Hiring a massage therapist isn’t just about what’s on their resume. You need to see how they actually perform bodywork, how they move, how they interact with a client, and whether their technique matches the quality your business promises.
That’s why hands-on interviews (also called working interviews, practical assessments, or “test massages”) are so essential when hiring for a massage or spa business.
But here’s the problem: most practice owners don’t have a structured process. They either skip it entirely or just wing it, which often leads to awkward sessions, unclear expectations, or poor hiring decisions.
In this guide, you’ll learn how to run a hands-on massage interview the right way: with professionalism, clarity, and consistency, so you can confidently choose the right therapist for your team.
Why a Hands-On Interview Matters
A resume can tell you where they went to school. An interview can show how well they speak. But a hands-on session reveals whether they have:
- Solid technique and flow
- Confidence and client awareness
- Good draping, hygiene, and body mechanics
- The emotional presence your clients expect
- A style that fits your business model
If you want clients to return and trust your team, you need to test how your therapists perform in action — not just on paper.
When to Schedule the Hands-On Interview
You should only conduct a hands-on massage interview after:
- You’ve reviewed their resume and license
- They’ve passed a basic phone or in-person interview
- You’re seriously considering hiring them
Don’t waste your time (or theirs) unless they’re a viable candidate. This saves your energy and helps you make faster, better hiring decisions.
What You Need to Prepare in Advance
Before the session, set up the following:
- A massage room or treatment space
- Fresh sheets and sanitized supplies
- A model or staff member to receive the massage
- A printed evaluation form or digital notes
- Clear communication with the candidate about expectations
Let them know:
- How long the session will be (usually 30–60 minutes)
- What you want them to demonstrate
- Who they’ll be working on
- That it’s unpaid (or offer compensation if that’s your policy)
- What attire or equipment they need to bring
Professionalism matters here. You’re not just evaluating them — they’re evaluating you, too.
Who Should Be the Model?
Ideally, someone who:
- Understands what to look for in quality massage
- Can give clear and constructive feedback
- Represents your ideal client (or is familiar with your treatment style)
This could be you, a manager, or a trusted team member. Avoid using an actual client unless they’ve explicitly volunteered and understand the context.
What to Observe During the Session
Use a checklist or scoring system to keep your evaluation consistent. Key things to watch for:
1. Technique
- Are their strokes intentional and fluid?
- Do they demonstrate proper pressure and variation?
- Do they transition smoothly between areas?
2. Communication
- Do they check in about pressure?
- Are their instructions clear and confident?
- Do they maintain appropriate boundaries?
3. Draping & Hygiene
- Are they respectful and skilled in draping?
- Do they wash their hands properly?
- Is their table setup clean and professional?
4. Body Mechanics
- Are they using their body efficiently (not overworking their hands)?
- Do they look comfortable and confident?
5. Client Experience
- Does the session feel rushed or relaxed?
- Would you pay full price for this massage?
- Do they match the quality your business promises?
You don’t need perfection — especially with newer therapists — but you do need professionalism, awareness, and potential.
How to Give Feedback
After the session, debrief immediately or within 24 hours. Let them know:
- What went well
- Where they could improve
- Whether or not you’ll be moving forward
Be honest but respectful. Most candidates appreciate clarity — even if it’s a no.
Sample script:
“Thanks again for coming in and sharing your work. I really appreciated your flow and confidence. One thing I noticed was the transitions around the neck area could use a bit more support, but overall I think clients would respond well to your style. I’ll follow up with you by [day] to let you know next steps.”
If you’re unsure about the candidate, don’t feel pressured to hire. You can always say:
“We’re still finalizing our hiring decisions, but we’ll keep you on file and reach out if we have an opening that fits your skills.”
Common Mistakes to Avoid
- Not preparing the model or space (leads to awkward or unprofessional vibes)
- Not telling the candidate what to expect (creates anxiety and unclear performance)
- Letting the session run too long or short
- Not taking notes or comparing objectively
- Hoping you’ll “feel it out” instead of scoring or tracking key behaviors
The more structure you bring, the better your decision will be — and the better your business will perform long term.
Final Thoughts: Treat It Like an Audition, Not a Test
The best candidates will appreciate a clear, professional process. They want to show you what they can do. By giving them structure and clarity, you reduce awkwardness and increase the chances of a great hire.
A well-run hands-on massage interview isn’t just about finding someone who “can do massage.” It’s about finding someone who fits your brand, supports your clients, and contributes to your long-term growth.
