Signs You Need To Put You Candidate On The “No” Pile

Retail Hiring – Signs That You Need To Put The Candidate On The “No” Pile Hiring, right?! It’s definitely not an exact science and, occasionally, terrible candidates slip past us and into great roles. Ask any retail person and we can probably tell you about our top 3 terrible hires (my top 3 are doozies)! As leaders, we must have missed something in the interview, we missed one critical question that would have told us that this candidate was a “dud”. Maybe…but quite often the candidate knows how to answer questions because they have researched “commonly asked interview questions”. They know what questions to ask in the “What questions do you have for me” phase, because they have also researched that. Interviewing isRead More

Employee Referral Program

  The Importance Of A #Retail Employee Referral Program Things you may not know about Employee Referrals: -The #1 source for quality new hires -Retention of referrals is higher than any other source -Referrals that are hired produce more profit -Referrals are more likely to be a “cultural fit” than other hires -One out of every five referrals gets hired (saving time & $ on recruitment) Great refers great to a great place to work! It is an absolute that Employee Referral Programs produce higher-caliber candidates. There are several ways to institute a program at your workplace: -Internal communication methods (emails,newsletters,call-to-action meetings) -Social Media platforms -Contests -Make your workplace great and the referrals will follow The most effective way to find right-fit candidatesRead More

Time To Fill In Retail…And How To Shorten It

Time To Fill In #Retail…And How To Shorten It In a previous post I have discussed my strategy for Retail Interviewing For Job Fit And Cultural Fit which has allowed me to keep my turn extremely low (around 7%-11% compared to an industry median turnover of 67%). Hiring people who are aligned with my professional standards and values, who are innovative, strategic, solution-focused, smart, unique, funny, and business savvy are standards that I will not compromise on. When I meet or find people who I connect with on a professional level, I cultivate that relationship and maintain it so that, when there is an opportunity to work with someone who is aligned with my brand image and cultural standard, they are interested andRead More

Interviewing For Emotional Intelligence & Maturity

#Retail Interviewing For #JobFit & #CulturalFit Creating a culture that is based on Core Values and Workplace Happiness is a responsibility of the company to their employees. Providing a culture as has that focus on values is definitely conducive to higher engagement, higher productivity, and higher profits. However…the employees must meet the company in their work ethic and quality of work. They need to bring self-motivation and the desire to be developed. They need to embrace the company values and work, also, to create their own happiness at work. Not everyone will fit into the company culture nor is every candidate able to meet the basic needs of a job. Ensuring that you are publishing a thorough and honest job description will absolutelyRead More

Retail Candidate Experience

Focusing On The #RetailCandidateExperience LinkedIn just recently released it’s “Global Talent Trends 2015” report. It shared some very interesting information about active job seekers and the passive candidate pool in various countries. It is an exceedingly worthwhile read for anyone who sources, recruits, hires, or interacts with candidates in any capacity. Candidate Experience is something that is not discussed with any frequency, especially as it relates to the field teams in retail. But it is the first exposure to company culture that candidates will have and it is frequently different than the experience that the candidate has as a customer of your brand. Some the most important points of this report I found to be: -87% of talent says a positive interview experienceRead More