15 tips for employers who want to improve their hiring of early career, retail employees

The retail industry faces unique challenges in attracting and nurturing early career talent. Hiring early-career retail employees requires a focus on their customer service skills, adaptability, and enthusiasm for working in a fast-paced environment.

Employers should look for candidates who demonstrate strong interpersonal skills, a positive attitude, and a willingness to learn, even if they lack prior experience. Participation in school activities, volunteer work, or part-time jobs can indicate a solid work ethic and an ability to handle responsibility. Offering comprehensive training programs, clear guidance on expectations, and opportunities for career advancement can help these hires quickly adapt and thrive. Creating a supportive and team-oriented workplace that values communication and collaboration ensures they feel confident and engaged in providing exceptional customer experiences.

This article presents a collection of proven strategies from 16 hiring experts, to enhance the hiring process for both employers and candidates.

• Engage Candidates Through Experiential Interviews
• Create a Mentorship Program
• Leverage Technology to Streamline Hiring
• Make Application Process Mobile-Friendly
• Focus on Personality and Potential
• Measure Problem-Solving in Realistic Conditions
• Prioritize Soft Skills and Adaptability
• Prioritize Potential and Adaptability
• Focus on Transferable Skills
• Emphasize Growth Opportunities and Skills Development
• Host “Retail Reality” Days
• Focus on Potential and Attitude
• Involve Current Staff in Hiring
• Offer Flexible Hours
• Modernize the Interview Process

Engage Candidates Through Experiential Interviews

Focus on engaging candidates through experiential interviews. Instead of the traditional question-answer format, create a simulated retail environment where candidates can demonstrate their skills. This might involve setting up a mock store and having them manage tasks like handling a customer query, organizing a display, or processing a sale. This approach gives you a better sense of their problem-solving abilities, communication skills, and overall fit for the retail world. It reveals traits like adaptability and empathy that can’t always be assessed through conventional interviews, offering a real-world glimpse into their potential.

Jean Chen, COO & CHRO, Mondressy

Create a Mentorship Program

Consider creating a mentorship program as part of the onboarding process. Pair new hires with experienced team members who can show them the ropes beyond just task execution. This connection helps newbies learn the company culture and ask questions they might shy away from in formal settings. It also makes them feel more included and valued from the get-go. In retail roles, where customer interaction is key, this kind of mentorship can boost confidence and morale, leading to better service and lower turnover. Make sure mentors are trained to provide constructive feedback and set clear goals to help guide their mentees’ development.

Jovie Chen, CEO & CHRO, Zogiwel

Leverage Technology to Streamline Hiring

Given the fact that improving their early career hiring process for early retail roles helps increase their competitive advantages, particularly by helping employers attract top talent, improve their employer brand, and reduce turnover, it is no wonder that employers would be interested in doing so. However, the truth is that success in this area can be tricky, with challenges like high volume applicants and competition for the best talent. 

However, particularly for employers in this situation, one suggestion I have for improving their early career hiring process for retail roles is that they take advantage of data and leverage technology to streamline their hiring process. Leveraging technology and data would make it easier for employers to optimize their hiring process for retail roles, ensuring better effectiveness, efficiency, and attractiveness for top talent. 

What makes this strategy most effective, is the fact that it is efficient and fast. First of all, by automating candidate screening, it’s easier to filter and draw up a shortlist of the most attractive candidates. Plus, it enhances candidates’ experiences by providing real-time feedback and automated communications to keep candidates updated throughout the hiring process.

Umeadi Grace Chisom, Human Resources Leader, Express Dentist

Make Application Process Mobile-Friendly

One way employers can improve early career hiring for retail roles is by making the application process mobile-friendly and quick.

Many young job seekers browse opportunities on their phones, so offering a streamlined, easy-to-navigate system increases applications from tech-savvy candidates. I’ve seen this approach succeed firsthand with Telegram advertising campaigns, where simplicity and accessibility drive engagement.

For instance, integrating a one-click apply option or letting candidates upload resumes via messaging platforms removes barriers and attracts more talent. It’s about meeting applicants where they are and valuing their time.

By focusing on convenience, employers not only attract more candidates but also create a positive first impression of their brand, setting the tone for a strong working relationship.

