Selecting and Recruiting Store Employees

Steps in the employee management process First step in the employee management process is recruiting and selecting employees. To recruit effectively store managers need to: Undertake a job analysis Prepare a job description Find potential applicants Screen the best candidates

Job Analysis Job analysis identifies essential activities to be performed by the employees. It is used to determine the qualifications of potential employees. Managers can obtain the information needed for a job analysis by observing employees presently doing the job and determining the characteristics of exceptional performers.

Job Description Job description include: Activities the employee needs to perform The performance expectations expressed in quantitative terms. A job description is a guideline for recruiting, selecting, training, and eventually evaluating employees.

Locating prospective Employees Recruiting minorities, immigrants, and older workers Retailers may print applications in English and Spanish Develop special training programs to familiarize foreign born workers with U.S. business practices. Offer part time employees health care benefits, which can be an important consideration for seniors.

Locating prospective Employees Partnering with Government agencies National drug store chain CVS is partnering with the government and churches to help recruit unemployed and former welfare recipients. After the store has completed a hire, the government stays involved by helping the new hires connect with transportation, child care and other such services.

Locating prospective Employees Use employees as talent scouts Ask their own employees if they know someone the retailer could hire Using the Storefront Creatively Going beyond just using a “help wanted” sign Example of one might read: “Thank you! Business is great. Because things are so good, we’re hiring additional staff. Please stop in to discuss career opportunities.”

Screening Applicants for an Interview The screening process matches applicants with the job description Application forms Contain information about: the applicants employment history Previous compensation Reasons for leaving previous job Education and training Personal health references

Screening Applicants for an Interview References and Online Checks Good ways to verify information on application form: Contact applicants references Online check Contact former supervisors that are not used as references Reduce positive bias: Ask the reference to rank the applicant relative to others in the same position

Screening Applicants for an Interview Online Checks Take a look at a Facebook page, you can often reveal more about the person than face-to-face Cyberspace records of previous activities can haunt a person forever Test for: Intelligence, ability, personality, and interest Drugs-due to potential losses from theft many retailers now require a drug test Realistic Job Preview Turnover declines when applicants understand both the attractive and unattractive aspects of a job.

Selecting Applicants The selection process usually involves a personal interview Prepare for the interview: Objective is to gather information, not just simply asking a lot of questions Most common interview technique is the Behavioral Interview Asks candidates how they have handles actual situations they have encountered in the past.

Selecting Applicants Managing the interview Encourage long responses Avoid asking questions that have multiple parts Avoid asking leading questions Be an active listener

Legal Considerations While in the selection and recruiting process keep these things in mind and be familiar with them: Title VII of the Civil Rights Act Prohibits discrimination on the basis of race, national origin, sex, or religion Age discrimination and Employment Act Makes it illegal to discriminate in hiring and terminating people over the age of 40 Americans with Disabilities Act Opens up job opportunities for the disabled by requiring employers to provide accommodating work environments