Attracting candidates in retail: 8 strategies for success

The hiring landscape has transformed into a candidate-driven market, characterised by talent shortages and increased competition, making candidate attraction pivotal. Here are eight strategies to enhance recruitment in retail.

1. Build a proposition for younger workers

Retail relies heavily on young employees, with a third of UK retail workers under the age of 25. Engaging this demographic starts with understanding their values. Consult your current young employees to identify what they appreciate and where improvements are needed. This insight can shape both internal experiences and external recruitment messaging.

2. Polish your employer brand

A compelling employer brand differentiates your roles from competitors and reduces attrition for minor pay differences. Ensure your employee value proposition (EVP) is consistent across all touchpoints – social media, job ads, and your recruitment journey. Use tools like employer brand checklists to identify gaps and implement enhancements. 

3. Enhance candidate experience (CX)

In retail, where applicants are often customers, CX is critical. A seamless and efficient process minimises candidate dropouts and protects your brand’s reputation. Advanced AI can improve CX by allowing recruiters to focus more on personal interactions, enhancing the overall experience.

4. Tap into the hidden workforce

With a quarter of Britain’s working-age population not working, the hidden workforce offers a significant opportunity. Consider targeting demographics like carers, retirees, parents, neurodiverse individuals and ex-offenders. Tailor your EVP to meet their needs, such as offering flexible schedules or subsidised childcare.

5. Target the right channels

Even the best messaging falls flat if delivered on the wrong platforms. Ensure your recruitment campaigns reach diverse channels, including job boards, social media and in-store promotions. Leverage recruitment software to track and optimise channel performance for maximum impact.

6. Leverage your customers

Retail’s unique advantage lies in its customer base, which doubles as a potential talent pool. Incorporate recruitment marketing into customer touchpoints, like stores and digital platforms. Incentivise referrals with perks like store vouchers to engage this accessible audience.

7. Embrace skills-based hiring

Retail roles often prioritise soft skills over formal qualifications. Shift to skills-based hiring by rethinking job requirements and incorporating candidate assessments. This approach widens your talent pool while ensuring hires align with role needs.

8. Build a referral program

Retail employees often know potential candidates who’d fit well but need a nudge to refer them. Develop an employee referral program with appealing rewards such as extra time off or gift cards to encourage participation.

In today’s competitive market, retail recruitment must move beyond traditional methods. By refining strategies to attract, engage and retain top talent, recruitment teams can drive significant value for their organisations.