Tips for Recruiting Employees
Share
Posted by Aaron S. on April 20, 2018 in Retail Focus

Landing top talent is a big win for any small business and doing so is not an accident. Competition over talented candidates is fiercer now than it has been in years. Industries that experience peak business seasons are often required to hire multiple employees within a short period of time, which can create a significant strain on time and resources. Listed below are a few tips to leverage when filling those open positions.

 

  • Create an employee atmosphere that people want to work in and share your brand story. Have an environment that offers continual learning opportunities and provide details on how your business culture supports employee growth and advancement. If your business is a smaller business, promote that as a competitive edge and explain how being smaller sets your business apart from others. You generally get what you pay for, so offer a competitive compensation package. Keep in mind that compensation is more than just an appropriate wage—it also means offering value-adding perks like flexible work hours, casual dress code, or the ability to work from home. Share your brand story on social media, so prospective candidates have a good idea what it would be like to work for your business. 

  • Recruiting is a never-ending process. Create and maintain a list of potential candidates, even if you don’t have any current openings. It’s a good strategy to have a backup person in mind for every key position. It's great if the backup person already works for your organization, but that means you would need to fill that position as well. It’s important to keep your potential candidates engaged. Connect with them periodically through email, text, or over the phone. This shows you are personally vested in them and keeps them excited about the potential opportunity. Don’t be afraid to recruit and hire employees from a competitor. These situations can be delicate, but if handled properly, can result in the addition of an experienced person to your team. 

  • Use your current employees as your best recruiting tool. Your employees understand your business and care about its success. They also know what skills are needed and will be motivated to refer qualified candidates to join the team. To encourage this practice, it is very helpful to offer some type of referral incentive. Referral incentives are generally less expensive than traditional recruiting options and often result in higher quality candidates who fit your business atmosphere. They can also function as a great retention tool for your current team of employees.

  • Leverage technology in your recruiting program. Have a career page on your website to promote your employee development programs and communicate any current openings. Use social media to create a buzz surrounding your hiring needs and advertise your great-place-to-work atmosphere. Job boards should also be a part of your recruiting strategy. Several paid and unpaid options exist, so pick the ones that best fit your business needs. If you choose to use a job board, post any job openings on Sunday or Monday. That way it stays in the current week search results longer, allowing you more potential views. Streamline your application process as much as possible. Offering convenient options, like a mobile application, can be helpful and will increase the likelihood of candidates completing the entire process.

 

A great recruiting program won't do you any good if the candidates you hire end up leaving shortly after starting. It is important to keep in mind that retention starts with the recruiting and hiring process. Although you want to share all the great things about your business and the position, make sure you are also realistic. When describing the job, be specific and don’t oversell the job function for the opening.

Aaron S. is our Retail guru
Aaron joined Acuity in 2017 as our Retail Specialist—bringing with him almost 30 years of experience in a broad range of retail. He started his career stocking shelves in the seasonal department at a local retailer. A few years later, Aaron transitioned to a gas station/convenience store, where he worked second shift while getting his degree in organizational communications from the University of Wisconsin-Eau Claire. It was during this time he made the move to the loss prevention and safety aspect of retail. Over the next 25 years, he worked in various retail segments, including video games, cosmetics/skincare, hardware/appliances, pharmacy/grocery, and clothing. Aaron held several positions during this time, including District Loss Prevention Manager, Regional Loss Prevention Manager, Regional Compliance Auditor, and National Manager of Loss Prevention and Operations. Outside work, Aaron likes to spend time with his wife (who has also worked in retail for over 20 years) and their twin teenage boys. They enjoy being outdoors on the water, fishing, and camping. As the Retail Specialist, Aaron’s goal is to enhance the partnership between retailers and Acuity by showing retailers that an insurance company can be a supportive resource and that Acuity truly understands their industry.


Get a quote today and Achieve Total Acuity
Posted By: Sarah B. on June 21, 2019 in Retail Focus
Making safety a part of everyday business is imperative to keeping your employees, your customers, and your business safe. A single claim can impact the reputation and financial stability of your store. Keeping up to date on safety can be a challenge with other priorities competing for your time.
Posted By: Sarah B. on May 29, 2019 in Retail Focus
When it comes to insurance for a retail business, there are several coverages—like liability and property coverage— that immediately come to mind. For a retailer, these coverages make sense, but once you look deeper, there are other risks that retailers face and additional coverages that should be considered.