teachers' references and recommendations imply consistency, great retention rates, good relationships with the students, etc. that is someone you want to bring in. Plus, what a better way to know how an employee will work for you, then talking to those that have worked with them in the past.
Look for people who are versatile and can teach more than one or two styles well. This is something that is often looked over. Having a versatile teacher is very useful in the case of emergencies. Say you are looking for a strong ballet teacher. Having a ballet mistress who has studied ballet for years can be super helpful, yes. But say you have a ballet trained teacher who can also teach jazz or tap? It is helpful if you have a versatile teacher in case you have staff members that are absent, get injured, are sick, or have professional performances. It gives you more options with subs, and generally more consistency with retention considering the students are working with people they are comfortable and used to having around.
Look for staff with unique skill sets and qualities. Having a staff that has unique skill sets and qualities in terms of professional experience, teaching style, training, or choreography. This not only aids in building a unique experience within your studio, but also helps students develop a unique relationship from each teacher and a more diverse skillset due to the variety of exposure to differing techniques, teaching styles, choreography and training.
Find people who are friendly, positive, and have control of their classroom. This tip is super important. If you do not have a teacher that generates a friendly and positive experience, your student retention rate will drop. Finding people that can generate a strong environment in your studio and have strong control of your classroom will help bring a more positive experience to your customers, and keep parents happy with a controled, focused, yet building a solid environment.
Look for staff that have experience with students of all ages. This way you are diversifying the amount of classes the teacher can teach, and you can also offer them more hours. Having a teacher who has experience with students of all ages also allows you more opportunities to test out which age group the teacher actually teaches best, as opposed to which ages they prefer and generate them a class roster that has an appropriate mix for your studio.
If you are using websites like indeed, generate a test to look for personality traits you would like to see in a potential candidate. By generating a test prior to bringing people in to interview for the position, you are giving yourself and idea of 2 things: 1. How dedicated the potential employee is to receiving the job, and 2. Who is truly a good or not so good fit for your studio. These tests can consist of anything from how to handle a negative hypothetical situation at the studio, or how to keep class managed on time. Having an idea of the potential staff members personality prior to hiring is a great advantage when looking for the perfect candidate to join your team.
Have them teach a trial class. This is the most important out of all of the tips because it gives you the opportunity to see them teach and interact with your students directly. However, it is important to remember that at times, this could display the best of their teaching capabilities because they will be trying their best to impress you, and display their knowledge. So if possible, see if you can hire them for a summer session or intensive to see if long term they teach to the caliber you expect.
Once they are hired, have them shadow one of your strongest teachers in the summer so they have a clear picture of your expectations going into the fall and spring semesters.
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