Act with speed but not with haste. In the past 5 years it has been a candidate’s market, where candidates have been able to pick and choose the roles as they were receiving multiple offers. So speed in the recruitment process has become imperative. In the past 5 years roles have been filled 35% quicker.

Culture. Money is always important but candidates are telling us that culture is more important. When attracting candidates, let them know what’s in it for them in the advertisement. It should succinctly convey the culture you have and want to project.

Work-life balance has become increasingly important. There is a definite need for flexibility in rosters and working hours - gone are the days of working 12 hour days and every weekend.

Generational approach. Target the candidate with language that motivates their generation. Each generation has different triggers. Baby Boomers have a stronghold on the labour market due to their sheer size and to attract them companies need to be age friendly – giving employees opportunities to contribute to society, providing a flexible workforce that balances work and retirement as well as empowering them. Generation X greatly values a work-life balance. This group is hungry for success, they long for flexibility and opportunities to excel with organisations. Generation Y is by far the most confident as they grew up in a society that placed high attention on individual self-esteem and self worth. They want to be involved in the company’s shared crusade, are lifestyle centred and want quick rewards. A major challenge for companies therefore involves understanding each generation and bridging the gap between generations.

Career Opportunities. Focus on career opportunities that exist within the business. Retail and Hospitality have been historically seen as a fill in job un till you found a ‘proper’ job. Accentuate the benefits of the company and the role on offer; promote the success stories from within the business to illustrate the opportunity.

Attitude. Hire on attitude, fire on skills. In most unskilled roles employers evaluate and employ staff based on previous experience and when they let them go, it is usually based on their 'attitude'.

Employers have to turn the paradigm of recruitment on its head - hire on attitude and fire on skills. You cannot teach someone to be passionate, outgoing and to love what they do but you can take those raw ingredients and train them to be successful retailers and give them the skills they need to be successful.

Please feel free to contact us at Frontline Retail. with any recruitment requirements - we are here to help.