The Top 3 Recruiting Challenges Multi-Unit Retailers Face — And How to Tackle Them

Why Recruiting is So Tough in Multi-Unit Retail

Unlike other industries, retail demands a steady influx of new talent just to keep up with daily operations. So when it comes to managing the sheer volume of hires and high turnover, multi-unit retailers and restaurant chains seem to be presented with a constant uphill climb.

Not to mention the layers of complexity added with filling roles quickly while maintaining quality and consistency across multiple locations. The reality is: it can often feel like you’re choosing between hiring fast, hiring well, or hiring efficiently.

What if we told you you could do it all? With actionable strategies, you can turn recruiting challenges into competitive advantages.

Strategies to Overcome the Top Recruiting Hurdles 

Balancing Speed and Quality Amid Constant Hiring Needs

In multi-unit retail, high turnover is almost a given. Stores frequently need new hires to keep the team running smoothly, but a rushed hiring process can mean sacrificing quality — only leading to even more turnover. It’s a vicious cycle, and the challenge is often in finding a way to scale up hiring without losing quality.

The solution? Creating more efficient processes. And while it may sound simple, many retailers don’t quite know where to start.

AI can help you evaluate early-stage candidates, streamlining workflows for managers to then validate these decisions. A streamlined hiring pipeline — where technology speeds up application review and pre-vets candidates — allows managers to respond quickly to turnover spikes without compromising on fit. This ultimately gives retailers the ability to maintain a “ready-to-go” pipeline and ensure they’re never caught short-staffed.

Read our AI-enabled recruitment guide to learn more about using AI to optimize recruiting workflows, like the process below.

Ensuring Consistency in Performance Across Locations

Managing a high volume of hires across multiple locations often means bringing in people with varying levels of experience and readiness. This can lead to a level of inconsistency that can strain local teams, disrupt workflows, and lead to challenges in delivering a reliable customer experience.

Tapping into AI to help screen candidates based on relevant skills and traits can help retailers select people who can hit the ground running, minimizing the ramp-up time.

Ultimately, it's this consistency that’s at the heart of maintaining smooth operations when managing large hiring volumes. A standardized screening process that focuses on key skills and experience levels can help managers ensure every candidate is prepared for the demands of the role.

Improving Candidate Experience to Reduce Early Turnover

With the pressure to hire quickly, it’s easy to overlook the candidate experience. Yet, when candidates feel undervalued or ignored, early turnover rates rise, leaving stores in an endless loop of hiring and rehiring.

In these environments, a strong candidate experience can work wonders for reducing the overall volume of new hires needed. The key? Clear, consistent communication.

Automating updates and personalizing feedback can keep candidates feeling engaged and valued throughout the process. When candidates receive timely responses and clear information about next steps, they’re more likely to accept offers and stay longer, helping managers stabilize staffing across locations and minimize the need for constant rehiring.

The Time to Build a Better Recruiting Pipeline is Now

The right approach to high turnover makes all the difference. No longer do you have to choose between fast, well, and efficient; instead, you’re setting up a system that addresses all three — without compromising on quality.

Focusing on speed, consistency, and candidate experience can help you build the hiring process you need to capture growth and scale opportunities.

Ready to reimagine your recruiting pipeline? Request a demo today.