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In the retail sector, working hours are long, customer traffic is variable and sales are affected by seasons. All this complicates hiring plans, as it is always necessary to predict how many employees are required, the types of contracts to be implemented, and the areas where they should be assigned. 

Fortunately, nowadays there are tools specialized to make these types of predictions that can make this task much easier and precise. In this post, you will learn about them and other keys to create an effective retail hiring plan.

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Keys to creating an effective retail recruitment plan

Knowing the basics of an effective recruitment plan will allow you to focus your actions correctly. Pay attention to the following aspects to create your strategy:

  • Ensure there is enough staff, depending on the structure of the establishment.
  • Anticipate situations that may arise in the future and, based on this, formulate the hiring plan.
  • Establish schedules according to the seasons of the year.
  • Hire new employees with sufficient time for them to be trained and easily integrated into the current team.

Drawing up recruitment plans manually, based on experience or intuition, is not effective and is especially laborious in businesses as dynamic as retail ones. 

Making an accurate prediction for an entire year’s hiring requires taking into consideration short- and long-term sales goals, work schedules, contracts, regulations and workloads. Everything involved in the laborious process of creating a recruitment plan can be done much more efficiently and accurately with hiring software.

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Recruiting personnel step by step, with a hiring plan.

In the following paragraphs, you will find the procedure on how to implement effective actions that will result in an optimal recruitment plan.

1. Enhance your company’s image

If you really want to attract committed and good quality personnel, you must make an effort to show an attractive image. 

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This way, you will be able to drive interest among applicants by showing yourself as the best place to work and the best way to do this is through the testimonials of current employees, which can highlight the values of the company and all this is visible to the public, either through social networks or any website where the personnel application is advertised.

2. Make your job offer stand out

Make sure that your job vacancy wakes up everyone’s interest. Take advantage of this resource to advertise your company’s image and its philosophy, this will allow you to attract applicants who identify with it and you will increase your chances of finding what you are looking for.

3. Listen to recommendations

Nobody can describe a company better than its employees, they can contribute to the recruitment process by recommending other people who may fit the profile you are looking for. 

Try to let them know about current vacancies and ask for their support to spread the word, you can also offer them an incentive for these types of actions.

4. Anyone can be what you’re looking for

Strange as it may seem, many companies have recruited their best employees from their customers and this actually makes a lot of sense, as they know well the products and services you offer. 

Once again, social networks can be very useful to reach a larger number of people, post your job offers on them.

5. Simplify the selection methodology

The easier the better. To do this you must ensure that all applicants clearly know the conditions of the vacant position and can apply quickly and easily, attend an interview with previously established schedules and ensure clarity in the terms of recruitment at all times.

6. Implement a hiring software

Developing a recruitment plan and putting it into practice has never been as easy as it is now. This includes:

  • Optimization of the hiring structure, focusing the recruitment plan towards the real needs of your business at every moment of the year.
  • Saving time, because most of the steps are performed automatically and require minimal user intervention.
  • Efficient budget management, since these tools are able to foresee different scenarios and calculate the impact they would have on the business economy so that the most effective option for each case can be implemented.

In addition, these tools can be useful for other management tasks that also have a positive impact on retail: 

  • Planning schedules and efficient distribution of tasks.
  • Productivity control specific to each employee.
  • Applications for internal company management and teamwork.
  • Performance statistics and forecasting for future actions.
  • Evaluation of the impact that certain actions may have on the business.