Run a profitable clothing store

Chapter 42 Recruitment and management of clothing store personnel (2)
(6) The principle of merit-based recruitment.Different positions have different requirements for relevant personnel.Therefore, the assessment must be carried out according to the situation of the post, and the recruitment should only be done according to the quantity.In the recruitment work, it is not necessary to recruit the best, but to recruit according to their ability, so that people can make the best use of their talents and use their strengths.This is an effective way to develop the potential of employees.

Selection of Channels for Staff Recruitment
To do a good job in recruitment and recruit the desired talents, clothing stores must use the correct recruitment channels.Just like asking us to reach our destination within a specified time, we must choose a good path before taking action.How to build a recruitment pipeline?Clothing stores can be analyzed from several levels, looking for different recruitment channels according to different levels of demand.

The source of store employees can be divided into internal and external channels. Which channel to choose personnel from is determined by various factors such as the company's human resource policy, technical characteristics, and personnel requirements.

The following will mainly discuss how the store recruits and adopts talents suitable for the store's business form among many talents.

1. Internal recruitment
When a job vacancy appears in a clothing store, the first thing to do is to see if there are suitable personnel in the store to fill the vacancy, that is, to find suitable candidates through various internal recruitment channels.The following internal recruitment methods are widely used:

(1) Internal media.Clothing stores generally have their own internal media such as bulletin boards and wall newspapers.After the store has determined the nature, responsibilities, and required conditions of the vacant position, it will publish it directly in front of the store or in the store using leaflets. In this way, it can also recruit people near the store.This approach not only provides opportunities for talented employees to grow and develop, but also reflects the principle of fair competition.Then the human resource management department should carry out scientific and fair assessment and selection of recruits, so that employees can realize the close relationship between performance, promotion and salary increase, and thus get stronger incentives.This method is a very economical way for the store, and it is a good thing for the store and employees.

(2) Staff recommendation.For the internal recruitment of clothing store employees, it is mainly for internal employees to introduce their relatives and friends, and it can also be for superiors to refer subordinates. This is also a very common way.The main advantage of this method is that the referrer is more familiar with the company, and also has a better understanding of the responsibilities and requirements of the vacant position. It is more likely, and can save part of the acquisition procedures and costs, but this method may not be able to strictly require personnel quality and work ability.At the same time, when using this channel, we must pay attention to avoiding or overcoming the phenomenon of "gangs" or small groups, and eliminate the burden of human nature.

(3) Archival records.Most of the human resource departments of clothing stores are equipped with personal data files of management personnel and ordinary employees, from which the quality of education, training, experience, skills, performance and other qualities of the existing personnel in the store can be found, helping clothing store management personnel and recruiters to determine whether they are qualified. A person requested for a job opening.Employee files are very important for clothing stores to determine the quality of existing employees and internal promotion, but the personal information in this file must be reliable and as detailed as possible, and it needs to be continuously supplemented to really play a role.Of course, after confirming the candidate, you should also ask for your own opinion to see if you are interested in the new position.This method is usually used in conjunction with internal media, employee referrals, etc. to complement each other.

