reported salary survey data . This is not what you see on Glassdoor , or what you ’ re going to get when surfing
the web and going to salary . com . All of that is highly inflated .
We use the real data , which will say : Here ’ s the 50th percentile of the market for this particular job . Then , we partner with them to understand where they fit from a compensation perspective as an organization . Do they want to pay at market ? Or do they want to pay for talent , which typically means they want to pay above the 50th percentile ? You ’ re really using that market data to draft a compensation philosophy that also fits with your budget over the long term to create some pay ranges , a minimum , a midpoint and a maximum , for every position within your organization .
Candra Bryant
AVERAGE ANNUAL COMPENSATION ( INCLUDING GRATUITIES ) FULL-TIME INDIVIDUALS
You can get creative with a bonus and the package , but I think you have to be ready to discuss that from the outset and not just kind of fumble your way through it and try to figure out the compensation at the end .
Conversely , from a management candidate ’ s perspective , being realistic about what the market will bear for the type of positions you ’ re looking for is really important . The compensation structure is very different in a four-treatment room day spa than it is in a large , 20-treatment room resort spa . Being realistic about those types of jobs is important , because there ’ re benefits to each . You may have a smaller comp at a small day spa , but you have a chance to really get your hands on a lot of different pieces . You may have the chance to negotiate an ownership stake . You may have a chance to negotiate a bonus that is tied to performance . You could be very integral to that day spa growing and opening more locations . So , also think about the long game . Do you want to be in a situation where you can really help someone grow ? Or do you want to be in a situation where it is a welloiled machine , where you step in and take an already established role ? Decide where you are in your life and what ’ s important to you at this point . Be honest with where you are in your world .
The 2024 ISPA U . S . Spa Industry Study report cites extensive data on spa compensation structures and levels , with breakdowns by provider type as well as for executive leadership and administrative personnel . Download the report under the Resources tab at experienceispa . com .
Be transparent and be real Julie Keller-Callaghan : Transparency from the beginning will save everyone a lot of time , heartache and frustration . There are times when I have a candidate who gets to an offer , and they ’ re mortified at how low it is , and that ’ s not a great way to
start a job . As an employer , before Julie Keller-Callaghan you even start your search , sit down and decide your budget . Where are you willing to wiggle ?
Paint the whole picture Alison Harrigan : When we ’ re recruiting for positions , we see a lot of candidates who want to move into hospitality , whether or not they truly understand the industry . You have to focus on all the things hospitality can bring to this candidate , beyond compensation . In a lot of hospitality roles ,
Alison Harrigan you ’ ll have the opportunity to work all over the world , to work and live in beautiful places , and have these beautiful guest and customer relationships . For the most part , our industry is about what people do for fun .
Highlight reasons why people may want to be in hospitality when you ’ re competing against other industries that might have higher base salaries . Be tactical about laying out how much money they ’ re going to be making in a role . If there are commissions or if there is a bonus that might be variable in any given position , it can be helpful to either show a historical record of payouts or have them talk to other people on the team . That way , they might get
DECEMBER 2024 / JANUARY 2025 n PULSE 43