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It goes without saying having a great team is key to success in retail, but for independent retailers facing a hiring crunch brought about by a strong economy and low unemployment, finding the right team member can seem like more of challenge than an opportunity.
Pick the wrong person, and you risk upsetting the balance and productivity of your entire team, which can increase the turnover rate for both new and existing employees—an all too common problem when you consider the average turnover rate for independent grocers in 2017 was 53.5 percent for full-time employees, and 18.3 for part-time (2018 Independent Grocers Financial Survey).
So how do you ensure a potential hire is not just good on paper but also a good fit for your team and your overall company culture?
There is an old saying, “We hire people for what they know, and we fire them for who they are.” They key to hiring right the first time lies in the hiring process. The correct balance of preparation, execution, and follow-through will help you get to know candidates’ skills, experience, and personality in a deeper way.
Here are some best practices to keep in mind to as you hone your hiring process.
Before you Begin
Getting the Word Out