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Project RPO for large retailer

Project RPO for large retailer

High attrition is one of the biggest challenges in retail. Accurately forecasting hiring needs is particularly challenging for Retail Associate positions, which have a very fast turnover. For large retailers, like our client, this problem is compounded by having many existing stores and new locations opening frequently.

 
The Challenge The Challenge
  • Counter the high employee attrition in Retail Associate positions
  • Provide resourcing augmentation services
  • Attract candidates rapidly for new store openings
The Solution The Solution

We responded to the challenge by providing an end-to-end talent acquisition solution, resourced by a team of seven n Cleveland, Ohio (US) and a team of six in Manila. Our solution includes:

  • Posting job requisitions
  • Helping to drive candidate flow
  • Screening all candidates
  • Scheduling face to face interviews
  • Initiating background checks
  • Making offers
  • Sending rejection notifications
  • Scheduling new hire paperwork for in-scope stores

Depending on the size of the store, our team speak to the Head Coaches on either a weekly or a monthly basis. This ensures we stay up-to-date and can agree the best recruitment approach for that store, including timelines.

For new store openings, the biggest challenge is having a long enough lead time to acquire candidates. To address this we created a work-back plan, which supports stores and helps them meet very tight timelines.

The Results The Results
  • Around 20,000 candidates screened in one year
  • Resulting in 5,900 candidates
  • Regular communication with stores to ensure sufficient lead time for talent acquisition
  • Work-back plan established for new stores to meet tight timelines
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