Massage Therapy Journal Spring 2025

Spring 2025 • 25

decision. But, there are ways to streamline the process and make sure that hiring goes smoothly, not only for you, but also the person you’re hoping to bring into your practice. For example, be up front and transparent about the pay you can offer (and any benefits) so that those considering applying know before they even send you their information. “Deciding how much a new employee is paid can be one of your tougher challenges as a small business owner,” says Benson. “You want the best candidate you can find. You’ll need to find the sweet spot—the salary that will appeal to someone with your desired qualifications yet leaves some room for negotiation.” Again, it is important to note that the salary is just one component of the overall payroll expense to consider. Things like taxes and commissions also play into the total sum. Solid preparation is also key. You’ll have a better chance of attracting the kind of talent you want for your practice if you are very clear about what you want and need out of your employee. Are you looking for someone who specializes in a certain area or technique, such as Swedish, deep tissue or myofascial release? Do you want someone who combines a traditional technique with a more niche expertise, such as pregnancy massage or IASTM (instrument-assisted soft tissue mobilization)? What kind of hours are you looking for this person to work? What personality type will work best with your own? These are just some of the questions you should have clear answers to before beginning the hiring process. Another thing to consider that will help you focus on hiring the best possible fit is the goals you have for your massage practice. Be up front about what they are with any candidates to make sure they align with what the candidate is looking for in an employer. This can save a lot of trouble down the line if it quickly becomes apparent your goals don’t align. Finally, discuss and assess the non-massage specific qualities you want in an employee during the interview process. How a person

You’ll need to find the sweet spot— the salary that will appeal to someone with your desired qualifications yet leaves some room for negotiation.

interacts with you is likely how they’ll interact with your clients, so take note of how prepared people are for the interview and share basic expectations around client interaction, dress policy, punctuality and hygiene—anything that is important to maintaining the standards that you and your clients have come to expect.

Onboarding: Getting Off on the Right Foot Once you’ve found your perfect employee, made an offer and they accepted, the

WHAT WORKED FOR YOU?

Do you remember the first employee you hired? Tell us about the experience and what you found most surprising and rewarding

onboarding process begins. Hiring websites like Indeed.com will sometimes have onboarding tips that might help you remember all the details that will make getting your new employee up to speed less difficult for you both. Beyond the things that need to be done (like any W-4 or I-9 paperwork), orienting the employee to how your practice runs is important. For massage therapy practices, this work might include: • Showing the new employee the space where he will be working

about the process at communications@ amtamassage.org!

amtamassage.org/mtj