small business hiring

Lighten Your Load With Applicant Management Center

National retail chain stores often rely on a management team to handle all of the daily operations of a business. These positions vary from company to company but depending on the size and sales volume of that retailer there are different managers to oversee diverse functions. There may be soft lines and hardlines department managers, a freight manager, Human Resource Manager and a store manager. Some stores might only have a sales floor manager, freight manager, and a store manager who also functions as the human resources manager. For an independent business owner, these sub-managers might be a luxury that is not affordable to them. That means it is up to the store manager to oversee all store functions and if an employee calls out that may be one more job the manager fills for a day. This takes me back to an old saying I have heard, “Work smarter, not harder”. It is not possible for a store owner or a single manager to effectively perform all of the tasks associated with running a store every single day. Finding ways to lighten the load and improve efficiency can make life much better for a retail owner.

One of the areas of business that can take up a significant portion of time is the hiring process and tracking all the paperwork that goes with it. From the Society for Human Resource Management (shrm.org) 2017 Talent Acquisition Benchmarking some statistics related to hiring and recruiting that are pertinent to this topic:

22% of organizations used automated prescreening to review job applicants’ resumes in 2016
The average time to fill a position was 36 days in 2016
The average cost- per- hire was $4,425 in 2016
Employees within their first year of employment accounted for 26% of all separations
Position responsible for recruiting applicants for nonexecutive openings: HR Generalist 48%, in-house recruiter 25%, Hiring Manager 16%, Third-Party recruiter/staffing agency 3%, Other 8%
Selection Techniques Used to Assess Candidates (non-exempt ( hourly) Nonmanagement), references 65%, phone screening 65%, one-on-one interview 68%, In-person screening 50%, structured interview 32%

As we look closer at these statistics it is important to note 89% of recruiting for nonexecutive openings is conducted by a Human Resources Manager, Hiring Manager or In-House Recruiter. Bigger retail stores may be able to afford a position to conduct this workload but in your case, that obligation falls to you. Now take that workload and consider that 26% of separations from your company are likely to happen within an employee’s first year AND it takes 36 days on average to fill that position. Over 1/12^th of your year is tied up with extra work associated with an open position for just 1 vacancy. This is not taking into account the time you will spend training the new employee when you do get them hired. In your hiring process, you are going to contact references, phone screen with an applicant, conduct a one-on-one interview and there may well be some type of structured interview. Don’t forget you will still be running the store as you go through this process. It only makes sense that an alternative resource has to be out there that can ease this burden.

Loss Prevention Systems, Inc. offers just such a solution with the Applicant Management Center. This system allows you to post job ads and applicants can apply for them 24/7. Rather than having to comb through stacks of applications you have the ability to set up screening questions that will eliminate many unqualified applicants, saving you valuable time. Not only will unqualified candidates be weeded out of your hiring pool, you also cut down on the time you spend interviewing applicants who don’t meet your minimum job requirements. It is important to recognize that if you can get the right people on your team in the first place you are unlikely to lose them within that 1-year window. That means not spending time hiring, not spending $4,425 hiring and not spending hours training a new employee. There is a myriad of benefits when managers are using the Applicant Management System.

One final thought to share. Turnover can have a dramatic impact on a business as can drug use and prior criminal history that often lead to employee theft issues and losses leading to turnover. The Applicant Management System provides the ability to initiate drug screening and background checks which helps managers protect their stores from undesirable employees. In turn, owners improve retail shrinkage, cash losses, store safety and profits. Loss Prevention Systems, Inc. can lighten your workload and improve profits all with the help of the Applicant Management System. Work smarter, not harder.

The Advantages of Hiring and Training Good Employees

A study done by the University of California at Berkley found that hiring a new employee costs an approximate $4,000 dollars per employee and in hiring for higher positions-professionals and management level employees-the figure increases to $7,000. If you are a small business, then the figure increases per every new employee you are trying to hire. If you are a small business that offers other benefits to their employees, the cost increases considerably. The importance of hiring quality employees, or training the employees you already have, are an economic advantage many businesses cannot pass. Hiring and training new employees is expensive, why not do it right the first time? Background checks, and recommendations from other employers are not something you can take lightly. Checked them before you hire, and it would likely paid dividends.

For more about this and other stories, follow the links below.

Loss Prevention Management Must Focus on Quality Recruitment and Retention

Loss prevention management has the power to improve understanding, morale, and workplace inclusion.

Let’s face it—the bottom line to any corporate organization is the profit margin. However, those in executive loss prevention management should always be mindful that quality of service drives the margin. Factors that lead to high-quality service are often the result of well-retained employees. Specifically, all management levels need to be mindful of what policies work, what don’t work, and what looks promising.

Recruitment and Training

Think back to when you first joined your company. What was your initial impression of the first few people you met when you went in for the initial interview? Do you remember their general attitude about the company?

Chances are that your initial impression was positive. Perhaps this is why you stayed. Do you think the same attitudes are being conveyed to new recruits today? If not, you might consider those colleagues who left the company. What was it about their experiences that differed from yours, that made them leave?

Oxford Square Alliance Meets To Combat Rise In Shoplifting

The Square Alliance met this morning to discuss ways to combat the increase in shoplifting in the hub of Oxford’s shopping. Business owners had a Q&A with OPD investigator Chris Case about how to prevent shoplifting and deal with those who are caught in the act.

Case provided tips in shoplifting prevention such as a more visible security system, keeping an eye out for suspicious activity and more. Business owners voiced their opinions and discussed certain tricks and trends that they’ve noticed shoplifters using to attempt to steal merchandise. Case mentioned that shoplifters will usually work in pairs rather than alone to attempt to distract workers while they commit the crime.

A heavy importance was placed on figuring out how to deal with shoplifters when they are caught in the act to find the balance of ensuring security but not overstepping the boundaries. Businesses and workers have the ability to recover stolen merchandise and keep the violator in the store until the authorities arrive, as long as they have probable cause. It is also unlawful to lock them in a small space such as a closet or use force.

Wal-Mart has a unique way to cut down on shoplifting

Wal-Mart has taken the law into its own hands.

No, the company has not started its own jail, and any employee who wears a cape and fights crime must still do so on his own time. Instead, the retail chain has taken a new approach to fighting shoplifting that requires less involvement from the police. The retailer has been using a “restorative justice” program in 1,500 of its stores, according to The Gainesville Sun. That’s a program in which people deemed low-risk, first-time offenders are given the choice of paying to take an anti-shoplifting course rather than facing arrest and prosecution.

The effort is in its early days, but the results have been good so far. The company has seen a 35% reduction in calls to law enforcement nationwide since restorative justice programs were first implemented, Wal-Mart spokesman Ragan Dickens told The Sun in an email.

“No retailer is immune to the challenge of crime. We recognize the importance of this issue at the highest levels of the company, and we are investing in people and technology to support our stores,” he wrote, noting that police are not being cut out of the loop.