Did you know that the medspa industry was globally valued at $13.82 billion in 2019 and is expected to grow by $47.14 billion by 2030? Thriving in this sector involves not just exceptional services but also a robust foundation built on the best HR practices. 

Crafting a stellar team starts with specialized recruitment strategies tailored to the unique demands of the medical spa industry. From understanding legal obligations to delineating job descriptions that align with regulatory standards, the recruitment process necessitates precision and insight. However, HR excellence extends beyond hiring; enhancing employee retention techniques is pivotal in ensuring a cohesive and productive workforce. Let’s explore this topic further:  

hiring in medspa business
Image by fabrikasimf on Freepik

1. Specialized Recruitment

Finding talented and reliable team members for your medspa is both challenging and crucial. Every employee on your team reflects your brand’s image and experience; you need the right hiring strategy. Research the possible hires in your state or local area and if there are any legal requirements, such as if a nurse practitioner can perform Kybella treatment in New Orleans. You can consult with an attorney specializing in your niche for such matters.  Other ways to recruit include:

  • Using social media
  • Posting on job platforms like Indeed or LinkedIn
  • Employee referral program
  • Re-hiring a past candidate 

Your job description for the job title should be consistent with the work environment, expectations, qualifications, and responsibilities. Consider their experience, education, and credentials. 

Remember, a physical assistant (PA), registered nurse (RN), and nurse practitioner (NP) have a different scope of practice, so you must work out the technical requirements of your business. A physician can fill the medical director role, while NPs can provide medical procedures falling under their scope of practice. You might need an aesthetician and cosmetologist, who, although licensed by a cosmetology board, are unlicensed by medical standards and can only perform spa procedures, such as facials. 

2. Vetting Employees to Reduce Future TurnOver Risks

Spas can be hectic, especially if you’re fully booked; you need all staff on hand at a moment’s notice. Asking the right interview questions can help you find employees with reduced turnover risks. Some examples include: 

  • Medical practitioners: How do you keep up with advancements and changes in cosmetic medicine? 
  • Aestheticians: how would you tailor a skincare routine to meet individual client needs? 
  • Receptionists: How would you handle busy schedules and multiple client inquiries simultaneously? 
  • Administrative roles: How would you ensure compliance with healthcare regulations in a Medspa environment? 
  • General Questions: 
    • How would you handle stress and pressure at a medical spa? Do you have any prior experience regarding this? 
    • Give hypothetical scenarios about different situations and how they would respond.
    • How would you behave at work if you’re burned out or overwhelmed?
    • Why are you leaving your current job? Was there a specific instance that made you quit? 

Such open-ended questions let candidates express themselves, and you can gauge their personality and see if they’ll be a good fit for your work environment. 

3. Providing the Right Resources

You can also offer new employees a comprehensive handbook of policies and procedures to abide by. It will reduce confusion and provide clarity so they feel empowered in their roles. It serves as a resource for employees to seek guidance on company culture, benefits, and more, and can contribute to a positive work environment. In it, you can include: 

  • Payroll Schedule 
  • Paid time off
  • Personal time 
  • Working hours 
  • Holiday schedules 
  • Late/no-show policies

Offer a formal training program, which can show the obligations, scheduling, and responsibilities based on the type of employment. They should know how to encourage clients to come again for future appointments or how to sell relevant products and services. 

4. Use Scheduling Software  

A medical spa scheduling software can simplify and manage every aspect of your medspa, such as payments or marketing. Most scheduling software offers these benefits: 

  • It lets you store client details, forms, charts, appointment history, invoices, and more 
  • Identify pending forms and partially paid or unpaid payments from client records. 
  • Design a flexible online booking schedule 
  • Give live updates on the feed to employees, such as about last-minute openings 
  • Allows clients to book multiple appointments, like massages or facials
  • Incorporate your policies, such as notice time, waivers, and more in your booking process 
  • It can send automated reminders to clients via emails and SMS to reduce no-shows 
  • Streamline tasks by using automatic forms 
  • Integrated video conferencing 

To choose the right software, prioritize your needs and if the software can help your operations, provide actionable insights, and organize your data. It should meet your client’s needs and help drive your marketing efforts. Data analysis is vital for decision-making. The software should provide you with tools to analyze sales, customer preferences, and inventory. It should simplify your administrative tasks, such as payroll and invoicing. Protecting your clients and business’s sensitive data is a must, so it must comply with industry standards for data security. 

5. Focus on Employee Well-Being 

Work-related stress can lead to many psychological and physical consequences, such as fatigue, anxiety, burnout, discouragement, irritability, headaches, muscle tension, diminished creativity and initiative, and more. 

Working at a medical spa can be hectic, stressful, and draining, which can cause the quality of your medical spa services to decline. Your staff will feel overwhelmed and undervalued and be more likely to quit. You must: 

  • Be supportive: Consider using a performance management system to understand how your team is performing and if they need training, assistance, or motivation. 
  • Reward performance: Recognize and praise employees for a well-done job and provide incentives, such as monetary rewards ( pay increase, bonus, gift card) to keep them motivated. 
  • Avoid burnout: Spread out your appointments instead of cramming them into one day. Your staff will have appropriate time to rest and prepare for each appointment. Encourage your workers to give feedback and hear their concerns to create a comfortable working environment. 
  • Competitive compensation: High staff turnover means you’re not paying your workers well and lack proper incentive structures. For example, if you want your staff to sell specific products or promote particular treatments, offer additional pay when they hit their targets. It can be commission-based. 
  • Empower your employees: You can empower them by being open to their feedback and opinions, including them in decision-making (where appropriate), and helping them understand how they can contribute to your business’s success. Consider offering opportunities for training and advancement, such as by sponsoring them to take additional courses or pursuing relevant degrees. 


In the dynamic landscape of a medspa, fostering a culture of excellence extends beyond treatments; it rests on the foundation of robust HR practices. Elevating employee retention through comprehensive policies, supportive environments, and growth opportunities not only fortifies staff morale but also enhances service quality.
Recognizing the intrinsic link between employee satisfaction and client experiences, prioritizing HR strategies invigorates the very essence of a successful medspa. By embracing and empowering a dedicated team equipped with the right tools and motivated by a supportive culture, businesses ensure not just longevity but a hallmark of exceptional care within the competitive realm of the medical spa industry.