How Retailers Can Build Trust with Candidates Following Bankruptcies & Layoffs

Many large retailers have seen layoffs, bankruptcies, cost-cutting measures, or shake-ups in leadership in the past year. In the first few months of 2024 alone, nearly 3,200 store closures were announced, a 24% increase from 2023. Affected retailers include big names such as Macy’s, CVS, 7-Eleven, Rite Aid, Best Buy, Family Dollar, and 99 Cents Only, shaking retail employees’ confidence and making it harder than ever to attract qualified employees.

Even if your company hasn’t experienced a reduction in force or leadership transition, candidates may want to know why working for you will be a safe bet in an unsteady retail market. 

Here are five ways your talent acquisition team can: 

Whether or not your company has had a recent shake-up, today’s retail candidates expect transparency across the board. For instance, almost 60% of employees (and 70% of those under 45) have researched pay ranges for their roles, data from Mercer shows. Nearly half (46%) are unlikely to apply for a job if the listing doesn’t include compensation information.  

In addition to wage transparency, retail candidates also expect transparency regarding the required skills for a role. Emphasizing skills rather than experience can help you attract a wider candidate pool, including those who may lack retail job experience but have the necessary “soft skills.”

Of course, if your organization has recently enacted any cost-cutting measures, be open about your path forward. Respond honestly to candidates’ inquiries about your current business outlook and be prepared to offer insight into what pivots you’ve made to set yourself up for success or recent wins.

Opt for the right hiring solutions to enhance transparency during the interview and onboarding process. For instance, a retail background check partner that gives candidates real-time visibility into the status of their background screenings helps build trust and keep candidates engaged.

Retail work frequently suffers from negative perceptions, which are too often grounded in reality. During an average workday, Mercer reports, half of retail employees say they feel exhausted. Almost 40% say they feel overwhelmed, chaotic, and frustrated; nearly one-third don’t believe their employer values them.  

To overcome candidates’ biases and make retail jobs appealing in today’s economic environment, you must create a workplace brand that gives employees what they want. Creating a solid employee value proposition (EVP) can help you attract up to 20% more candidates and boost new hires’ commitment by 29%, according to data from Monster.com. 

What do retail candidates want from a job? Job stability, enjoyable work, competitive pay, and adequate hours are top reasons employees stay at retail jobs, according to a study from Lotis Blue Consulting. Flexible schedules are also important. Retail employees who can easily trade shifts or otherwise control when they work are twice as likely to remain committed to their jobs, Mercer reports. Finally, employees seek retail employers who support their career goals and offer the training and skills they need to advance.

Leaving candidates in the dark regarding their job application can destroy the hard-won trust you’ve built. Three-quarters of candidates say not getting a response from an employer after submitting a job application feels worse than being ghosted after a first date, an Indeed survey reports.

Candidates who receive a response from employers within four hours are 95% more likely to accept an offer than candidates who don’t hear back for a week, the same survey found. Artificial intelligence (AI)-powered solutions are an easy way to keep qualified candidates in the loop.

AI-powered retail hiring tools can help you send personalized responses, updates, and notifications to candidates at every stage of the hiring process. For instance, you can build trust by selecting a background check partner that automatically guides candidates through the background screening process, notifies them of missing information, and alerts them of next steps.

Top candidates may drop out of your hiring funnel if your application or background check processes are slow or confusing. Demonstrate a modern approach to hiring with a mobile-friendly candidate portal that’s intuitive to use. Show you value candidates’ time by providing candidate assistance via live support staff and robust FAQs. Candidates who can quickly get answers to their questions are more likely to make it to the finish line.

Checkr's mobile candidate portal, pictured above, makes it easy for your top candidates to view their background check progress and take key actions.

From retail industry or business news sites to employer review sites, candidates today can find information about your company in dozens of places. Take control of your brand and gain candidates’ trust by focusing on the positive aspects of working for your organization.

Channels where you can put a spotlight on your team’s success include:

As you think about how to shine a light on stories that may attract top candidates (and provide a positive outlook in a tumultuous industry), here are some elements to highlight:

Spotlighting employee experiences is an especially effective way to appeal to top candidates. Keep in mind content that’s too polished and professional may not seem as believable as employee-generated social posts or videos. For example, you could create videos sharing a “day in the life” of retail workers in various roles. Record employees involved in fun activities like charitable events or talking about their career trajectory at your organization and what they love about working there.

Job listings aren’t the only way to uncover promising retail candidates. Some of the best talent can be found by looking within your organization. Here are some ideas to try:

With the retail landscape undergoing massive transformation, retail hiring is more competitive than ever. Building trust is essential to attracting top retail candidates and keeping them engaged throughout the hiring journey. Deliver a positive candidate experience during every step of your hiring process by selecting the right solutions.

Choosing Checkr as your background check partner can play a pivotal role in building confidence in your brand. Checkr automates key candidate communication and provides ETAs of completion, so candidates always know where they stand. Our intuitive, mobile-first candidate portal streamlines and speeds up the background check process, sending candidates notifications and reminders to keep screenings moving and prevent dropoff. With Checkr on your team, you can make a positive first impression and capture top retail talent before your competitors do.

About the author

Karen Axelton writes about business topics and best practices. She has written hundreds of articles on business subjects, including background screening, hiring and employment trends, human resource management, and the use of technology in the workplace. Her work includes educational articles, e-books, white papers, and case studies.