The challenges inherent with finding the right talent continue to persist in today’s workplace environment. These challenges are further complicated by several factors retailers must address.
For the first time in our lifetime, there is a wholesale lack of interested parties to work. In fact, this phenomenon has been nicknamed the “Great Resignation.” To some extent, workers have grown tired of an antiquated job model that no longer fits their lifestyle. The COVID-19 pandemic has exacerbated this situation, particularly for females who find themselves with a multitude of new duties that include babysitting, home schooling or providing care for an elderly family member. Because of this, many have moved on to create their own businesses, signed up for trade schools or gone back to college to obtain higher degrees. Luring them back to the workplace will mean understanding their needs and being able to provide a job model that fits.
During one of the educational sessions at Surfaces titled “Defining Your Open Retail Positions and Hiring the Right Candidate,” the presenter vividly pointed out that employers are frustrated and angry at their inability to control these situations. “They need answers and ways to get back in the game,” said Michelle Winters, session leader and former owner of a floor covering store based in New Braunfels, Texas. “They must do it through speed, change and education. One issue that won’t go away is the need for qualified craftspeople to install products.”
The pandemic has forced many employers to realize the importance of using cloud-based technology tools. “If you’re holding onto old systems that make work harder, it will impede your organization’s growth,” Winters explained. She shared one of her tried-and-true hiring tips. “Get your best star employee to define his job, find you the right employee and pay him/her handsomely. Everyone has a star, and this is the way to attract and find the perfect candidate.”
The old labor contract between employee and employer—the simple exchange of money for labor—has expired, according to Winters. “In my experience, if retailers don’t change their business models, they are hiring people for jobs that are rapidly becoming out of date,” she explained. “The key is to build a technology that makes work easier and more flexible for employees. It’s what they need, and it’s the way the world is moving.”
To help floor covering retail store owners navigate through these issues, The Women of the Flooring Business (full disclosure: I am a card-carrying member) has scheduled a day-long virtual workshop on Feb. 17, 2022. The seminar will include mastermind breakout groups, interactive work session handouts and tips to streamline the entire hiring process. Several industry experts will be on hand to share their best practices and hiring tips.
Ashlie Butler, president of Bob’s Carpet and Flooring, will discuss how she continues to build a competitive advantage in South Florida when it comes to employees. “You must know how to define the job that will attract the right client, know where to look for the employee and how to interview,” she explained. “There are tricks that I’ve learned over the years that I’m willing to share to help flooring businesses be more competitive.”
If you’re interested in joining the session or for more information, email: email@example.com.