Samuel Huang, CEO, Tele Ads Agency

Focus on Personality and Potential

One thing I’ve seen work wonders for early career hiring in retail is focusing on personality and potential over experience. I’ll never forget hiring a high school graduate for their first-ever job. They had zero retail experience, but their enthusiasm and curiosity during the interview stood out. I asked questions like, “How would you handle an upset customer?” and their responses showed empathy and problem-solving skills that couldn’t be taught in a resume. 

To make the process smoother, we also simplified the application steps—no long forms, just a quick online submission followed by a casual group interview. This created a welcoming environment and gave us a chance to see candidates interact in a team setting. 

Once hired, we paired them with mentors for on-the-job training, focusing on building their confidence. That candidate? They went on to become one of our top-performing team leads. 

For employers, my advice is to prioritize attitude and offer growth opportunities. Retail roles are perfect for fostering talent in young people, but you’ve got to meet them where they are, with a fair process that values who they are over what they’ve done. It’s an investment that pays off in loyalty and energy.

Takarudana Mapendembe, Founder, Best Calculators

Measure Problem-Solving in Realistic Conditions

Employers should focus on creating interview tasks that measure a candidate’s problem-solving abilities under realistic conditions. For example, providing candidates with a sample scenario, such as handling a customer complaint about a delayed product, reveals how they think and act in situations they’re likely to encounter on the job. 

When we used a similar method in hiring customer support representatives, it became clear which applicants could communicate solutions effectively and calmly. Those hires went on to resolve 30% more customer issues within their first three months compared to hires who came through traditional interviews. Prioritizing these practical insights ensures you’re bringing in candidates who can succeed under real-world pressures.

Zarina Bahadur, CEO and Founder, 123 Baby Box

Prioritize Soft Skills and Adaptability

In my experience, one crucial suggestion for employers looking to enhance their early career hiring processes for retail roles is to prioritize soft skills and adaptability over specific technical experience. While product knowledge can be taught, qualities like communication, teamwork, and a customer-centric mindset are far more valuable in the long run. I’ve found that candidates who demonstrate enthusiasm, a willingness to learn, and strong interpersonal skills often become our top performers, regardless of their initial familiarity with our products or systems. 

For example, at my company, we revamped our hiring process to include situational interviews and group exercises that assessed candidates’ problem-solving abilities and teamwork skills. This approach led to a 30% increase in employee retention rates for entry-level retail positions and significantly improved customer satisfaction scores. By focusing on these core competencies rather than specific retail experience, we were able to build a more dynamic and adaptable workforce that could easily navigate the ever-changing landscape of retail.

Rengie Wisper, Marketing Manager, Palmako

Prioritize Potential and Adaptability

Employers can improve early career hiring for retail roles by focusing on potential and adaptability rather than just experience. Retail often attracts younger applicants who might not have extensive resumes, but what they bring in enthusiasm and a willingness to learn can be far more valuable. The key is designing a hiring process that brings out those qualities. 

We introduced task-based interviews where candidates solve a simple, retail-related problem or respond to a common customer inquiry. It’s less about their technical knowledge and more about seeing how they approach challenges and communicate. For instance, we once had a candidate demonstrate how they would help a customer decide between two lighting options. They didn’t know much about the products yet, but their ability to ask thoughtful questions and connect with the hypothetical customer made it clear they were a great fit.

Matt Little, Founder & Managing Director, Festoon House

Focus on Transferable Skills

One suggestion I have for improving early career hiring in retail is to focus on transferable skills rather than just direct experience.

I’ve seen employers miss out on great candidates because they prioritize retail-specific experience over qualities like communication, adaptability, and problem-solving.

For example, when hiring for hospitality roles, I’ve encouraged employers to consider candidates with experience in volunteer work or extracurricular leadership roles. These experiences often demonstrate the customer service mindset and teamwork skills essential in retail.

Creating situational interview questions can also help you identify these transferable skills—like asking how someone handled a conflict in a group setting.

Additionally, I think simplifying the application process for early-career candidates is key. Many young job seekers get discouraged by long, complicated applications. Streamlining it and offering clear information about growth opportunities can attract enthusiastic talent eager to learn.

