{"id":1984,"date":"2018-03-27T21:28:41","date_gmt":"2018-03-27T21:28:41","guid":{"rendered":"https:\/\/courses.lumenlearning.com\/wm-retailmanagement\/?post_type=chapter&#038;p=1984"},"modified":"2024-04-25T02:46:23","modified_gmt":"2024-04-25T02:46:23","slug":"steps-to-recruit-talent","status":"publish","type":"chapter","link":"https:\/\/courses.lumenlearning.com\/wm-retailmanagement\/chapter\/steps-to-recruit-talent\/","title":{"raw":"Recruiting Talent","rendered":"Recruiting Talent"},"content":{"raw":"<div class=\"textbox learning-objectives\">\r\n<h3>Learning Objectives<\/h3>\r\n<ul>\r\n \t<li>Describe the steps to recruiting top talent<\/li>\r\n<\/ul>\r\n<\/div>\r\nRecruiting new employees is a preliminary step HR management teams must take in order to properly build a retail organization\u2019s workforce. There are various factors to consider when recruiting new employees for retail work, one of which is ensuring that highly-qualified candidates are enlisted for the existing openings. Finding talented candidates for jobs within a retail organization can be competitive because other retailers who have vacancies may have larger budgets to attract the same aspiring job-seekers. Other sectors, such as manufacturing, may have openings with more attractive hours (no nights and weekends), and better hourly pay. Getting the word spread about job openings before the competition, and with a clear outline about the clean, cool and fun retail work environment is essential in recruiting a competent staff.\r\n<h2>Job Description<\/h2>\r\n<img class=\"alignright wp-image-1641\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/1972\/2017\/07\/18211239\/social-1958770_1920-300x200.jpg\" sizes=\"(max-width: 350px) 100vw, 350px\" srcset=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/1972\/2017\/07\/18211239\/social-1958770_1920-300x200.jpg 300w, https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/1972\/2017\/07\/18211239\/social-1958770_1920-768x512.jpg 768w, https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/1972\/2017\/07\/18211239\/social-1958770_1920-1024x683.jpg 1024w, https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/1972\/2017\/07\/18211239\/social-1958770_1920-65x43.jpg 65w, https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/1972\/2017\/07\/18211239\/social-1958770_1920-225x150.jpg 225w, https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/1972\/2017\/07\/18211239\/social-1958770_1920-350x233.jpg 350w\" alt=\"Newspaper classified ad\" width=\"350\" height=\"233\" \/>One way HR management teams can draw in potential candidates for recruitment is by writing a job description that stands out from the company\u2019s competitors. The first impression that potential new employees will have of a retail company\u2019s hiring practices is likely from reading the job description. One strategy for HR management when writing job descriptions is to make them appealing to everyone.\r\n\r\n\u201cWhen writing the job description, jettison anything that may be filtering out quality people \u2014 examples might include rigorous expectations of number of years of experience, coming from a set of high-profile universities, or studying a certain curriculum that may not have been available.\u201d[footnote]<a href=\"https:\/\/www.forbes.com\/sites\/maynardwebb\/2017\/10\/29\/how-to-alter-your-hiring-practices-to-increase-diversity\/#344484282029\" target=\"_blank\" rel=\"noopener\">https:\/\/www.forbes.com\/sites\/maynardwebb\/2017\/10\/29\/how-to-alter-your-hiring-practices-to-increase-diversity\/#344484282029<\/a>[\/footnote] It should be a priority that HR attracts quality candidates and not just candidates that fit in with the rest of the retail store\u2019s workforce. Another strategy HR may use when executing a job description is to provide an explanation of why the retail store is hiring candidates for that particular position.\u00a0Using phrases such as \u201cto improve customer relations\u201d may provide an allure for job-seekers because it presents the applicant with a goal and not just working towards the company\u2019s bottom-line. The overall objective of HR when composing a job description is to find suitable candidates for the retail store\u2019s workforce. If a job description clearly identifies what the candidate will be doing at the outset, there are no questions about what specifically the job-seekers responsibilities are once they are hired. If HR is unclear about what the newly hired employee will be doing then \u201cmany managers make mistake after mistake, hiring the wrong person again and again.