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Recruiting Hourly Retail Employees

Looking for ideas for strengthening our recruiting network for hourly retail employees? What recruiting techniques, sources, are useful in recruiting hour retail employees?WZ3e.ibIV"zN

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I would say number one ask your top employees for referrals. They tend to be your best spokespeople. Also, if you are flexible in terms of hours network with some local community centers or schools. You may be able to get a pipeline of individuals that are in a transition period, going to school, retired etc. If you build upon your reputation as a good employer to work for and are involved in the community you will be surprised at how many people are calling you regarding opportunities to work at your company. G o_Dn J


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e$Dp+n:iQXD @ One recommendation would be to offer medical benefits starting from the first day to part-time hourly workers. Studies have shown that offering benefits to this population results in attracting a more stable employee and results in higher retention rates. These benefits are lower then the major medical plans typically offered to full time employess.#Nb7q)R@|WC
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Many companies are still not realizing that their best sources of candidates is their customer base. If you are a great place to shop then the tie in to be a great place to work. Pizza Restaurants are the only ones that I have seen that advertise their jobs to their customers. As a frequent customer of a variety of pizza restaurants, they often stick not only coupons on the box but fliers about job opportunities. The infamous “Now Hiring Signs” do not work.
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KD)}J:xZ E5\ One company that recruits for customer service reps regularly has started using an open call process where they block off a couple of hours a day for two days a week to interview anyone who walks through the door. They do this twice a month. With lower level position the candidates often no show because they get something else and don’t bother calling. This saves time in screening resumes, conducting phone screen and setting interviews only to have a candidate no show. If you get a bad candidate in open call you just cut the interview short and only only spend 5 minutes with them.8t8{ _"x dPa&w

3L _]\u6nUA5Rm Also consider “shopping” other local retailers to find out what rate they are paying to start. It’s so difficult to find and retain good individuals in retail positions.