Timothy Lamb, Executive Director, TISOH

Emphasize Growth Opportunities and Skills Development

To improve early career hiring processes for retail roles, employers should focus on creating a candidate-centric approach that emphasizes growth opportunities, skills development, and meaningful work experiences. Young professionals in retail are looking for roles that not only offer a paycheck but also contribute to their long-term career development.

One effective strategy is to implement structured onboarding and training programs tailored to entry-level employees. For instance, a retail company I worked with developed a mentorship program where new hires shadowed experienced staff, gaining first-hand insights into customer engagement, inventory management, and sales techniques. This approach not only improved new hire confidence but also boosted retention rates by 25% within the first six months.

Employers should also ensure that job postings and recruitment campaigns clearly communicate the potential for advancement, flexible schedules, and any unique perks that align with the lifestyle of early career professionals. Highlighting these aspects will attract top-tier candidates eager to grow within the organization and contribute to its success.

Laura Beaulieu, VP Marketing, Holistiplan

Host “Retail Reality” Days

Hosting “Retail Reality” days has been a game-changer for identifying top talent in early career hiring. Inviting shortlisted candidates to a paid trial day on the retail floor helps you see their natural abilities in action—how they engage with customers, handle tasks, and adapt to a fast-paced environment. It’s a win-win because candidates also get a real sense of what the role entails, reducing turnover from mismatched expectations. 

Observing their problem-solving and communication skills during a real workday provides invaluable insights you just can’t get from a traditional interview. This strategy creates a more interactive and transparent hiring experience for both sides. Plus, candidates appreciate the opportunity to showcase their skills in a hands-on way.

Max Tang, CMO, GEEKOM

Focus on Potential and Attitude

One suggestion for employers looking to improve their early career hiring processes for retail roles is to focus on potential and attitude over experience. Many successful retail employees have thrived in their roles by demonstrating a strong work ethic, a customer-focused mindset, and a willingness to learn. By placing a greater emphasis on these qualities during the hiring process, employers can identify individuals who have the potential to excel in the retail environment and contribute positively to the team.

For instance, I once worked with a retail company that revamped its hiring process to prioritize candidates’ attitudes and potential. They implemented scenario-based interview questions to gauge how candidates would handle common retail situations and focused on identifying individuals who showcased a positive and adaptable mindset. This shift in approach resulted in the recruitment of employees who were not only capable of fulfilling their job responsibilities but also exhibited a genuine passion for delivering exceptional customer experiences.

By adjusting the focus of early career hiring processes to prioritize potential and attitude, employers can build a strong foundation of motivated and dedicated retail employees who are eager to grow within the organization.

Paul Eidner, Chief Operating Officer, InboxAlly

Involve Current Staff in Hiring

Getting current staff involved in the hiring process can be a game-changer. They can offer insights into what makes an employee successful in those retail roles due to their hands-on experience. Organize informal meet-and-greet sessions where potential hires can interact with your current staff. This allows both sides to assess compatibility beyond just skills and qualifications. Employees can spot candidates who fit the team culture and have the right attitude. It gives candidates a better grasp of the day-to-day environment, helping them decide if they’re the right fit. This technique adds a layer of authenticity to your hiring process that’s often missing in traditional interviews.

Fameez Haroon, Co-Founder, OTAA

Offer Flexible Hours

Keep in mind that many early career folks are juggling their education or other commitments. If you can offer flexible hours or even part-time roles that fit around their schedules, you’ll attract a wider pool of talent. It’s a great test for them as they understand your company culture better, and you understand their talent a lot better. It’s also much better than relying on traditional internships that often don’t give them the real feel of the retail industry.

Plus, when they feel supported in balancing their commitments, they’re so much more likely to stick around and give their best on the job. It just shows you care about their lives outside of work, and that’s huge for building loyalty right from the start.

Mike Handelsman, CEO & Owner, FoamOrder

Modernize the Interview Process

Investing in modernizing the interview process can improve early career hiring outcomes. Offering video interviews with flexible time slots and presenting realistic job previews during the discussion phase helps candidates feel more comfortable and confident. A retail client we worked with saw a 20% improvement in interview attendance rates after introducing recorded video interview options, which gave applicants more control over their schedules. Small adjustments like this demonstrate consideration for the candidate’s experience, resulting in higher acceptance rates and a stronger sense of connection to the role.

Matthew Goulart, Founder, Ignite Digital