Talent Acquisition Experts’ Tips for How Retailers Can Boost Efficiency

The pandemic is behind us, but the labor shortage that began four years ago remains a challenge for retail employers. Seeking higher pay and more job flexibility, many retail workers have left the industry. As retailers compete with other industries for talent, a fast, easy, mobile-first candidate experience is critical to hiring at scale. 

To help retailers tackle these hurdles, Checkr and HRDive recently hosted a webinar featuring Rhea Moss, Global Head of Workforce and Customer Insights at talent acquisition solution iCIMS, and Amit Fernandes, Senior Director of Product Management at Checkr.

Read on to get these experts’ three key tips, or watch the full recording.

To set management’s expectations, recruiters must drive home how fiercely competitive retail hiring has become. “Hiring managers need to realize they’re competing with industries they never thought about before,” says Fernandes. It’s important for hiring managers to understand the need for speed. If candidates don’t hear back from you immediately, they’ll simply move on to another opportunity, so it’s essential to act quickly.  

To develop an efficient retail hiring strategy, Moss says, TA professionals and hiring managers must reach agreement about topics like:

“There’s no right answer,” she says. “You have to have hard conversations.”

Each generation brings unique perspectives and skills to the retail environment. Building a diverse, multi-generational workforce requires developing candidate experiences tailored to each age group. Customize job descriptions to highlight what each generation is looking for in a job, says Fernandes, and promote open roles in the places each generation looks for jobs.

Here are some key differences that should be included in your job description strategy:  

Identifying candidates is only half the battle. For efficient, effective interviewing, Moss advises, start by streamlining the application process. Focus on getting the critical information quickly so you can move candidates into the funnel. “A candidate might be applying for three jobs that day,” she explains, “so you want to get to them first.”

Retail background checks can help you mitigate risk (like theft) and help ensure a safe environment for staff and customers, Fernandes notes. However, when screenings take too long, candidates may drop off or accept a competitor’s offer. Losing candidates post-interview wastes both your time and theirs.

Using a modern background screening platform can help accelerate hiring and deliver a candidate experience that supports your employer brand. Look for a solution that lets you customize screenings for each role’s requirements and each hiring location’s compliance regulations, Fernandes advises. A mobile-first process that provides transparency into report status helps keep candidates moving through the funnel.  

Fair chance hiring can also expand your talent pool and open up opportunities to the one in three Americans with a criminal record. A background screening solution that uses technology to evaluate only information relevant to the role, according to your custom criteria and compliance regulations, can help mitigate bias and ensure consistent decision-making.

In the ongoing battle for retail talent, you’ve got to move fast to win. Aligning hiring goals across the organization and creating a candidate experience that appeals to multiple generations are key to attracting top candidates. Employing the right background check solution helps, too.

Checkr delivers a seamless candidate experience on both mobile and desktop platforms, enhancing candidate engagement and conversion. Our customizable background check packages and AI-enhanced adjudication tools simplify compliance and reduce bias. With Checkr on your team, running accurate background checks for dozens or hundreds of retail candidates is fast and easy—for both you and your candidates. Sign up or talk to our sales team to learn more today.

The resources and information provided here are for educational and informational purposes only and do not constitute legal advice. Always consult your own counsel for up-to-date legal advice and guidance related to your practices, needs, and compliance with applicable laws.