18 reasons why employers need to hire candidates who are early in their retail careers

There are important short- and long-term benefits for employers to hire students, recent graduates, and others early in their careers for retail roles. We reached out to 18 hiring experts to get their thoughts:

• Transform Customers into Engaged Employees
• Recruit Athletes for Disciplined Teamwork
• Frame Retail Jobs as Modern Apprenticeships
• Leverage Employee Referrals for Quality Hires
• Host Interactive Job Fairs at Colleges
• Conduct Pop-up Hiring Events at Stores
• Prioritize Training Over Flashy Perks
• Use AI to Match Candidates Efficiently
• Implement Job Shadowing for Students
• Create Experiential Recruitment Days
• Treat Recruitment as Customer Acquisition
• Screen for Curiosity in Candidates
• Centralize Recruitment with Automation
• Engage Gen Z Through Social Media
• Hire for Transferable Skills
• Partner with Workforce Development Programs
• Design Gamified Mobile Application Process
• Optimize Local SEO for Retail Jobs

Transform Customers into Engaged Employees

For employers seeking to hire dozens or hundreds of early-career retail candidates, I recommend implementing a customer-to-employee recruitment strategy by actively identifying and hiring people who already shop at your stores. This approach works exceptionally well because your regular customers already demonstrate brand loyalty, understand your products firsthand, and can provide authentic recommendations based on their personal shopping experiences.

To implement this at scale, consider the following steps:

1. Train your existing staff to identify engaged, knowledgeable customers during interactions and encourage them to consider employment opportunities.

2. Create visible “We’re Hiring” campaigns specifically targeting your customer base through in-store signage and receipt messaging.

3. Develop a structured referral system where current employees earn bonuses for recommending customers they’ve interacted with positively.

4. Host customer appreciation events that double as informal recruitment opportunities.

5. Use customer feedback surveys to identify potential candidates who show enthusiasm and product knowledge.

6. Leverage your social media following to announce openings directly to your most engaged customers.

This strategy is particularly effective because these individuals:

– Already understand your customer service standards from the receiving end

– Require less training on product knowledge and brand values

– Often bring genuine enthusiasm that translates into better customer interactions

Additionally, customers-turned-employees can draw from their own shopping experiences to better assist other customers, creating a more authentic and effective sales environment while building a workforce that truly believes in what they’re selling.

Brittney Simpson, HR Consultant, Savvy HR Partner

Recruit Athletes for Disciplined Teamwork

Start scouting at high schools and youth sports teams in athletic departments. Coaches are well aware of who is on time, who listens, who works hard, and who can handle pressure. Such students might not be actively seeking employment online, but they usually seek part-time jobs that they can do on their own time and which offer structure.

We hired eight part-time staff during our peak season. Three of them remained until the end of the year, and three of them are now training new hires. Athletes are likely to know how to cooperate as a team and be responsible without requiring a lengthy onboarding procedure. Such built-in discipline will save time, and the store will be open even during peak traffic hours.

Rory Keel, Owner, Equipoise Coffee

Frame Retail Jobs as Modern Apprenticeships

Move beyond traditional recruiting and frame your retail jobs as a modern apprenticeship focused on craft. Early career candidates are motivated by skills and purpose, not just a paycheck. Instead of hiring hundreds of “Retail Associates,” recruit for a “Future Specialist Program.”

In my world of custom jewelry, we don’t just teach someone to operate a cash register; we put them on a clear path to becoming a GIA-certified professional who understands the art of craftsmanship. We partner with local design schools to find talent, offering them a role where they learn to tell the story behind a diamond, not just sell a product.

This strategy transforms a high-volume hiring need into a powerful pipeline of passionate, highly skilled brand ambassadors who see a long-term career with your company.

Aviad Faruz, CEO, FARUZO

Leverage Employee Referrals for Quality Hires

When looking to hire high volumes of early-career candidates for retail jobs, nothing beats trusted word of mouth.

By implementing an employee referral program, you can tap into the networks of your existing employees to onboard candidates who already have a relationship with your current team. These candidates are more likely to settle into your workforce faster and hit the ground running.

You can simply ask your employees for recommendations or introduce a reward system where successful hires from a referral can bring a bonus. Creating a system that encourages existing employees to share their insights can save the company time and money on manually posting job ads and vetting candidates.