2. External Recruitment
External recruitment is relative to internal recruitment, also known as social recruitment.It is often that internal recruitment cannot meet the needs of the store, especially when the clothing store is in the initial stage, rapid growth stage, or when a large number of middle and high-level technical or management talents are needed due to rapid development, the required talents for the clothing store are recruited through external recruitment channels.Commonly used external recruitment methods mainly include the following:
(1) Advertising recruitment.This is by far the most commonly used external recruitment channel.It uses newspapers, magazines, radio, television, etc. as the medium to widely advertise to attract candidates.A key issue in recruiting personnel using advertising is the production of advertising content.Studies have shown that the content of the advertisement itself has the function of coarsely screening job seekers. Clearly and specifically stating the job tasks, job responsibilities, and the qualifications, experience, and abilities of the incumbent in the advertisement can naturally reduce those who are not qualified or do not want to take the job. The corresponding job responsibilities, obligations and risks come to job seekers.At the same time, the recruitment advertisement can establish a good image of the clothing store and enhance its popularity.In order to ensure the appropriateness of the number and quality of applicants, the techniques of "reciting each other with benefits" and "repelling each other with responsibilities" should be fully utilized when writing job advertisements, and the responsibilities, rights, benefits and qualification requirements.An important issue in advertising recruitment is the choice of advertising media.For clothing stores, newspapers are the preferred media for personnel recruitment advertisements, because newspapers can not only transmit information in a timely and extensive manner, but also facilitate preservation of the information they transmit; for the recruitment of senior managers, other methods such as professional journals can also be selected.In order to highlight the visual effect of the recruitment advertisement, it is possible to add a design with far-reaching patterns to enhance the overall effect of the advertisement.

(2) Campus recruitment.In recent years, the contact between some large clothing stores and schools has been gradually strengthened. When each student graduates, some large clothing store companies will hold open talent recruitment activities on campus. It is very effective, but it may be difficult for small and medium-sized clothing stores, but this does not mean that small and medium-sized stores cannot enter the campus to recruit the talents they need.

If the strength of the clothing store is strong, you can also use this method.In fact, as long as small and medium-sized clothing stores put in more thought, they can also attract the favor of college graduates, and then join the ranks of store employees.

In order to do a good job in campus recruitment and achieve better recruitment results, the store needs to complete the following series of tasks at least:

①Provide complete information, including plane, three-dimensional or video materials to introduce the clothing store.

② For the various systems and benefits of the clothing store itself, it is also necessary to clearly express it.

③ Clothing store operators personally participate in each job fair, and seize the opportunity to publicly recommend stores.

④ Establish a good relationship with school teachers or professors, so that through the recommendation of teachers or professors, you can get the recognition and trust of students, and then join the ranks of clothing stores.

⑤ Various difficulties are usually encountered in campus recruitment. Clothing store operators must have sufficient psychological preparations, so that various campus recruitment activities can be carried out smoothly with strong support.

(3) Fair recruitment.Through the many talent recruitment fairs held by the talent exchange center or other talent agencies every year, clothing stores and applicants can directly negotiate and communicate, which saves time for clothing stores and applicants.With the increasing improvement of the talent exchange market, the fair shows a trend of developing towards specialization.For example, there are mid-to-high-level talent fairs, two-way selection meetings for fresh graduates, information technology talent exchange meetings, etc.

By participating in recruitment fairs, store recruiters can not only understand the local human resources situation, but also understand the human resources policies and personnel needs of other clothing stores in the same industry.

(4) Recommendation and introduction of internal personnel.The so-called internal personnel recommendation refers to the recommendation and introduction of internal personnel of clothing stores to candidates to participate in the application.It actually builds a bridge between the inside and outside of the clothing store, spreading the word of mouth through employees to recommend suitable talents for open positions in the store.

The operating procedures for implementing internal personnel recommendation and introduction are as follows: firstly, the clothing store publishes the recruitment information, informs employees of the positions recruited, how many personnel are needed, and the application conditions of various personnel; secondly, encourages employees to recommend and introduce friends and relatives to apply for positions, and propose corresponding incentives.Compared with other external recruitment methods, the internal referral method has a relatively stable number of recruited employees.Because the organizational information provided by the internal employees to the applicants is relatively objective; the applicants have a close relationship with the employees, have a better understanding of the clothing store, and can quickly integrate into the environment and work.

(5) Apply for a job at your door.This method is that the applicants themselves take the initiative to come to the door to apply.This method is widely used in clothing stores, and often uses this channel to recruit staff with relatively low skill and knowledge requirements such as tally clerks, cashiers, and custodians, while managers or supervisors are rarely produced from such personnel.This is a way to obtain human resources at the lowest cost. Clothing stores should keep the application records of door-to-door job seekers well so that they can use these human resources in time when they need to employ people.However, people from such sources sometimes do not understand the clothing store and its duties, and the clothing store cannot fully trust them, so it is difficult to cooperate harmoniously with each other.

