How to Hire the Most Qualified Staff in Less Time
The novel coronavirus (COVID-19) pandemic has caused ongoing challenges for employers and employees alike — and one of the industries facing the greatest disruption is retail.
While some retailers have closed to the public, others have seen unprecedented demand — and as a result are hiring in unprecedented numbers.
For instance, grocers such as Walmart Canada, Loblaws, and Sobeys have all increased their recruitment to meet higher demand during this time. And they are not the only retailers doing so. Others, such as Home Depot, have also seen a need for more staff even as business shifts.
However, retail recruitment already faced challenges before the COVID-19 pandemic hit. Across the country, retailers reported difficulties retaining staff and filling vacant roles.
As the COVID-19 pandemic continues, so too might those challenges. But there are ways that retailers can improve their hiring processes and find long-term staff. Read on for how…
Retail Hiring Challenges
The challenge with retail hiring is that companies often have to hire in volume and for a quick turnaround. This makes it difficult to find the best candidates. Hiring is also often done across locations. If done at the store level, the manager may not have an established process. However, if done from head office, the hiring team may not have necessary insights into the store team and culture.
- Employees with a history of theft.
- Employees with excessive absenteeism.
- Employees with punctuality issues.
- Employees that create conflicts with customers.
- Interpersonal team issues with full-time staff.
- And more.
While these issues can all be dealt with after hiring, it often doesn’t happen. A study from Robert Half found that even when firms realize they have made a hiring mistake, they are slow to take action. It takes an average of 27 weeks to let the person go and find a replacement.
Additionally, while hiring temporary staff may be necessary at certain times (such as during the COVID-19 pandemic), making the effort to ensure quality could help retailers find stand-out recruits for long-term positions.
Hiring Retail Employees Quickly and Effectively
Despite the challenges, there are practices that retail hiring managers can use to recruit quickly and reduce risk factors.
When hiring in volume, retailers can:
a) Have a consistent process – know what you are looking for in a hire and have a recruitment plan in place.
b) Use an Applicant Tracking System (ATS) to streamline the process and create a better candidate experience.
c) Decide ahead of time what pre-employment screenings you will ask for – e.g. credit check verification, police record checks, employment history verifications, reference checks, and so on.
d) Work with a trusted background check provider for fast turnarounds.
To the last point, a background check provider can significantly speed up the hiring process while reducing risk.
For instance, at Triton Canada we offer some of the fastest turnaround times in the country for all types of pre-employment screenings. Our average times for returning results are:
- Criminal history check: about 7 minutes
- Credit check verification: 4 hours
- Reference checks: 1 – 2 business days
- Education verification: 1 – 2 business days
- Employment verification: 1 – 2 business days
These speeds give retailers the flexibility to recruit in volume and reduce risk — without delaying start times.
Learn more about our pre-employment screenings for retailers. Call 1-844-874-8667 or visit https://www.tritoncanada.ca/bu....