\u201d[footnote]Tracy, B. (2016). Hiring and firing.[\/footnote]\r\n<h2>Recruitment Processes<\/h2>\r\nWith the modernizations of social media, spreading the word that a retail business is hiring can go much faster now than it did fifteen years ago. Websites and apps like LinkedIn provide HR with the ability to seek out individuals who are qualified and notify them when a job is open within that retail store. Creating job postings on social media or on the company\u2019s website is another way to get the word out about a job opening via the internet. Choosing the proper forum for reaching potential candidates is essential in finding suitable applicants. \u201cOf course, the Internet has become the leading venue for posting job openings, but don't overlook targeted industry publications and local newspapers.\u201d[footnote]<a href=\"https:\/\/www.entrepreneur.com\/article\/76182\" target=\"_blank\" rel=\"noopener\">https:\/\/www.entrepreneur.com\/article\/76182<\/a>[\/footnote]\r\n\r\nIf there are not enough qualified applicants putting in for a particular job, some companies resort to temp agencies. This means of recruitment allows for retail organizations to try out potential candidates at minimal risk because they are only obligated to work for a provisional amount of time. If a temporary employee is not working out, HR can choose not to ask them to return once their temporarily designated period of employment is over. Other methods of recruitment can be to conduct a hiring seminar at the retail store itself or HR might consider attending a local job fair.\r\n<div class=\"textbox tryit\">\r\n<h3>Practice Questions<\/h3>\r\nhttps:\/\/assess.lumenlearning.com\/practice\/3338189e-e1fe-4535-9b6b-2a82107e6dc1\r\n<\/div>","rendered":"<div class=\"textbox learning-objectives\">\n<h3>Learning Objectives<\/h3>\n<ul>\n<li>Describe the steps to recruiting top talent<\/li>\n<\/ul>\n<\/div>\n<p>Recruiting new employees is a preliminary step HR management teams must take in order to properly build a retail organization\u2019s workforce. There are various factors to consider when recruiting new employees for retail work, one of which is ensuring that highly-qualified candidates are enlisted for the existing openings. Finding talented candidates for jobs within a retail organization can be competitive because other retailers who have vacancies may have larger budgets to attract the same aspiring job-seekers. Other sectors, such as manufacturing, may have openings with more attractive hours (no nights and weekends), and better hourly pay. Getting the word spread about job openings before the competition, and with a clear outline about the clean, cool and fun retail work environment is essential in recruiting a competent staff.<\/p>\n<h2>Job Description<\/h2>\n<p><img loading=\"lazy\" decoding=\"async\" class=\"alignright wp-image-1641\" src=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/1972\/2017\/07\/18211239\/social-1958770_1920-300x200.jpg\" sizes=\"auto, (max-width: 350px) 100vw, 350px\" srcset=\"https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/1972\/2017\/07\/18211239\/social-1958770_1920-300x200.jpg 300w, https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/1972\/2017\/07\/18211239\/social-1958770_1920-768x512.jpg 768w, https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/1972\/2017\/07\/18211239\/social-1958770_1920-1024x683.jpg 1024w, https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/1972\/2017\/07\/18211239\/social-1958770_1920-65x43.jpg 65w, https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/1972\/2017\/07\/18211239\/social-1958770_1920-225x150.jpg 225w, https:\/\/s3-us-west-2.amazonaws.com\/courses-images\/wp-content\/uploads\/sites\/1972\/2017\/07\/18211239\/social-1958770_1920-350x233.jpg 350w\" alt=\"Newspaper classified ad\" width=\"350\" height=\"233\" \/>One way HR management teams can draw in potential candidates for recruitment is by writing a job description that stands out from the company\u2019s competitors. The first impression that potential new employees will have of a retail company\u2019s hiring practices is likely from reading the job description. One strategy for HR management when writing job descriptions is to make them appealing to everyone.