There are many reasons for falling short of hiring goals, and they are discussed daily on network and cable TV. This is like a perfect storm. Stimulus packages, changes in WFH patterns, people leaving the workforce, compensation and more are all converging to make it difficult for employers to find the amount of help they need. This problem will end when we finally reset in the new normal.

I have mixed feelings on this one. I think the AI-driven programs definitely are not working as intended or are having unintended consequences that companies don’t have enough oversight in place to detect or prevent, and it serves them right for not being more careful about the use of AI. But I don’t think this is retail’s problem. The problem with retail is it has become a crappy job, and retailers have abused a weaker labor market in the past and so developed a bad reputation. Of all the older teens I know – dozens and dozens thanks to being a high school robotics team coach – only one – one! – got an actual retail job once they hit 16. It is not a desirable job. And most Gen Zers that I know think of it as employment of last resort. Crappy hours, crappy customers, “descheduling” instead of getting rid of bad apples, no future with the company, no training, certification, or other benefit that would make them a desirable future employee – what… Read more »

The massive crunch in this economy is from supply chain. Hundreds of thousands of workers who used to be in retail and restaurants are now in supply chain. And more to come.

Retail and restaurant’s only alternative is to keep raising wages and improving conditions until some kind of equilibrium is reached.

Retailers have lost touch with their job descriptions. Like the night before a big trip when we panic and start loading our suitcase up with random things we think we’ll need, the rapid evolution of technology, channels and shopper behavior has caused retailers to load up their job postings with unproductive skills. Like all other aspects of retail today, so much change has happened that the entire structure needs to be remodeled. And as job descriptions are re-thought, retailers need to ensure that these jobs offer staff not only salaries commensurate with the cost of living, but room for growth and an empowering work environment to build – and keep – great staff.

If people are leaving and retailers are having trouble recruiting maybe they need to look at their employment practices such as hours, wages and career advancement. This is now an employee’s market and employers must pull out the stops to attract and retain good people. As for AI filtering out people with gaps in their resumes: that’s plain stupid. Unless you know the reason for a gap you can’t possibly make an assessment of someone’s suitability for employment.

This is not exactly a new problem in retail. Finding help has always been a challenge. The pandemic seems to have massively accelerated it. What’s been interesting for me, as observer, is where the “blame” for this issue has landed. Last year it was “too generous government handouts.” Now the stimulus programs are over, so we’re looking at AI. That would seem to indicate that there are a ton of applicants but they are not are getting through the screening. This is the first place I’ve ever seen that logic and frankly it makes no sense. Before the pandemic lots of retailers were complaining that there was a labor shortage. When really there was a shortage of people willing to take $7.50 an hour to work in their stores. The free market was at work and it wasn’t working in their favor. Target has increased wages, Walmart is offering more benefited positions and, guess what, their turnover has been slowed. In a strong job market, retail jobs with terrible schedules, no benefits and poor pay… Read more »

The answer is simple. Most retailers have never developed a strong employment proposition. They can not give a potential employee real reasons why they should come to work for them rather than going somewhere else. Those like Costco and Apple do not have trouble finding, hiring, and retaining STAR employees. By the way, STAR employees are Self-motivated, Talented/trainable, Accountable, and Reliable.

At last week’s meeting of the Store Operations Council, participants talked about what amounts to a culture shift for associates. Store personnel need predictable hours, flexibility, self-service options, higher pay and better training. Retail companies that cater to them enjoy longer tenures and better profitability. It’s the future.

The retail package is not attractive and is still looked upon as entry level, low-end work. Retailers need to change this perception to make it more appealing. There is no way up in retail either, making career pathing important to keep and hire people. Another option would be conversion to a trade and apprentice type of system, but this would suggest specialization — which would be a challenge in retail.

Potential retail employees know retail is not their dream job. Experienced workers don’t want to lose seniority in their stores and running the produce department. While newcomers to retail are dreaming of higher level job prospects. Options for Uber or Instacart have paved the way for scheduling and higher pay — though tempered by the pandemic. Retail as an industry needs to become good looking and needs to compete- like investment banking or high tech.