| | December - JanuaryMANAGEHRMAGAZINE.COM8In MyOpinionBuilding a talented workforce and strong bench has never been so complicated, given the ever-changing needs within organizations and the environmental challenges that are constantly evolving. Businesses not only surviving- also thriving following COVID shutdowns, have been quick to respond to ambiguity in unchartered waters without the luxury of utilizing data to guide important decisions. Although many retailers are leaning into technology and relying on digital and omni transformations to deepen relationships with customers, there is no substitute for personalized service and candid conversations. As a matter of fact, people are flocking back to stores and restaurants for social interaction, hungry for connection. Identifying talented individuals who strive to educate and delight the customer AND possess solid technical capabilities is no easy feat. Talent pools have narrowed, and competition is fierce in hospitality and retail, as many workers have left these industries to pursue more stable opportunities. So how does a company effectively identify, attract and retain employees that further their mission and vision? Although answers may vary according to industry, there a few practices that have proven to be universally effective and have a low cost to the bottom line.1. Create an Untraditional Workforce. Companies who exercise as much flexibility with employees as they do customers have increased engagement and better retention, especially for women who are struggling to choose between family and career. More and more organizations are open to gig workers who earn income from more than one source and require scheduling flexibility. For many, this is a career choice by necessity, rather than choice, given childcare issues and homeschooling challenges. Allowing employees to work remote has also reduced stress for many individuals who no longer want to contend with congested highways and can work comfortably from their own home. Some benefits include increased productivity and decreased employee relations issues. Hiring a Part Time or Gig worker can be very competitive and job seekers are not staying on the market for very long. It is very important to move candidates quickly through the hiring process and have them gainfully employed within a few days of the initial contact. Conversion STRATEGIES FOR A ROBUST WORKFORCEBy Michele Allen Kalas, Vice President, HR, Mattress FirmMichele Allen Kalas
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