VTCT Skills Survey Reveals More New Stylists Are Older And Hungry For More
Findings question if salons are casting the recruitment net wide enough
by AMANDA | INFORM
In a survey of 260 newly qualified stylists, VTCT Skills found a significant number of newlyqualified stylists are older, more experienced in life and already focused on upskilling and adding value from day one.
The survey showed that while 46.3% of newly qualified stylists have already pursued additional training, the biggest group actively seeking to upskill isn’t the youngest – it’s those who qualified in their 30s and 40s. Nearly 33% of those investing in extra training qualified in their 30s, and almost 20 per cent in their 40s. And unlike their younger counterparts, these professionals don’t struggle with confidence; they’re thinking about long-term career value, leadership and specialised expertise.
VTCT Skills are now urging employers and the industry to analyse recruitment strategies and ensure they’ve evolved to engage with all newly qualified stylists, not just the traditional school-leaver demographic.
Three Top Tips From VTCT Skills
1. Remember – Newly Qualified Doesn’t Always Mean Young & Inexperienced
Many assume that newly qualified stylists are young and hesitant, but a significant portion of this group is entering hairdressing later in life with confidence, experience and a proactive approach to training.
These professionals bring transferable skills from previous careers and are often focused on building business nous, specialising in high-value services or taking on leadership roles.
2. How Are You Targeting Your Recruitment Campaigns?
Are your recruitment ads and salon messaging aimed only at school leavers and early-career stylists? If so, you could be missing out on key potential talent.
Older newly qualified professionals are already looking for ways to upskill. How can your salon provide opportunities that appeal to them?
3. Engage A Broader Pool Of New Talent
Speak Their Language: Older stylists may be less focused on beginner training and more interested in structured career progression and specialist education.
Showcase Growth Potential: Highlighting leadership opportunities, advanced training and pathways to salon ownership could make your salon a more attractive prospect.
Rethink Mentorship: Not every new stylist needs hand-holding some may be great mentors themselves, bringing knowledge from other industries that could be valuable to your team.
“The future of hairdressing depends on attracting a diverse range of talent. If salons only target young, early-career stylists, they may be missing out on a confident, business-minded group of professionals who are ready to invest in their careers from day one,” says Nicola Steinbach, business development manager at VTCT Skills. “By thinking more broadly about recruitment, the industry can better support the needs and ambitions of all newly qualified stylists.”
“At 24, I was single parent, returning to work. Out of everything, hairdressingstood out. I could make it work around my life.”
The Older Apprentice: Emma Dixon, Ruby Tuesdays, Coventry
“At 24, I was single parent, my son was 18 months old and I started thinking of returning to work. I wanted that job to be something I wanted to do rather than just because I could do it. I thought back to what I was interested in before leaving school. Out of everything, hairdressing stood out. I could make it work around my life.
“During Lockdown I discovered Instagram and a community of like-minded hair pros who wanted to upskill and share their education. I made the most of this and retrained in the areas I felt I lacked confidence and experience. I was also excited to be trying and achieving new modern on-trend looks. It opened my eyes to the creative possibilities and so much more. My view of the industry now is exciting and inspiring. It has lit a fire of curiosity and ambition. It challenges my skills in many ways and I am loving the variety my opportunities give me.”
“Age should never be a barrier to entering the industry”
The Employer: Robert Eaton, Russell Eaton Salons, Yorkshire
“Taking on an older apprentice has been an incredibly positive experience for us as a business. When we first met Luke (by chance at a coffee shop where he was working), it was clear he had a real passion for hair, and when he reached out about an apprenticeship, we knew he’d bring something special to the team.
“As someone with more life and people skills, he came in with a great work ethic and a natural ability to connect with clients. Fast forward five years and he’s now a fully qualified stylist on the floor, an amazing asset to the team and incredible with clients.
“Age should never be a barrier to entering the industry. A mixed-age team brings different perspectives, energy, and experience, which only makes the salon stronger. I wouldn’t hesitate to take on an older apprentice again – it’s about finding the right person, and Luke has been a dream apprentice from day one”
“There has been a noticeable increase in mature learners in the Level 3 hairdressing course”
The College: Chloe Woodbridge, senior lecturer in Further Education Creative Industries (Creative Services), University College Birmingham
“This year, there has been a noticeable increase in mature learners in the Level 3 hairdressing course. Specifically, six learners aged 19+ are enrolled, indicating a broader age demographic in the field. This shift may suggest a growing appeal of hairdressing as a career choice for older students, possibly due to career changes or personal interest.
“There are distinct differences between younger learners (straight from school) and older students. A common challenge with younger learners is the lack of problem-solving skills and initiative. These students may need more guidance when approaching tasks that require critical thinking or independent action. This could be a result of less practical experience or maturity in handling real-world problems.
“Older learners generally have more life experience, but attendance can be a significant issue. They may juggle multiple commitments outside college (work, family, etc), which impacts their ability to attend classes regularly. This challenge is important to address to ensure consistent learning and progress. Support in balancing these commitments or flexible learning options could help mitigate this issue.
“Confidence levels can vary widely among both younger and older learners. At times, younger students may exhibit lower confidence in their skills, particularly in practical settings where performance is observed. They may still be developing their professional identity and feel uncertain about their abilities.
“Confidence in older learners can vary depending on their previous experiences. Some may feel more confident due to their maturity and life experience, while others may struggle with self-doubt, especially when returning to education after a long break.”
VTCT Skills Survey – More Insights
The age of qualification, based on the survey of more than 260 newly qualified stylists:
23% – 16-18
24% – 19-25
25% – 26-35
23% – 36-50
5% – 51 and above
Their career path:
34% of respondents are successfully self-employed
26% are employed in salons and businesses, enjoying stable careers and ongoing development
17% are pursuing further study, demonstrating a commitment to skill enhancement and career progression
[LAURA – what about the rest?]
Their ambitions:
32% dream of running their own business and shaping the next generation of stylists
27% of the respondents wanted to be working in a salon, many of whom are facing challenges
13% referenced wanting to be freelance, self-employed or offering mobile hair services
5% expressed a desire to mentor and train the future workforce.
The biggest challenges for the newly qualified? 30% mentioned the challenge of finding work and clients, while 17% emphasised the importance of confidence-building, underscoring the need for ongoing mentorship and real-world experience.
Many wanted to expand their technical skills: respondents mentioned colouring expertise (mentioned 27 times), extensions (13 mentions), Afro, textured and curly hair techniques (15 mentions) and perming (15 mentions).
Nearly half (46%) of newly qualified professionals have actively pursued further training post-qualification, with courses in advanced cutting, barbering, business management and client acquisition proving popular, highlighting a strong dedication to continuous learning and improvement.
As part of its commitment to empowering hair professionals, VTCT Skills is launching a membership platform. This will give access to a range of bitesize training, discounts on insurance, individual portfolio pages so employers can recruit and more. Join the wait list to be the first to know when it goes live.
