The search for new talent

Safeguarding the future of the industry has never been more vital and taking on apprentices is key to preserving our tradition of passing down in-salon skills to the next generation.

As a sector we have been one of the biggest employers of apprentices in the UK and as such have created a culture of skill that is globally recognised as being the forefront of hairdressing creativity. We have always been the world leaders and set the precedent for trends – it’s crucial that continues.

Attracting the right people who want to adopt and align with our culture and values at Adam Reed London is our number one priority when recruiting. Being very transparent and clear with our offering from the get-go helps us attract and retain people that stay with us for the long haul.

We look for apprentices that are dedicated to learning but are also willing to creatively cultivate their own paths within the industry. Not all paths as an apprentice are the same, and we encourage that independence and diversity to help them become the hairdressers they want to be. In return they are offered full training from some of the best stylists in the business, full time positions and job security once graduated. Our apprentices are the lifeline of the business.

We really engage with local schools to highlight the amazing benefits of a career in hair. We also work with local councils to find out if they are running any schemes to help youngsters gain meaningful employment.

This allows us, at times, to access pre-school leavers and give them a really valuable insight into the workplace environment.

Gen Z wants development; they want to have experiences that can catapult their career and they want a great salary. They want a better life balance, including the occasional Saturday off. They want you to be maternity friendly, give flexible hours around childcare and be nurturing and friendly.

We all crave warmth and kindness in our workplaces so employers need to ensure zero tolerance of negative behaviours and regular round table brainstorming in a collaborative management team where what each team member thinks really matters and they are part of decision-making.

Nurturing your local community is key. Build strong contacts with the colleges providing hairdressing training and reach out to them for apprentices.

Appeal to learners by being open, talking and sharing the amazing experiences that you can have from being in such a diverse industry. We use socials to show learners how their careers can develop and evolve regardless of where they are located. 

I encourage employers to get into the spaces where young people are, for example schools and youth clubs, and to hold school-leaver events in the salon to share with them the realities of the industry. Make them aware of the many avenues you can take, that it isn’t just what you do when you don’t get the grades, the earning potential, travel potential and the amazing bonds created with the team and clients!

It’s important to have a consistent flow of apprentices for hairdressing and barbering to thrive. They continue the legacy of many salons and techniques, while also injecting our sector with fresh energy and creativity. Without fresh talent the industry will eventually fade away.

I follow my intuition in all areas of my life, so if I believe in the kindness and energy a potential apprentice is expressing, and feel a strong relationship can develop, then I will follow my instinct. Technique can always be taught. Our aim is to create a connection between space and service, so it is important for the energy of the studio that as a team we share and appreciate similar values.

When it comes to recruiting apprentices, I believe it begins with the team you surround yourself with. By creating a working environment where everyone genuinely feels respected and heard, the growth of the business becomes organic.