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The 4 ways to maximise retail’s recruitment potential

The most successful brands bring together all aspects of their recruitment to not only benefit the hiring process, but to benefit all aspects of the company. By creating a holistic approach to recruiting, companies are able to advertise their brand, shed light on their strategy and effectively manage who has control over the recruitment process all while attracting and managing the best candidates.  The best recruitment solutions bring more than just great candidates.



  1. Promoting a Brand

Promoting a brand is essential for not only attracting customers but also in attracting the best candidates. A powerful brand that attracts customers onto the shop floor as well as winning their loyalty is likely to affect candidates in a similar way.  Those companies that are most successful will market the benefits of being an employee alongside marketing the benefits of being a customer.


  1. Creating a Centralised Process

Recruitment in retail is rarely conducted by one individual; in fact, it is more likely that a number of hiring managers will be involved as well as the HR department. Without a method of centralising those in charge of recruiting, there is a strong likelihood that administration difficulties will be experienced; meanwhile, the occurrence of human error will be higher than necessary. Centralised systems are perhaps most necessary in retail where there are multiple shops all with their own hiring manager as well as regional managers and head offices.

  1. Improving the Recruitment Manager’s Journey

Regardless of their geographical distance, store managers, hiring managers, the HR department or any other hiring managers all add unique value to the recruitment strategy; however value is lost entirely with complex systems or when no systems are in place.

In some cases, the manager in charge of recruitment is often also the store manager; conversely, it can also be the case that those in charge of hiring new staff are more remote such as the HR department. Regardless of who the hiring managers are, it is essential to be able to allocate full control to those who need it.

  1. Improving the Candidate’s Journey

As the job market has developed into one which is driven by the candidate, expectations and demands have grown, while companies are striving to ensure both their successful and unsuccessful applicants are fully contented with their experience while applying for a job.  In short, the gap between candidate and customer is most dramatically decreasing making it increasingly vital to provide the best candidate journey possible.

Candidates and customers should be treated in the same way. When shortcomings with recruitment exist, such as a lack of communication, applicants will vote with their feet and boycott a brand. Furthermore, candidates expect convenience and ease when it comes to applying for roles. In treating the candidates as customers, loyalty can be bought even when sending out rejections.

 In all, centralised systems that allow for transparency and boost effectiveness help retail as they would for any other sector however; retail stands to benefit from an advanced recruitment strategy more than just through recruitment of new staff. As an industry, retail has its own unique problems which can be combatted through innovative recruitment software which not only solves problems but adds value to the business.

Click here to see how Vacancy Filler’s Applicant Tracking System helped Aldi with their “meteoric rise”.

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