MEMBER PERSPECTIVES
BY JAMISON STOIKE
Gain and Retrain
Three ISPA members share their tips for attracting
and keeping top-tier service providers and managers.
THE RECENTLY RELEASED ISPA 2018 U.S. SPA
INDUSTRY STUDY confirms what most spa owners already
know: there’s a labor shortage in the spa industry. With more
than 35,000 open service provider positions and 2,500 open
spa management positions, workforce issues are the hottest
topic in the spa industry.
Yet, some spas have found success in the tight labor
market by emphasizing a thorough interview process, out-of-
the-box perks and the importance of showing employees that
they’re valued. This month, Pulse talked with three of those
spas—Chuan Spa at the Langham, Chicago; Spa of the
Rockies at Glenwood Hot Springs; and The Spa of Colonial
Williamsburg—about their strategies for human resources
success in 2018.
Laws of Attraction
Solving your spa’s workforce woes starts with a thorough
hiring process that produces employees who want to be at
the spa long-term. William Myers, regional director of spa for
Chuan Spa, said that he’s careful to tailor each job listing to
Spa of the Rockies emphasizes a good work-life balance for both managers and service providers.
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PULSE
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November 2018