You can have the perfect location, a beautiful build-out, and an ironclad lease, but your business will fail without the right people behind the chair. Hiring barbers is the single most important investment you will make, and in today’s competitive market, it’s also one of the most challenging.
The well-known shortage of skilled, professional barbers can feel overwhelming. But a reactive, “I’ll take anyone who’s licensed” approach is a recipe for disaster. To build a brand that lasts, you need a systematic process for finding, vetting, and hiring talent that aligns with your vision.
This guide will walk you through that four-step process, from writing a compelling job post to conducting a professional trade test.
Step 1: The Magnet – Your Barbershop Job Description
Your job post is not a chore; it’s a marketing document. Its primary goal is to attract the right kind of barber and repel the wrong kind. A generic barbershop job description that just lists “duties and requirements” will attract generic, uninspired applicants.
To attract top talent, your description must sell your vision. It should answer the question, “Why should a great barber want to work here?”
Your job description must include:
- Your Vision & Culture: Are you a fast-paced, modern shop? A relaxed, traditional sanctuary? A creative, trend-focused studio? Describe the atmosphere and culture you are building.
- The Ideal Candidate: Go beyond “licensed and reliable.” Describe the person you’re looking for. “We’re looking for a professional, ambitious barber who is passionate about customer service and wants to grow with a team.”
- The Opportunity: What’s in it for them? Is there potential for leadership? Do you offer continuing education? Highlight the benefits of joining your team.
- The Basics: Clearly state the compensation model (booth rental or commission), required experience, and a clear call to action on how to apply.
Step 2: The Hunt – Where to Find Talent
Posting on a generic job board is not enough. You need to go where the barbers are.
- Barber Schools: Connect with instructors at local barber schools. They know who the most promising up-and-coming talent is.
- Instagram: Social media is the new portfolio. Search local hashtags like #[YourCity]Barber or #[YourState]Fades. You can instantly see the quality of their work and their level of professionalism.
- Your Network: Ask your suppliers and other industry contacts for recommendations. Good people tend to know other good people.
- Be the Cool Shop: The best long-term strategy is to build a brand that people are desperate to work for. Your shop’s reputation is your most powerful recruiting tool.
Step 3: The Conversation – Barber Interview Questions
The interview is where you assess professionalism, attitude, and cultural fit. Technical skill is important, but a bad attitude can poison your entire shop. Your barber interview questions should go beyond the resume.
- “What are your long-term career goals?” (Assesses ambition)
- “Tell me about a time you had to deal with an unhappy client. How did you handle it?” (Assesses problem-solving and customer service skills)
- “What do you think makes a barbershop successful?” (Assesses their business mindset)
- “How do you feel about selling retail products and rebooking clients?” (Assesses their willingness to help grow the business)
Step 4: The Audition – The Barber Trade Test
You would never hire a chef without tasting their food. You should never hire a barber without seeing their work. The barber trade test is a non-negotiable final step.
This is not just about the quality of the final cut. You are assessing their entire process:
- Consultation: Do they listen to the model and communicate their plan clearly?
- Sanitation: Are their tools clean? Do they follow proper sanitation procedures throughout the service?
- Technical Skill: Can they execute a classic, technical haircut (like a skin fade) cleanly and efficiently?
- Professionalism: How do they carry themselves? Are they personable and professional?
By following this structured process, you take the guesswork out of hiring. You will be making a confident, informed decision based on data, not desperation. Remember, you’re not just filling a chair; you’re choosing a partner who will help you build your brand.