Employers are also more likely to find successful new hires by following the recommendations of their most productive and engaged employees. This creates a more functional way to hire high volumes of early-career staff without overspending.

Matthew Crook, General Manager, The Access Group (Access People)

Host Interactive Job Fairs at Colleges

I’ve found hosting job fairs at local community colleges to be extremely effective. We hired 85 great associates this way last quarter by setting up fun, interactive booth activities and conducting same-day interviews. My tip is to make the application process quick and mobile-friendly since most young job seekers use their phones, and always follow up within 24 hours to keep candidates engaged.

Allen Kou, Owner and Operator, Zinfandel Grille

Conduct Pop-up Hiring Events at Stores

One smart way to hire many early-career workers into retail jobs is by holding pop-up hiring events at your busiest store locations. This can be a simple walk-in setup where interested people can apply for the role right away. You don’t need anything fancy, just a small booth or table, some friendly staff, and signs saying: “Now Hiring.” 

Now, instead of asking candidates to fill out long forms online, you can give them a QR code or a tablet to apply in minutes. This removes the stress of job hunting and helps you catch people who may not have planned to apply but are interested once they see the opportunity. 

You can also offer same-day interviews. Have one of your store managers or team leaders talk with applicants right away after applying. This will save time and help you quickly spot who has the right attitude and skills. 

Overall, this strategy is simple but powerful. It brings the hiring process to the street level, where your customers and your next employees already are. It shows you’re approachable, gives people a chance to meet your team, and speeds up hiring without needing fancy tools or long delays.

Peter Bryla, Senior Community Manager, LiveCareer

Prioritize Training Over Flashy Perks

I tell new gym owners the same thing I’d tell any retailer trying to hire fast — stop burning cash on things that don’t grow your business. One startup I worked with saved about $40K just by picking up refurbished commercial treadmills and strength machines instead of going new. That move let them hire and train a full staff right out of the gate instead of scraping by with two people running the floor. 

If you’re hiring early-career talent, put your money where it counts: flexible schedules, hands-on training, and a shot at real responsibility. Forget the flashy perks — most young workers care about growth, not a fancy lounge. Move quick, teach them the ropes, show them a path forward, and you’ll fill roles without draining your budget. In my world, hustle and smart buying beat overspending every time — and that rule doesn’t change whether it’s gyms or retail.

Juan Gonzalez, CEO, Best Used Gym Equipment

Use AI to Match Candidates Efficiently

One recruiting strategy I recommend for employers hiring dozens or even hundreds of early career candidates into retail jobs is using AI to automate high-volume screening and match applicants based on behavioral fit and availability. Retail positions often experience high turnover, so the key is to quickly identify candidates who are dependable, customer-friendly, and available when needed.

AI can analyze applications and responses to situational judgment tests, flagging traits like reliability, communication skills, and adaptability. These assessments simulate retail scenarios—handling a difficult customer, managing a rush, or balancing multiple tasks—and AI scores candidate responses in real time. This gives hiring teams a consistent, scalable way to evaluate soft skills before a human interview ever takes place.

AI also helps with logistics. It can automatically match candidates to shifts, locations, and scheduling preferences, filtering out those who don’t meet immediate staffing needs. This cuts down time-to-hire and ensures candidates are placed where they’re most likely to succeed.

Using AI in this way doesn’t just speed up hiring—it improves retention by focusing on fit. With retail jobs, it’s not just about filling roles quickly, but doing so in a way that keeps teams stable and customer service strong.

Joe Benson, Cofounder, Eversite

Implement Job Shadowing for Students

I’m excited to share that partnering with high school career counselors has been a game-changer for our retail recruitment. We created a simple job shadowing program where students spend 2 hours in-store before applying. The students get real exposure to the work environment, and we get to assess their genuine interest and fit, which has cut our early turnover by almost 40%.

Pavel Sher, CEO, FuseBase

Create Experiential Recruitment Days

For employers seeking to onboard numerous early career candidates into retail roles, I highly recommend adopting a robust ‘Talent Pipeline Programme’ coupled with an ‘Experiential Recruitment Day’. This strategy addresses both scale and candidate engagement.

