Recruiting for a Competitive Advantage

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Retailers with strong company culture and brand presence have a serious competitive advantage to attracting and retaining talent. At Lush, Shauna has been working on aligning company culture at all levels in a growing business to people strategy. She will discuss how your team can ensure:
• Your brand is advertising itself to potential talent
• Company language is being used across leadership in communicating with employees
• You are speaking to an increasingly socially conscious and individualistic workforce
• Developing talent in a manner ensuring your company culture is ingrained

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Customer and workforce demographics across the country are changing. In order for your retailer to remain competitive and an appealing place both to shop at and work at, your employee demographics need to shift for an inclusive and appealing place to attract new, diverse talent. Like many, at Macy's Stephanie Davidson has been thinking through how a global company can measure, teach, and encourage the daily consciousness of inclusivity. Her talk will address:
• Measuring where we are currently and identifying future goals
• Integrating inclusivity across the board to ensure a top-down strategy
• Managing against the unconscious bias and making it intrinsic in daily practices

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Your company decides it wants to play with the big guys: it makes sense, they say, the customer now expects to search your brand online and order within minutes and have it shipped out within hours - like they do on Amazon or Zappos. But how do we make it happen, you ask? Our panel of troopers discusses:
• Balancing consumer demands and staffing needs
• Hiring and on-boarding seasonal staff in an improved economy and smaller pool of hourly-wage staff
• Rethinking rewards and workplace benefits to gain a competitive advantage in recruiting talent

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With retail employee turnover costs approaching $3,000 each and with turnover cresting 50% annually, it is imperative for retailers to focus on employee training, communications and culture-building. Mike Tippets, VP of Digital Media for Hughes will share more than 20 years of best practices on employee engagement and lead a discussion on how to empower your most valuable assets – your employees.

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Connecting with potential hires on social media platforms can drive your talent acquisition strategies forward. Our panel discusses how social media helps you attract talent and:
• Feed a healthy applicant pipeline
• Provide a unified company image that appeals to your target hires
• Interact with prospective hires to assess fit

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Join 10-15 of your peers to share your challenges and brainstorm solutions in front of mind topics. Dedicate 30 minutes to one topic and then rotate to tackle another topic.
1. Labor Law Posting Requirements for Retail Employers
Ashley Kaplan, Sr. Employment Law Attorney, HRdirect

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Your store managers hire the most customer facing talent and keep your field running smoothly. Is corporate doing enough to:
• Prepare store managers to interview effectively?
• Assist them in sourcing talent?
• Train managers in spotting talent for your store culture?
Join Rosalie in thinking through these questions and build your own toolbox!

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Brittany Lichtman from Pep Boys will present a case study on how she is trying to change the conversation from reactive, to data driven, proactive Talent Acquisition. She will open it up to hear your thoughts on Talent Acquisition as more than just a recruiting function and present her three phase approach on what reports and processes can elevate the Talent Acquisition function within an organization.

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The best way to kick-off the conference is with some tasty margaritas and tastes of Mexico with your fellow attendees! There’s no better way to network and relax after a busy day, so grab a drink - or two! What more could you ask for?