When performing a retail executive search, looking for what they have to offer is key, but what about what the company has to offer? Does it make any difference? Many techniques are used to recruit new retail executives, but there are methods and knowledge that can be easily forgotten.
Statistics have shown that working conditions, company policies, and the employer-employee relationship greatly influences employee motivation, productivity, and growth – both at an individual and team level.
As the years go by, new trends have been set to improve the work environment, motivate staff, and promote the stability of tenure of personnel. Prospective retail executives have become keen on such and investigate companies or organizations before applying for recruitment. The reputation of your company, whether good or bad, precedes you and comes a long way in influencing the type of candidates willing to be recruited into your team.
For instance, in terms of working conditions, candidates are generally attracted to an organization that puts the welfare of its employees first, has favourable policies, good team relationship and one that offers chances for career growth. Favourable working hours, decent working conditions, adequate space, and lighting, paid annual leave, protection from abuse or harassment are among the welfare needs.
Another way to attract the best retail executives is through the use of practical tests during the job interview. The millennial era is full of people with diverse capabilities that may or may not be revealed through their credentials. A candidate may have all the required cut off points and possibly more, but can they engage in the practical aspect of the job? Are they able to apply book rules and at the same time be flexible enough to alter their approach to things when the situation changes?
Integrating a practical test during recruitment is, therefore, a must-do. This will be especially beneficial in helping you pick out the candidate who is intrigued and motivated by new challenges. You will identify such candidates by the eagerness with which they receive the project, how they work on it, and the end results.
Awareness of benefits
Before candidates undertake the interview, ensure they know the benefits that accrue with every accomplished goal. This works as a source of motivation, propelling candidates to achieve what is required and beyond. These are grouped into monetary and non-monetary benefits. Non-monetary include additional training and mentorship, free products, discounted gym membership, among others.