Collaborate with local colleges and vocational schools to create a continuous talent pipeline through ‘taster’ sessions and insight days at your retail locations. 

Organize ‘Recruitment Experience Days’ featuring interactive workshops that simulate retail tasks, allowing you to assess candidates’ soft skills and enthusiasm in group settings. This approach provides candidates with a realistic preview of the role, helping to reduce attrition. Follow up quickly with conditional offers and structured onboarding to ensure a steady flow of suitable candidates and an efficient recruitment process.

Dhari Alabdulhadi, CTO and Founder, Ubuy Peru

Treat Recruitment as Customer Acquisition

One of the most effective recruiting strategies for hiring large numbers of early career candidates in retail is to treat recruitment as a marketing and customer acquisition challenge, rather than a purely administrative task. In my consulting work with global retailers and through the initiatives I lead at the E-Commerce & Digital Marketing Association, I have seen that companies who approach candidate attraction with the same discipline and creativity they apply to winning customers consistently outperform those relying on traditional job listings or agency partnerships.

This means building an employer brand that resonates with the ambitions and values of early career talent, and then deploying targeted digital campaigns across platforms where these candidates naturally spend time. Retailers who succeed at scale do not limit themselves to generic job boards. Instead, they run geo-targeted social media campaigns, leverage influencer partnerships relevant to the retail workforce, and even create short-form video content that authentically showcases both the reality and the possibilities within the business. The most successful companies use programmatic advertising to optimize their recruitment spend, drawing on the same data-driven mindset they use in customer marketing.

From a practical standpoint, I advise my clients to map the candidate journey as rigorously as the customer journey. This includes streamlining application processes for mobile devices, making assessment and interview steps as frictionless as possible, and providing immediate feedback. In one project with a European omnichannel retailer, we deployed a campaign-driven recruitment strategy that resulted in a 40 percent increase in qualified applicants within three weeks, while also reducing cost per hire.

The core principle is to activate the recruitment funnel with the same strategic intent as a sales funnel. By focusing on employer value proposition, messaging, and omnichannel execution, retailers can engage hundreds of early career candidates efficiently and at scale. This approach does not just fill jobs – it builds a talent pipeline that can grow with the organization, fueling both operational performance and future leadership.

Eugene Mischenko, President, E-Commerce & Digital Marketing Association

Screen for Curiosity in Candidates

When you’re hiring dozens of early-career candidates, it can be tempting to rely on resumes or past positions. However, at Salesduo, we’ve established a strategy to screen for curiosity.

Resumes only show surface-level skills. What we really look for are candidates who ask thoughtful questions about the job, the company, or how they can grow. That curiosity shows they’re thinking ahead and eager to learn.

During a recent seasonal hiring round, we focused on this trait. The results were clear. Those hires picked things up faster, helped teammates, and stayed for longer. A few even stepped into training roles within two weeks.

As a result, we saw an 18% improvement in retention compared to the previous season and a 30% reduction in time to productivity simultaneously.

Curious people tend to solve problems, improve processes, and often grow into leaders. It’s a small change in how you interview, but it can make a big difference in long-term team strength.

Arjun Narayan, Founder & CEO, SalesDuo

Centralize Recruitment with Automation

When you’re trying to hire lots of early career retail staff, the big challenge is always matching the right person to the right job at the right time. What many people miss is how much more effective you can be if you gather every part of your outreach, including email, text messaging, paid and unpaid social media, and landing pages, into one platform and then add automation.

I’ve watched retailers struggle when they try to handle manual recruiting campaigns over different channels. Their recruiting teams end up overwhelmed, candidates get contacted multiple times by accident, communication becomes messy, and the team never gets the full picture for data-driven improvements. Things changed completely for us when we worked with a big financial services client to set up a single recruitment marketing dashboard. Every campaign went out across every channel at once, results were tracked in real time, and we could make tweaks every day. There was no more jumping between spreadsheets or trying to piece together different reports. We put automated, personalized processes in place, so candidates immediately got responses that matched their location and job interests, all without manual effort. 

Imagine thousands of candidates found and organized overnight, with every single one receiving a customized message (instead of the usual generic “Thank you for applying” emails that just get ignored). Recruiters didn’t have to waste time scheduling or emailing back and forth. As a result, engagement rates doubled compared to uncoordinated recruiting methods. The numbers back this up. Gartner predicts that by the end of 2025, 70% of interactions between recruiters and candidates will be automated. 

