ISPA SNAPSHOT SURVEY ANALYSIS

AN ISPA SNAPSHOT SURVEY this autumn asked spas and resource partner organizations to consider and share details about their approach to hiring and onboarding. The findings point to an industry that continues to evolve— balancing hospitality’ s human touch with smarter, more transparent practices.

While nearly every spa( 89 percent) and resource partner( 97 percent) shares job descriptions before interviews, fewer extend that transparency to salary ranges or interview expectations. Communication gaps remain: More than half of spas( 52 percent) still don’ t send interview reminders. For a people-centered industry built on connection, that’ s a critical opportunity to strengthen the first impression.

Remember: Spas that approach recruitment as an act of hospitality— and onboarding as an extension of culture— will continue to stand out in a crowded talent market.

INFORMATION SHARED PRIOR TO INTERVIEW

Communication defines the candidate experience Transparency isn’ t just a courtesy— it’ s a recruitment strategy. Survey results indicate that while most organizations provide the basics, fewer go further to build clarity and trust before the first conversation. Only 69 percent of spas and 77 percent of resource partners share pay

MEMBER INSIGHT:“ We’ ve embraced creative strategies such as leveraging social media campaigns, employee referral programs and interactive career webinars … These efforts have significantly increased our reach and improved engagement with potential hires.” information; and just 67 percent of spas, compared to 19 percent of resource partners, tell candidates what to expect during the interview.

In today’ s competitive job market, those omissions can be costly. Candidates who don’ t know what to expect are more likely to withdraw— or not show up at all. Indeed, 58 percent of spas and 39 percent of resource partners report being“ ghosted” by candidates who skipped scheduled interviews without notice.

Operational intelligence l Treat every pre-interview touchpoint as part of your brand. l Provide candidates with a brief What to Expect sheet, including pay range, interview format and interviewer names.

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