Recruiting For Retail
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Transcript of Recruiting For Retail
Rite Aid ERE Presenta.on Recrui.ng for Retail
October 6, 2010
Laura Horrigan and Jodi Kiker‐ Talent Acquisi8on Partners
Rite Aid
• Rite Aid is the largest drugstore chain on the East Coast and the third largest drugstore chain in the U.S.
• Nearly 4,800 stores in 31 states and the District of Columbia • Publicly traded on the New York Stock Exchange under the
8cker RAD
• Fiscal 2010 annual revenues of $25.7 billion • Rite Aid's first store opened in September 1962 as Thrif D
Discount Center in Scranton, Pennsylvania
Rite Aid Loca8ons
Time Flies When You’re Having Fun – Hourly, Part Time and Overnight
Posi8ons • Difficul8es finding good candidates that fit the bill!
• How can we stay compe88ve?
• Incen8ves!
Never Enough Time in the Day! Retail hours
• Over8me – Do people really need it?
Talking To Your Target Audience‐ Employer Branding
• Our Customers
• College Students
• Genera8onal Differences
The Bafle Con8nues… Urban vs. Rural Recrui8ng
• How to reach candidates in Rural Areas – Cast a wide net – Niche and local job boards – Thinking outside the box
The Bafle Con8nues… Urban vs. Rural Recrui8ng
• How to reach candidates in Urban Areas – Compe88on
– Bench‐building – Employee Sa8sfac8on
– Walk‐in Traffic
Cas8ng a Wide Net
JobCentral pushes Rite Aid jobs to partner sites
and hundreds more..
Workforce Agencies
Vet Central
Volume – How Do We Manage?
• Talent Acquisi8on Partner Roles • Talent Manager Roles
• Applicant numbers
Rite Aid Selec.on Funnel
Resumes, Resumes Everywhere!
Tracking Applicants
• Organiza8on • Access • Filtering • Compliance
The Who, What, Where When & Why
Repor8ng on Applicants
• Who is applying?
• What posi8ons are open?
• Where are your candidates coming from?
• When and how long did it take to fill your posi8ons?
• Why are we spending those marke8ng dollars?
“The best companies are doing three things right now: 1. They have a solid, proac8ve sourcing plan
that drives actual results in candidates being acquired.
2. They have a proac8ve recrui8ng plan to build a pipeline of top candidates that can be tapped into before they are needed.
3. They are focusing on internal movement; using the talent they already have at their organiza8ons to fill posi8ons.”
As Staffing Slips, Recruiters Must Work Harder by Theresa Minton‐Eversole, May 2008
Succession Planning –
Stopping Great People from Leaving
Talent Acquisition
Talent Management
System
Performance Management
Succession Planning
Learning & Development
Administration & Analysis
Talent Retention
Talent Management Overview and Strategy
• To avoid extended and costly vacancies in key posi8ons and assure the stability of business opera8ons
• To provide meaningful development opportuni8es for both Rite Aid and our associates as we target key leadership posi8ons at varying levels
• To help develop a diverse workforce by enabling decision makers to look at the future make‐up of Rite Aid as a whole
Why Talent Management is Important…
How to Afract and Hire Befer Caliber Candidates
• Low Cost Vs. High Cost Implica8ons
Keeping Employees Engaged and Mo8vated
• Rite Aid Culture
• SMILE and RAPTAR
• RNATION
Social Media