(6) Intermediary agencies.At present, most of the job introduction work in our country is carried out by the personnel department or labor department in the government department. Almost all levels of government have corresponding job agencies and talent exchange centers. Private and non-government job agencies are also very active.In order to save the time and cost of recruitment, it is an economical and effective way to entrust an intermediary agency to assist in recommending talents.

The main advantages of employment agencies are: a wide range of applicants; it is difficult to form nepotism; and the time is relatively short.The main disadvantages are: not enough understanding of the applicant's situation; there may not be suitable candidates for the required positions; some organizations are mixed, and the quality of the applicants is uneven.Circumstances suitable for using the employment agency method are: difficulty in attracting a sufficient number of talents; only a small number of employees; eager to fill key vacancies; labor market supply is tight; stores lack recruiting experience.

(7) Online recruitment.With the popularity of the Internet, using the Internet for recruitment is a new recruitment method in recent years.It has the advantages of low cost, wide coverage, long time period, quick and convenient contact, etc.At present, the vast majority of enterprises in our country have access to the Internet, and many applicants can access the Internet at any time.Therefore, online recruitment gradually occupies an important position in store recruitment.

(8) Temporary recruitment.As a special form of operation, stores often face fluctuations in market demand, and also have to deal with the ups and downs of the economic cycle.This requires clothing stores to maintain relatively low labor costs and make operations more adaptable and flexible.Therefore, clothing stores often need to recruit a large number of temporary employees and establish a temporary employee plan.Such a plan can take several forms:

①Internal temporary reserve.Clothing stores can recruit from the outside, or they can use the employees once employed by the store as a reserve and require them to be on call.

② Employment through employment agencies.Enterprises can sign contracts with employment agencies that maintain labor reserves to use these manpower temporarily.

③ Short-term employment.That is to recruit some short-term service personnel during the busy period of business.

The disadvantages of temporary recruitment are:

① Increase recruitment costs.

②Increase training cost.

③The stability of service quality may decline.

④ It is necessary for managers to strengthen the supervision of temporary employees.

Preparation of staff recruitment plan

For stores, especially for clothing stores with a large number of recruits or perennial recruits, it is very necessary to formulate a clear recruitment plan, because this can improve the quality of recruitment and make the entire recruitment activity move towards the predetermined direction.

The recruitment plan of a general store should involve the following contents:

(1) A list of personnel requirements, including job titles, number of people recruited, qualification requirements, etc.

(2) The time and channel for the release of recruitment information.

(3) Candidates for the recruitment team, including the names, positions, and responsibilities of the team members.

(4) The applicant's assessment plan, including the location of the assessment, the approximate time, the name of the subject designer, etc.

(5) The deadline for recruitment.

(6) The starting time of new employees.

(7) Expense recruitment budget, including materials fee, advertising fee, talent exchange meeting fee, etc.

(8) The recruitment schedule should be as detailed as possible to facilitate cooperation with others.

(9) Sample draft of recruitment advertisement.

Recruitment is an extremely important task. In order to ensure a reasonable and standardized recruitment plan, we must pay attention to the following issues:

1. Standardize recruitment behavior
Any recruitment work is not a job that the human resources department can complete independently. It involves all departments of the store and related grassroots and senior managers. Therefore, the coordination of various departments and managers in the recruitment work is particularly prominent.Establishing a recruitment process can fix and standardize the recruitment work and prevent errors.

2. Improving Hiring Quality
It is not a simple matter to accurately identify outstanding talents among many applicants.Because in the recruitment activities, it is necessary to assess not only the professional factors such as the professional knowledge and job skills of the applicants, but also the non-intellectual factors such as the professional ethics, aggressiveness, work attitude, communication skills, and personality of the applicants.By formulating the recruitment process, the recruitment work can be made more scientific and rational, thereby effectively improving the quality of recruitment and reducing the cost of recruitment.

