Outdoor Retailer - May 2021 - 11

4. EXPLORE OPEN INTERVIEWS
Dedicate a few hours on a specific day of the
month for " open interviews " . Candidates can
sign up and be guaranteed an interview on
the spot. This is a great model if you are looking for higher-level candidates or need to hire
quickly. This model also allows for great candidates to move onto a second interview with
different upper-management members on
the same day, resulting in a more speedy hiring pipeline process.

RETAIL 101

Seven Ways to
Keep Your Store Staffed
Mastering the hiring cycle can make all the difference.
Follow these tips to keep your bench strong and your
customers happy. by Jordan Martindell

Mohamed Hassan/Pixabay

PAYROLL IS ONE OF THE LARGEST COSTS
retailers face, and it can make or break a
store's profitability. Being understaffed is a
nightmare for customers, and being overstaffed is like bleeding sales dollars. So how
does a retailer balance staffing needs with
profitability?
1. HIRE ALL YEARLONG
Interviewing for new candidates should never stop. Independent retail consultant Erin
Johnson out of Boulder, Colorado, says, " Try
to have a large candidate pool to pull from.
In addition, stability starts at the top. Having
enthusiastic, hardworking leaders is paramount for employee retention, as well as the
long-term success of the business. " You may
not need to hire five sales associates immediately, but having a strong line of candidates
ready to onboard is a great way to ensure you
will never have a gap in your staffing needs.

2. DEVELOP A STRONG BENCH
The term " bench strength " refers to a robust
pool of internal and external candidates
from which to draw when positions become
available. One of the biggest morale boosters is to promote from within, and having a
strong bench of candidates allows the cycle
of hiring to continue effortlessly as new employees move up in your store and new candidates are onboarded.
3. CONDUCT GROUP INTERVIEWS
Group interviews are a great way to get more
bang for your buck in the interview process.
They allow you to meet up to six candidates
simultaneously in a casual, conversational
setting and see who really stands out and
how people treat one another throughout
the interview process. This is a great preliminary step to pass top candidates along for
one-on-one interviews.

5. BE STRATEGIC
Consider having group interviews at the same
time each month, or dedicate one day of the
week as an interviewing day. Alternatively,
schedule interviews for times where you have
low availability from your current team. For
example, if you are having a hard time filling
your Tuesday morning shifts, schedule interviews for that time. Those who show up for
those slots can typically work during that time
of week.
6. IDENTIFY A HIRING SPECIALIST
There should be one person in charge of the
hiring process at your store. This does not
have to be a manager, but should be someone
who works close to full time, has senior level
assessment abilities, is a people person, and is
organized. This person commonly has other
responsibilities at the store and is extremely
invested in the success of the establishment.
7. REMEMBER, A " MAYBE " IS A " NO "
If you are wavering on a candidate, it's a no.
Hiring the right people will save you loads of
money and time in the long run. You should
feel ecstatic about any new hires, and if you
have to convince yourself that someone is a
good fit (or has enough experience, or could
become a great contributor), you should pass
on that candidate. That doesn't mean that
you won't be thrilled about a candidate that
brings an enormous number of soft skills to
the store and very little retail experience, but
it is a good rule of thumb when growing your
team. So, remember, if you are asking yourself
if you should move forward with a candidate,
chances are you shouldn't. O.R.
May 2021 / OUTDOOR RETAILER 11



Outdoor Retailer - May 2021

Table of Contents for the Digital Edition of Outdoor Retailer - May 2021

Outdoor Retailer - May 2021 - Cover1
Outdoor Retailer - May 2021 - Cover2
Outdoor Retailer - May 2021 - 3
Outdoor Retailer - May 2021 - 4
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Outdoor Retailer - May 2021 - Cover3
Outdoor Retailer - May 2021 - Cover4
https://www.nxtbook.com/emerald/outdoorretailer/outdoor-retailer-june-2021
https://www.nxtbook.com/emerald/outdoorretailer/may_2021
https://www.nxtbook.com/emerald/outdoorretailer/april_2021
https://www.nxtbook.com/nxtbooks/outdoorretailer/march_2021
https://www.nxtbook.com/nxtbooks/outdoorretailer/february_2021
https://www.nxtbook.com/nxtbooks/outdoorretailer/january_2021
https://www.nxtbook.com/nxtbooks/outdoorretailer/december_2020
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https://www.nxtbook.com/nxtbooks/outdoorretailer/2019summer
https://www.nxtbook.com/nxtbooks/outdoorretailer/postshow2019
https://www.nxtbook.com/nxtbooks/outdoorretailer/daily2019_day3
https://www.nxtbook.com/nxtbooks/outdoorretailer/daily2019_day2
https://www.nxtbook.com/nxtbooks/outdoorretailer/daily2019_day1
https://www.nxtbook.com/nxtbooks/outdoorretailer/preshow2019
https://www.nxtbook.com/nxtbooks/outdoorretailer/2019winter
https://www.nxtbook.com/nxtbooks/outdoorretailer/2018summer
https://www.nxtbook.com/nxtbooks/outdoorretailer/2018winter
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