<\/p>\n<p>\u201cWhen writing the job description, jettison anything that may be filtering out quality people \u2014 examples might include rigorous expectations of number of years of experience, coming from a set of high-profile universities, or studying a certain curriculum that may not have been available.\u201d<a class=\"footnote\" title=\"https:\/\/www.forbes.com\/sites\/maynardwebb\/2017\/10\/29\/how-to-alter-your-hiring-practices-to-increase-diversity\/#344484282029\" id=\"return-footnote-1984-1\" href=\"#footnote-1984-1\" aria-label=\"Footnote 1\"><sup class=\"footnote\">[1]<\/sup><\/a> It should be a priority that HR attracts quality candidates and not just candidates that fit in with the rest of the retail store\u2019s workforce. Another strategy HR may use when executing a job description is to provide an explanation of why the retail store is hiring candidates for that particular position.\u00a0Using phrases such as \u201cto improve customer relations\u201d may provide an allure for job-seekers because it presents the applicant with a goal and not just working towards the company\u2019s bottom-line. The overall objective of HR when composing a job description is to find suitable candidates for the retail store\u2019s workforce. If a job description clearly identifies what the candidate will be doing at the outset, there are no questions about what specifically the job-seekers responsibilities are once they are hired. If HR is unclear about what the newly hired employee will be doing then \u201cmany managers make mistake after mistake, hiring the wrong person again and again.\u201d<a class=\"footnote\" title=\"Tracy, B. (2016). Hiring and firing.\" id=\"return-footnote-1984-2\" href=\"#footnote-1984-2\" aria-label=\"Footnote 2\"><sup class=\"footnote\">[2]<\/sup><\/a><\/p>\n<h2>Recruitment Processes<\/h2>\n<p>With the modernizations of social media, spreading the word that a retail business is hiring can go much faster now than it did fifteen years ago. Websites and apps like LinkedIn provide HR with the ability to seek out individuals who are qualified and notify them when a job is open within that retail store. Creating job postings on social media or on the company\u2019s website is another way to get the word out about a job opening via the internet. Choosing the proper forum for reaching potential candidates is essential in finding suitable applicants. \u201cOf course, the Internet has become the leading venue for posting job openings, but don&#8217;t overlook targeted industry publications and local newspapers.\u201d<a class=\"footnote\" title=\"https:\/\/www.entrepreneur.com\/article\/76182\" id=\"return-footnote-1984-3\" href=\"#footnote-1984-3\" aria-label=\"Footnote 3\"><sup class=\"footnote\">[3]<\/sup><\/a><\/p>\n<p>If there are not enough qualified applicants putting in for a particular job, some companies resort to temp agencies. This means of recruitment allows for retail organizations to try out potential candidates at minimal risk because they are only obligated to work for a provisional amount of time. If a temporary employee is not working out, HR can choose not to ask them to return once their temporarily designated period of employment is over. Other methods of recruitment can be to conduct a hiring seminar at the retail store itself or HR might consider attending a local job fair.<\/p>\n<div class=\"textbox tryit\">\n<h3>Practice Questions<\/h3>\n<p>\t<iframe id=\"assessment_practice_3338189e-e1fe-4535-9b6b-2a82107e6dc1\" class=\"resizable\" src=\"https:\/\/assess.lumenlearning.com\/practice\/3338189e-e1fe-4535-9b6b-2a82107e6dc1?iframe_resize_id=assessment_practice_id_3338189e-e1fe-4535-9b6b-2a82107e6dc1\" frameborder=\"0\" style=\"border:none;width:100%;height:100%;min-height:300px;\"><br \/>\n\t<\/iframe>\n<\/div>\n\n\t\t\t <section class=\"citations-section\" role=\"contentinfo\">\n\t\t\t <h3>Candela Citations<\/h3>\n\t\t\t\t\t <div>\n\t\t\t\t\t\t <div id=\"citation-list-1984\">\n\t\t\t\t\t\t\t <div class=\"licensing\"><div class=\"license-attribution-dropdown-subheading\">CC licensed content, Original<\/div><ul class=\"citation-list\"><li>Recruiting Talent. <strong>Authored by<\/strong>: Freedom Learning Group. <strong>Provided by<\/strong>: Lumen Learning. