Free Subscription

  • Access 15 free news articles each month

Professional

Try one month for $5
  • Unlimited access to news,insights and opinions
  • Quarterly and weekly magazines
  • Independent research reports and forecasts
  • Quarterly webinars with industry experts
  • Q&A with retail leaders
  • Career advice
  • Exclusive Masterclass access. Part of Retail Week 2021

ADVERTORIAL: Simplify your recruitment processes

unnamed-13Finding the right candidate is about more than just assessing their skills and experience.

Although these are of course vitally important, one of the main determining factors in whether or not an employee will stay with you for the long term is whether their personality and values fit your business.

Unlike skills that are measurable, assessing whether or not a retail candidate will be a good cultural fit with your organisation can be more difficult.

Here are some techniques that can help you decide whether or not a candidate will work well within your company, fit in with the culture, and get along with their co-workers.

Evaluate your organisational culture

Before you look for candidates who fit your company culture, you first need to define what makes a good fit. What values does your organisation place the most importance on?

Think about things like working style – collaborative or more independent? Do you want an employee who is looking for advancement, or someone who is happy to stay in a role for the long term? Once you have a basic idea, you can more closely define what you are looking for in a candidate.

Use behavioural interviewing techniques

Behavioural interviewing questions use previous behaviour to determine how a candidate will perform in a future role if hired. If your organisation places a strong emphasis on customer service, it makes sense to ask candidates about any customer service experience they may have had previously.

Behavioural interviewing takes this a step further by asking them to relate a specific situation they may have encountered in the past, and describe how they dealt with it. This lets you see whether or not their approach would fit with your organisation and its values if they were hired.

Let candidates interact with their future peers during interview

Many organisations let HR or management deal with the recruitment and interview process, but if you want to get a really solid idea of how a candidate might fit in with the rest of the team, involving their potential peers in the process can be extremely helpful.

As an added bonus, if they have already met their co-workers, new hires may find it easier to settle in and feel more comfortable asking questions of their peers in the beginning, instead of going to managers with small issues.

Finding the right candidate for your retail business can be difficult, but you can relax knowing that Frontline Retail will handle all the details for you.

Last year, more than 85 per cent of the candidates who were placed in a new job by Frontline Retail were placed in a role different to the one they originally applied for, so their work is all about getting to know people and problem solving.

There is also no fee involved until you find a candidate that you wish to hire, so if you’re looking for new retail staff – make us your first phone call.

For more information and contact details for our local agencies, click here to visit the Frontline Retail website.

You have 7 free articles.