EDITOR’S NOTE: PETS+ is the media partner for GROOM’D, the annual grooming-focused pet trade show presented by World Pet Association. The PETS+ team will be reporting live from Atlanta, GA, Friday through Sunday. To not miss any of the action, like our Facebook page and sign up for the daily GROOM’D ebulletin at petsplusmag.com/subscribe.
Award-winning groomer and entrepreneur Samantha Palya shared the hiring and onboarding practices she uses across her three businesses. These practices help ensure she’s not just hiring warm bodies, but the right people for the jobs that need to be done. There were two major takeaways from her presentation: Avoid emotional hiring and prioritize transparency.
To avoid emotional hiring — bringing someone on simply because you like them, even if they don’t fully meet your needs — Palya recommends starting with a clear and concise job description that outlines the required responsibilities, skills and qualifications. This should include a specific job title and a detailed explanation of the role.
For example, if you’re hiring for a “bather,” clearly outline exactly what that position involves on a daily basis. “Bather” is a generic term, and responsibilities can vary widely from one business to another, so it’s important to define what the role looks like in your shop. These duties should be considered non-negotiable. If a candidate can’t meet the requirements of the position, it’s best to stop the process early to avoid hiring someone you may ultimately grow frustrated with.
Avoid the “I don’t get paid for that” excuse by including all duties they might be required to perform throughout the day. A groomer may need to bathe a dog or answer phones if a bather or the receptionist calls out sick.
Advertisement
Transparency is key when it comes to job descriptions, compensation and benefits, and expectations. Avoid wasting your time and a candidate’s time by being up front about how much you’re willing to pay and what they’ll actually be doing on a regular basis.
Payla also recommends setting up an initial phone interview or Zoom call, then inviting qualified candidates for a facility tour and a meet-and-greet with other employees. If those go well, she suggested hiring them for a two-week “working interview.” This allows the prospective employee to see what the day-to-day work is like at your facility so they can decide whether it’s right for them. You also get to see how they work and decide if they fit what you’re looking for. She tells these potential employees not to quit their current job just in case things don’t work out. They are paid for the hours they work, regardless of whether you continue their employment.
Read more PETS+ coverage of GROOM’D 2026.