According to the actual situation, clothing stores can generally follow the following six steps when building their own workforce:
1. Make a recruitment plan
According to the actual business needs of the clothing store and some other characteristics, a recruitment plan should be drawn up.Recruitment plans generally include the following:
(1) Number of recruits.

(2) Scope of recruiting objects.

(3) Requirements on the professional conditions, education level, business level, technical titles and work experience of the applicants.

(4) Requirements such as age, gender, and health status.

(5) Remuneration of the post.

(6) Recruitment time and place.

2. Receive applicants for registration

This reception can be an initial test for candidates.During the reception, it is necessary to clarify the store's demand for talents and development plans to the applicants.

3. Motivation Analysis
Motivation determines the way of behavior and determines the level of effort in future work.Therefore, in the specific recruitment process, in addition to the ability assessment, it is also necessary to analyze the motivation for applying.Candidates’ motives for applying for employment can be roughly divided into the following three categories:

(1) In order to improve the current working environment or interpersonal relationship, try to see if there is a better opportunity.

(2) The work is not smooth or the actual life is difficult (remuneration, housing and separation issues, etc.).

(3) In order to fulfill one's own ambition and pursue the realization of personal value.

Generally speaking, the third type of candidates are the most suitable for hiring, and they are the most active and hardworking; while the second type of candidates are better than the first type of candidates.

4. Exam Screening

The first round of screening can be carried out through a written test, and the test should be set separately according to different academic qualifications, majors and job requirements.The proposition should pay more attention to the test of analysis and response ability, which can be in the form of examination paper, essay or defense.

5. Interview and psychological and personality tests
In a certain sense, this step is more important than the written test, and has been adopted by many modern enterprises when recruiting talents.Among those who pass the exam, many are just good at coping with the exam. They may not meet the standard in terms of expression, manners and practical ability.In the process of talking with him face to face, you can feel a person's comprehensive quality and potential ability, which is the most important thing.

6. Determine the candidate and go through various procedures
After the comprehensive situation after the examination and interview, the required candidates can basically be determined, and then the relevant personnel should be notified to take up the post and go through various procedures.

Knowledge Tests in Recruitment
Knowledge testing has historically been widely used in clothing store employee recruitment.The knowledge test is mainly to understand the knowledge breadth, depth and knowledge structure of the testee through the form of paper and pen test.

1.Types of knowledge tests
(1) Basic knowledge test.Basic knowledge test, also known as comprehensive test.The content of the test is very extensive and can include astronomy and geography, general knowledge of nature, general knowledge of society, mathematics, physics and chemistry, foreign languages, sports, literature and art, etc.The purpose of the basic knowledge test is mainly to understand the degree of understanding of the basic knowledge and the level of knowledge mastered by the testee.

(2) Professional knowledge test.The professional knowledge test is aimed at the position and work being applied for, also known as the depth test.The main content of the test is the professional knowledge directly related to the position to be applied for.The purpose is to understand the degree and level of the applicant's professional knowledge.

(3) Relevant knowledge test.Relevant knowledge tests are also called structural tests.It is mainly a test to understand the applicant's knowledge of the job position.For example, if you are applying for a public relations officer, the relevant examination content may include knowledge in sociology, management, humanities, psychology, history, interpersonal skills, and public relations.

2.Pros and Cons of Knowledge Tests
Knowledge testing is a very important means of assessment, which has both advantages and disadvantages.The advantages of knowledge testing are fairness, rapidity, simplicity and low cost.Each candidate can know how much knowledge he has by passing the knowledge test.Those with more knowledge are recruited, and those with less knowledge are screened out, making applicants feel more fair.Compared with various other testing methods, the cost of knowledge testing is relatively low.

(End of this chapter)