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/licenses\/by\/4.0\/\">CC BY: Attribution<\/a><\/em><\/li><\/ul><div class=\"license-attribution-dropdown-subheading\">CC licensed content, Shared previously<\/div><ul class=\"citation-list\"><li>Social media manager want ad. <strong>Authored by<\/strong>: geralt. <strong>Provided by<\/strong>: Pixabay. <strong>Located at<\/strong>: <a target=\"_blank\" href=\"https:\/\/pixabay.com\/en\/social-media-manager-ad-job-1958770\/\">https:\/\/pixabay.com\/en\/social-media-manager-ad-job-1958770\/<\/a>. <strong>License<\/strong>: <em><a target=\"_blank\" rel=\"license\" href=\"https:\/\/creativecommons.org\/about\/cc0\">CC0: No Rights Reserved<\/a><\/em><\/li><\/ul><\/div>\n\t\t\t\t\t\t <\/div>\n\t\t\t\t\t <\/div>\n\t\t\t <\/section><hr class=\"before-footnotes clear\" \/><div class=\"footnotes\"><ol><li id=\"footnote-1984-1\"><a href=\"https:\/\/www.forbes.com\/sites\/maynardwebb\/2017\/10\/29\/how-to-alter-your-hiring-practices-to-increase-diversity\/#344484282029\" target=\"_blank\" rel=\"noopener\">https:\/\/www.forbes.com\/sites\/maynardwebb\/2017\/10\/29\/how-to-alter-your-hiring-practices-to-increase-diversity\/#344484282029<\/a> <a href=\"#return-footnote-1984-1\" class=\"return-footnote\" aria-label=\"Return to footnote 1\">&crarr;<\/a><\/li><li id=\"footnote-1984-2\">Tracy, B. (2016). Hiring and firing. <a href=\"#return-footnote-1984-2\" class=\"return-footnote\" aria-label=\"Return to footnote 2\">&crarr;<\/a><\/li><li id=\"footnote-1984-3\"><a href=\"https:\/\/www.entrepreneur.com\/article\/76182\" target=\"_blank\" rel=\"noopener\">https:\/\/www.entrepreneur.com\/article\/76182<\/a> <a href=\"#return-footnote-1984-3\" class=\"return-footnote\" aria-label=\"Return to footnote 3\">&crarr;<\/a><\/li><\/ol><\/div>","protected":false},"author":62559,"menu_order":11,"template":"","meta":{"_candela_citation":"[{\"type\":\"original\",\"description\":\"Recruiting Talent\",\"author\":\"Freedom Learning Group\",\"organization\":\"Lumen Learning\",\"url\":\"\",\"project\":\"\",\"license\":\"cc-by\",\"license_terms\":\"\"},{\"type\":\"cc\",\"description\":\"Social media manager want ad\",\"author\":\"geralt\",\"organization\":\"Pixabay\",\"url\":\"https:\/\/pixabay.com\/en\/social-media-manager-ad-job-1958770\/\",\"project\":\"\",\"license\":\"cc0\",\"license_terms\":\"\"}]","CANDELA_OUTCOMES_GUID":"45297635-0827-42f1-809a-ed53ed7ded19, ef8d5cb6-f8e7-44cb-a195-b2a9feffa530","pb_show_title":"on","pb_short_title":"","pb_subtitle":"","pb_authors":[],"pb_section_license":""},"chapter-type":[],"contributor":[],"license":[],"class_list":["post-1984","chapter","type-chapter","status-publish","hentry"],"part":1960,"_links":{"self":[{"href":"https:\/\/courses.lumenlearning.com\/wm-retailmanagement\/wp-json\/pressbooks\/v2\/chapters\/1984","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/courses.lumenlearning.com\/wm-retailmanagement\/wp-json\/pressbooks\/v2\/chapters"}],"about":[{"href":"https:\/\/courses.lumenlearning.com\/wm-retailmanagement\/wp-json\/wp\/v2\/types\/chapter"}],"author":[{"embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-retailmanagement\/wp-json\/wp\/v2\/users\/62559"}],"version-history":[{"count":12,"href":"https:\/\/courses.lumenlearning.com\/wm-retailmanagement\/wp-json\/pressbooks\/v2\/chapters\/1984\/revisions"}],"predecessor-version":[{"id":6454,"href":"https:\/\/courses.lumenlearning.com\/wm-retailmanagement\/wp-json\/pressbooks\/v2\/chapters\/1984\/revisions\/6454"}],"part":[{"href":"https:\/\/courses.lumenlearning.com\/wm-retailmanagement\/wp-json\/pressbooks\/v2\/parts\/1960"}],"metadata":[{"href":"https:\/\/courses.lumenlearning.com\/wm-retailmanagement\/wp-json\/pressbooks\/v2\/chapters\/1984\/metadata\/"}],"wp:attachment":[{"href":"https:\/\/courses.lumenlearning.com\/wm-retailmanagement\/wp-json\/wp\/v2\/media?parent=1984"}],"wp:term":[{"taxonomy":"chapter-type","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-retailmanagement\/wp-json\/pressbooks\/v2\/chapter-type?post=1984"},{"taxonomy":"contributor","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-retailmanagement\/wp-json\/wp\/v2\/contributor?post=1984"},{"taxonomy":"license","embeddable":true,"href":"https:\/\/courses.lumenlearning.com\/wm-retailmanagement\/wp-json\/wp\/v2\/license?post=1984"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}