When hiring in a saturated market, it is important to search for talent from the largest pool of candidates possible. Broadening your search by looking at transferable skills, adapting your recruitment approach, and using a different tone of voice in your advertising are all ways to get the best people interested in your vacancies.
So, how can you ensure today’s saturated market doesn’t halt your progress when recruiting for your retail business?
The saturated market and the retail sector
In terms of recruitment, the saturated market means that there are a lot of candidates out there who are interested in a career in retail, but the experience level may not be what you need to fill your vacancies. Top-quality candidates are hard to come by. This is why a sound recruitment process is crucial.
Today’s saturated market has come about because of the significant period of change that the retail sector is experiencing. Retail high-streets are changing, and mediocre shopping experiences aren’t acceptable anymore, as customers aren’t using them and are going online instead. This has caused a lot of retailers to struggle in the market, and we have unfortunately seen several retailers close down as a result. Retailers now need to offer a true point of difference to their competitors. A unique and satisfying experience is important if you want to keep your store relevant and visited by your customer base.
Broadening your scope when recruiting top talent
The way that the retail and fashion sector is evolving proves that there is a greater need for businesses to understand and place an emphasis on the customer experience. This means making the changes needed to adapt your customer experience to keep up with your competitors.
The advancing use of technology in retail means that traditional retail professionals aren’t the only people driving value in the sector and other skill sets are now needed to drive your business forward. Hiring professionals with a technology background or someone who is excited by the prospect of technology is valuable in your business.
When hiring, we strongly recommend that you aim to broaden your scope as much as possible to have access to the widest pool of talent.
The best ways to broaden your talent pool
The best ways to broaden your scope is through changing your mindset to hiring or slightly altering the attraction approach used. Here are some of the ways that you can broaden your talent search:
- Change your messaging in your adverts to ensure that they are more inclusive.
- Broaden your skill set requirements so more professionals feel they can apply for the role.
- Interview people to find out more about their personality and assess whether they are a good fit for your business.
Partner with an expert recruitment agency that can advise you on how to recruit the types of people you want.
Adapting your recruitment strategy
Making small changes can make all the difference when recruiting top talent in today’s market. Here are some of the ways that you can adapt your strategy to attract quality candidates:
- Improve the speed in your hiring process so that candidates don’t have to wait a long time for a decision.
- Headhunt top candidates and selling your opportunity can increase buy-in from the best candidates.
- Sell your business effectively throughout the interview process.
Treat the interview as a two-way process, sell your business and the role to them as much as they are proving to you that they are the best person for the job.
Difficult roles to hire for
As with any business or sector, certain roles may be more difficult to hire for than others. The new technology that is being introduced to the working world has created roles and requires a level of experience that is hard to come by in professionals today. Omni-channel growth, replenishment systems, and customer data staff are all areas that are lacking in experience but needed to help the business grow.
This is where transferable skills can help you excel as an organisation. Partnering with Michael Page can help you to tap into the top transferable skills needed to fill your role, and allow you to develop professionals within your business. We can discuss this specifically to the role that you are recruiting for and give you a true picture of the types of professionals you should be hiring.
Getting the most out of an interview
As mentioned above, the interview process should be a two-way conversation, and you, as an advocate for your business, should be trying to sell it to all potential candidates. In retail, competency-based questions are becoming less effective throughout the interview process. Offer a relaxed environment, with informal conversations, and include a real-life scenario so that the person can demonstrate their experience comfortably.
You shouldn’t treat the interview process as a tick-box exercise. Use your opportunities wisely and get to know the candidate as best you can, to see if they’d be a good team fit.
If you are interested in hiring top retail and fashion talent to your business, get in touch with one of our specialist recruitment consultants now for a confidential discussion. If you are looking for a new opportunity, create a MyPage account to find the jobs that are best suited to your unique skill set.
Manager, Michael Page Retail