At our most recent roundtable for our retail and hospitality community we talked about the challenges that in-house recruiters are facing as the sectors undergo digital disruption and industry-wide transformation.
The session focused on sharing ideas on how to move swiftly enough to engage the right candidates in such a fast-paced market. For example, we heard from one participant that 67% of candidates for volume roles are off the market within 10 days.
The delegates suggested tactics to solve volume recruitment challenges in three key areas:
“Store managers are responsible for sifting through applications and it’s too much of a time constraint”
A number of the delegates raised the challenge of raising brand awareness, and consequently, increasing the number of candidates applying to their roles. On the other hand, some delegates faced an entirely different challenge.
For some global household names, the number of candidates applying to roles creates a challenge in itself: How do you effectively manage these volumes whilst creating a great candidate experience and also focus on strategic, value-add recruitment activities? The group reported bottlenecks within the recruitment process, particularly when manual intervention was required. This was impacting not only metrics like time to hire, but also candidate engagement.
Methods shared that had helped alleviate some of these challenges included:
“We face the challenge of store managers effectively ‘going rogue’! They collect CVs in store and follow a completely different process”
Getting hiring managers on board with recruitment transformation projects has been a recurring theme at each of our roundtables. It was on the agenda back in January and this time we shifted the focus on to changing mindset.
Our community has been doing some great work on changing expectations internally, this has been especially challenging for those operating franchised business models, where an increased number of stakeholders adds complexity.
Successful tactics for changing perspectives include:
“Peer to peer experiences enable us to get to know the candidate. Plus, it provides the candidate with a valuable and more realistic experience of life on the job”
We discussed the role and purpose of realistic job previews and trial shifts - that range from twenty minutes to six hours in our participants’ organisations. The format of trial shifts has been a hot topic recently in the media and our delegates discussed a range of challenges with differing perspectives: How long should a trial shift be? Should candidates be paid for trial shifts? What skills are we looking for during a trial shift?
Here’s how our group are using them alongside online job-experiences and realistic job previews in the online hiring process.
We hope you found these insights from our community helpful. If you’re an in-house recruitment leader in the retail and hospitality industry, why not join our next meet-up.