6 Top tips for hiring new retail employees

Hiring the right retail employees can make or break your business. Retail staff are often the face of your brand, directly interacting with customers and ensuring a positive shopping experience. Whether you’re looking to fill sales associate roles, management positions, or back-office support, finding candidates who are not only skilled but also passionate about customer service is essential.

In this article, we’ll explore six top tips for hiring new retail employees to help you build a strong, capable team that drives customer satisfaction and, ultimately, your business’s success.

For more insights on improving your hiring process, check out GoHire’s guide to hiring employees.

1. Write a clear and detailed job description

One of the most common hiring mistakes is failing to provide a clear and detailed job description. This is particularly important in retail, where the roles can vary significantly depending on the size and type of store. A well-crafted job description will help you attract qualified candidates who understand the responsibilities and requirements of the role.

Be specific about what you’re looking for in terms of experience, skills, and qualifications. If you need employees with specific experience in customer service, stock management, or retail technology, mention this in the job posting. Clarity helps ensure that applicants know what to expect and that you get a better pool of qualified candidates.

For tips on avoiding common recruitment mistakes, visit GoHire’s guide on career page mistakes.

2. Use an applicant tracking system (ATS) to streamline the process

When hiring retail employees, you may receive a large volume of applications. Manually sorting through these can be time-consuming and prone to errors. An applicant tracking system (ATS) can help you filter and manage applications efficiently, saving time and improving the quality of your hires.

Platforms like GoHire’s ATS allow you to automate the hiring process, from receiving applications to scheduling interviews. You can filter candidates based on key criteria such as experience, location, or specific skills, ensuring that you focus only on the most suitable candidates for the role.

An ATS also helps ensure that your hiring process is compliant and organised, giving candidates a smooth experience from application to onboarding.

3. Assess customer service skills during the interview

Customer service is the backbone of any successful retail business, so it’s important to assess these skills during the interview process. While a candidate’s experience may look good on paper, how they handle customer interactions is crucial. Ask behavioural interview questions that reveal how they’ve handled difficult customer situations, resolved complaints, or created a positive shopping experience.

Example questions might include:

• “Tell me about a time when you had to deal with a difficult customer. How did you resolve the situation?”
• “How do you handle multiple tasks while ensuring customers receive your full attention?”

Candidates with strong customer service skills will demonstrate empathy, patience, and a solutions-focused approach, which are all essential in retail.

For additional insights into recruiting top talent, visit GoHire’s guide to sourcing candidates.

4. Hire for attitude, train for skills

In retail, attitude is often more important than technical skills. While experience can be valuable, it’s often easier to train new hires on specific tasks like operating a cash register or managing inventory than it is to teach them how to have a positive, customer-centric mindset. Look for candidates who display enthusiasm, adaptability, and a strong work ethic during the interview.

For example, candidates who are excited about the prospect of working in a fast-paced retail environment or who have a natural ability to connect with people are likely to excel in customer-facing roles. Skills can be taught, but hiring people with the right attitude can help you create a positive and motivated team from the start.

To learn more about fostering the right work culture, check out GoHire’s article on building a positive work environment.

5. Consider both full-time and part-time employees

Retail businesses often require a mix of full-time and part-time employees to cover busy periods, weekends, and holidays. While full-time employees are essential for stability, part-time workers can provide the flexibility needed during peak seasons. When hiring, think about the specific needs of your store and consider offering a range of employment options to attract a diverse pool of candidates.

For example, students or individuals looking for supplemental income may be more inclined to apply for part-time roles, while experienced retail professionals may seek full-time positions with the potential for advancement.

Hiring for both full-time and part-time roles can help ensure that your business is adequately staffed without overloading your budget, especially during seasonal peaks.

6. Implement a structured onboarding process

Once you’ve hired the right candidates, it’s crucial to have a structured onboarding process in place to set them up for success. Onboarding in retail should include training on store policies, customer service expectations, point-of-sale systems, and any other job-specific tasks.

A well-organised onboarding process can reduce employee turnover, improve job performance, and help new hires feel more confident in their roles. Regular check-ins during the first few weeks of employment can also provide support and allow new employees to ask questions or raise any concerns.

For tips on improving employee retention and creating a smooth onboarding experience, explore GoHire’s interview and onboarding checklist.