Talent Circles

Tuesday, June 4, 2013

How to Improve Quality of Hire of Managers Working in Retail

By Jessica Miller-Merrell

One of the most frustrating things for a recruit is going through the entire process of hiring a candidate only to find out that they aren’t a good fit. Usually a good recruiter prevents this from happening, but every now and then someone falls through the cracks. Hiring good managers in retail is important to keep customers happy and the flow of each store constant. When the workflow is interrupted because of scheduling issues, breakdowns in communication, or other various reasons customers tend to get upset and chaos ensues.

In order to prevent these types of mistakes it’s important that recruiters are able to produce top-notch managers through a serious of initiatives in approving quality of hire. Here are some specific ways that recruiters are able to improve quality of hire in the retail industry:

Hire model employees. When you’re decided to make your next manager take a look at each and every one of your employees and pick out the one you consider a model employee. Once you’ve done that build a recruitment process on finding managers similar to your model employee. Creating a standard within the retail industry allows for a recruiter to have a benchmark. It also allows employees who are working towards a position to understand the behaviors and work ethnic needed to go further in the retail industry.

Test various skills. When hiring a manager in retail it might be better suited to test specific skills that you feel are weaker than others after the entire process. The problem with standardized assessment testing is that it’s trying to encompass a broad range of subjects. Most managers have a skill set they’re strong in so don’t waste their time or your money testing them. Instead, figure out areas of weakness and make sure they’re on par with your company.

Refine your hires. Once you’ve made a hire it’s not enough to let them loose on your store. It’s important to constantly refine your managers to mold them into the type of manager you want them to be. After 90 days of being on staff you should audit each of your hires and make necessary improvements based on best practices. In the retail industry it’s important to do this because of the constant day-to-day interaction between a manager and customers.

The cost of making a bad hire can sometimes cripple a retail store, especially if the store is new. Without clear benchmarks and proper testing a recruiters job can be hard and mistakes made. It’s important to understand when hiring a manager the process doesn’t stop once they’re hired. Continual training and development is essential for retaining a strong workforce. With a strong management team with a clear direction your company can grow as big as you want. Follow these steps provided to take a step in the right direction of a successful future.

Jessica Miller-Merrell, SPHR is a workplace and technology strategist specializing in social media. She’s an author who writes at Blogging4Jobs. You can follow her on Twitter @blogging4jobs

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