Our own results show this is already happening. Recruiters using platforms like ours save about one working day per week, 8 to 9 hours, which they can now spend actually talking to and hiring early career candidates instead of just managing information. The key is to not just patch new tools onto your old systems. Build around true centralization with automation at the core. When you’ve got real-time data and outreach tailored to each candidate, you’re not just making things bigger, you’re completely changing the game for both recruiter efficiency and the candidate experience.

Steve Morris, Founder & CEO, NEWMEDIA.COM

Engage Gen Z Through Social Media

I believe social media recruiting through TikTok and Instagram has been a game-changer for our retail hiring. We created fun behind-the-scenes content showing real employees and received hundreds of applications from younger candidates. As a hiring manager, I’ve seen much better engagement when we keep the application process quick and mobile-friendly, allowing candidates to easily apply through their phones. We also started conducting group interviews with fun team activities, which helps us assess multiple candidates at once while giving them a taste of our workplace culture.

Justin Mauldin, Founder, Salient PR

Hire for Transferable Skills

In my retail business, I employ the “Skill Indicator Strategy” when bringing on retail associates at scale. I classify candidates not by experience, but by transferable strengths. When I read applications, I don’t just see past retail jobs — I prefer indicators like handling merchandise, customer interaction, or maintaining store operations. This might include stocking products in a warehouse, organizing an event, or managing deliveries. These tasks embody fundamental behaviors we want, such as dependability, composure, and a sense of initiative, NOT just a job title.

When we direct the hiring lens in this direction, we find talent that a resume scan would overlook. It is even more powerful when bringing in dozens or hundreds of young employees. We’re not just staffing, we’re actually building frontline teams that deliver. This new approach to recruiting has helped us recruit faster learners, decrease early turnover, and even identify potential candidates earlier. For us, this is a practical, scalable method of hiring for capability, not just experience.

Chad Lipka, President, North Shore Sauna

Partner with Workforce Development Programs

I recommend partnering with local workforce development programs and offering paid training programs – this helped us hire over 200 entry-level workers last year. During training, we pair new hires with experienced team members who serve as mentors, which has really improved our retention rates. We also offer clear career paths showing how associates can grow into management roles, which attracts candidates looking for long-term opportunities rather than just temporary jobs.

Daniel Trotter, Co-Founder, PPC Geeks

Design Gamified Mobile Application Process

For employers looking to hire hundreds of early-career candidates into retail jobs, one strategy I’ve seen work incredibly well is building a mobile-first, gamified application funnel especially tailored for Gen Z candidates who are job-hunting on their phones, not laptops.

Instead of the usual lengthy forms or resumes, we designed a mobile-friendly process where candidates could record short video responses, take situational judgment mini-quizzes, and even play a quick simulation of a retail customer interaction. It made the process feel more like a challenge than a chore, and that alone boosted our completion rates by nearly 60% when we tested a similar flow for a hiring partner in retail logistics.

But the real value? This approach filtered for soft skills: communication, responsiveness, and attitude under pressure – all things that matter more in retail than a line on a resume. Candidates who performed well in these modules not only converted faster but also stayed longer on the job.

In high-volume, early-career hiring for retail, the win comes from removing friction and making the experience engaging. It tells your candidates: we understand how you work, and we’re meeting you where you are.

Shishir Dubey, Founder & CEO, Chrome QA Lab

Optimize Local SEO for Retail Jobs

Build micro-campaigns around location-specific job searches rather than broad national pushes. Use SEO-optimized landing pages for each retail site that include real-time job listings, short video testimonials from current team members, and embedded application forms. These pages consistently rank for “retail jobs near me” and reduce drop-off compared to third-party job boards.

To attract early career candidates, prioritize mobile usability and quick-apply formats. We saw conversion rates increase by over 40 percent when switching from PDF uploads to simple multi-step forms with SMS follow-up.

For volume hiring, precision beats scale. Focused local recruitment funnels convert faster, cost less, and attract candidates who are already embedded in the area.

Wayne Lowry, Marketing Coordinator, Local SEO Boost