Canadian Retailer - Summer 2016 - 39

The role of mobile

www.retailcouncil.org/cdnretailer

understanding those partnerships. If
you have vendors who have insights
and information you can use, leverage
it. When you treat candidates like your
customers, and your customers like
your candidates, everybody wins."
For information about upcoming
Retail Council of Canada conferences
and events, visit www.retailcouncil.
org/events.

Your
preparedness
experts.
Employment
oyment Law
Labour
ur Law

Murphy'
phy's Law
w
At Sherrard Kuzz LLP we
collaborate with our clients
to anticipate and avoid
human resources problems.
We know proactive
steps today will prevent
Murphy's Law tomorrow.

From human rights to health
and safety, and everything
in between...

If it's about your
workplace, we're
the only call you
need to make.

LAWYER M
A
INE
AZ
G

Phil Hendrickson, former talent
sourcing leader at Starbucks and now
Chief Talent Strategist at Qwalify,
outlined the ways mobile technology
can enhance recruiting efforts.
"Starbucks is built winning customers over one cup at a time," he said.
"I feel the same way about engaging
[job candidates] on mobile, social and
other recruiting platforms."
He discussed how an interdepartmental collaboration resulted in the
creation of a mobile recruitment platform that allowed candidates-typically Starbucks' own customers-to
check out job openings, the company's
Facebook and YouTube channels, and
other social media.
The company's in-store digital network fulfills a complementary function.
"You have access to it for free when

you're in a Starbucks taking advantage
of the WiFi," Hendrickson explained.
"You have access to free content, and I
wanted to make sure-because I'm always wearing a recruiter hat-jobs, our
veteran's initiatives, some of the other
cool things we're doing to create jobs in
America were present for job seekers."
He added: "Almost none of what I've
been able to accomplish would have
been done without partnerships, and

CANA
D
I

The sentiment was shared by Minal
Kamath, VP, Human Resources at Canadian Tire Corporation. "We are about
the talent, whether we're acquiring it,
whether we're developing it, or whether
we're retaining it," she said. "One size
just does not fit all. So you really have
to look at the value that your programs,
policies or practices add."
She added: "Best practices and
learning from others are important,
but that's not the reason for putting
things in place at our company. It's
really about playing our own game
and making sure it's the right fit for
our culture, our workforce, our banner and our business."
Kelly Davis, SVP, Human Resources,
Loss Prevention & Customer Service
at Town Shoes, said a collaborative approach-and a minimum of "politics or
hierarchy," which millennial-age employees especially dislike-fosters a
sense of inclusion at her retail chain.
"Any [HR] programs that we've developed over the past few years have involved associates, store managers and
district managers, and some people in
the head office. So it's their program."
An equally important part of the
company's culture, she added, is "we're
shoe lovers-we have fun at work."

RANKED
www.sherrardkuzz.com | 416.603.0700 | 24 Hour 416.420.0738
@SherrardKuzz
250 Yonge St #3300, Toronto, ON M5B 2L7 |

806106_Sherrard.indd 1

07/04/16 10:04 pm

SUMMER 2016 | CANADIAN RETAILER

| 39

http://www.retailcouncil http://www.sherrardkuzz.com http://www.retailcouncil.org/cdnretailer

Table of Contents for the Digital Edition of Canadian Retailer - Summer 2016