I have one more point I would like to make with regard to hiring helpers to work at the mall or any other location for that matter. You are responsible for your employees’ performance. You need to set the standards for responsible work ethics, dress code and acceptable behavior. You can try to train employees to be responsible, outgoing and conscience, or you can hire responsible, outgoing and conscience employees.

Unless you are hiring people you already know, it can be difficult to tell the character of your employee by reading an application or conducting a one on one interview. Background checks can be expensive. So how can you hire and get the best out of your employees?

I would say first of all go with your “gut”. If your first impression of someone is unfavorable, you are probably right. Trust your gut. Secondly, let your employees know the checks and balances you have put in placed to keep track of sales. These may include placing signs in your booth/kiosk stating “If you do not receive a receipt, your tat is free”. Let employees know the mall requires a copy of the “Z” tape from your cash register at the end of each week and mall employees will be randomly checking on everyone’s cart to see that all sales are run through the register. As I said before, let your employees know the value of the equipment they are using. Tell them they will be held accountable for damage due to misuse of equipment. It is your responsibility to see that every employee is properly trained and feels comfortable with their skill level before applying a tat to a customer. Make yourself accessible to your employees by leaving your cel. phone number in the register drawer, in anticipation of any problems that may arise. Have each employee sign the Affidavit that is included in the marketing portfolio you received with your system:

If you let your employees know up front what is expected of them, there can be no doubt. Chances are, any potential irresponsible employee will be put off by all the conditions of employment and you will be left with the responsible candidates. The responsible candidates will appreciate your professional standards.

Before we started the business of TAT International, we operated a tat kiosk at the local mall. At the end of the season, the owner of the kiosk next to ours asked if we planned to be back at the mall the following year. We told him that we would not be back at the mall since we had decided to start the business of TAT International. He purchased the right to take over our kiosk the following year, and supplies to get started. His business was extremely successful. He opened his kiosk every April and closed every October. He did this consistently year after year. He discontinued his other kiosk operations and only ran the tat cart. He was doing very well and more than a few times we regretted giving up the tat kiosk to him.

A couple of years ago we noticed his kiosk was not up and running. Out of curiosity, we approached the mall office and inquired about his absence. Since they knew us, they told us the unfortunate story of our replacement. An employee at the tat kiosk had applied a tat to a young girl in an inappropriate location. The young girls’ parents somehow saw the tat. They were, understandably, extremely upset. They went to the mall and complained to the mall management. The mall management personnel responded by immediately closing the tat kiosk. The owner of the kiosk was banned from ever operating a business in that mall again. The mall management said they would let us operate the kiosk but they wanted a cooling off period of a year before they let any one apply tats at that mall.

Who was responsible for the mistake, the employee or the employer? The employer definitely paid a high price for the mistake.