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.
