More Than Money: Winning & Retaining Beauty Professionals
Candidate Attraction Takes More Than Money
As the latest Arthur Edward Salary Survey & Industry Report reveals, candidates are weighing up all aspects of their package – from flexibility and benefits to leadership style and company values.
The Arthur Edward team speak to beauty and personal care professionals every day. The message is clear: people want more than a payslip. If your offer doesn’t reflect what matters most, you could be missing out.
But that doesn’t mean every business has to offer the same thing.
What People Really Value
Bonuses remain the most common and most valued benefit, with 62% of our Survey respondents receiving one.
But flexible working hours and location are close behind, with nearly half of respondents already enjoying them. Medical cover, enhanced pensions and wellbeing support are also rising in importance.
“Candidates are asking about benefits earlier and more often,” says Joe Bannister, Lead Consultant. “It goes way beyond salary or job title – they’re looking at how this job fits into their lives, their values and their future plans.”
The Flexibility Factor
Workplace preferences are evolving. While many enjoy hybrid or remote working options, not all roles or companies can offer them. In fact, some of the industry’s biggest names are encouraging a return to the office.
That said, it’s worth noting that 63% of respondents who are currently in the workplace one day a week would say no to their dream job if it was fully office-based.
By contrast, others say that being on-site more often would be a welcome return to structure and collaboration.
There’s no one-size-fits-all. The key is clarity. Be upfront about your working model and explain the “why” behind it.
Candidates are more open to compromise when they understand the bigger picture.
Beyond Pay: Culture, Purpose and Progression
Salary still drives job moves of course. But it’s not the only factor, and sometimes not even the main factor.
For younger professionals, career progression and salary increases are the main motivators, showing their focus on establishing themselves professionally and building financial stability.
The middle career years (25-45) maintain an emphasis on career and salary progression, but work/life balance becomes increasingly important, particularly for the 36-45 group who may be balancing family responsibilities.
And while career progression remains important for older professionals, concerns about management style increase, suggesting professionals value leadership quality more as they advance.
The most dramatic shift is in the 56+ group, where career progression drops dramatically while work/life balance and interesting work gain prominence.
While individual motivations will always vary, we recommend keeping these findings in mind when shaping recruitment and retention strategies.
The Hidden Cost of a Bad Hire
Hiring the wrong person wastes more than time, it costs serious money… in fact, up to three times the annual salary, once you factor in recruitment, training and lost productivity.
Final Thoughts
In a competitive market, the best candidates have options. To attract and retain them, employers need to offer more than a job; they need to offer a future.
That starts with investing time and attention in your recruitment process. Be responsive, be clear, and be human. Candidates notice when you take the time to understand their goals.
And never forget your current team – they’ve made you what you are!
Recognition, development and appreciation go a long way. A valued employee is more focused, productive, and likely to stay.
If you’re hiring for growth or replacing a key team member, we’re here to help you get it right.
Find us on LinkedIn or contact us today.
Arthur Edward is a leading beauty, personal care & FMCG recruitment agency.
We find top talent along the product lifecycle to innovate, launch and market bestselling cosmetic and beauty products.
