The Fall Talent Reset
Now is prime time to make sure you have the dream team set up for Q4. We are sharing tips for reassessing current staff structure and best practices when looking for new talent.
August can feel like a revolving door in retail. Summer schedules are ending. Students are heading back to school. Availability changes. Employees make moves. Business owners realize that the team that got them through summer may not be the team they need heading into fall. At the same time, the most important selling season of the year is getting closer by the day.
This makes August one of the most important times of year to take a hard look at your talent strategy.
A few years ago, we shared our Talent 101 approach to recruiting, interviewing and retaining great employees. Most of those principles still hold true today, but as we help our clients at The Indxx prepare for fall and holiday, there is an even bigger lesson worth emphasizing:
Don't wait for a staffing crisis to start thinking about staffing.
The goal isn't simply to have enough people on the schedule. It's to enter your busiest months with the right team—engaged, trained, accountable and clear on what is expected of them.
Start With the Team You Already Have
Ask employees about their fall availability, goals, workload and what they would like to learn next. Make sure your best people know they are valued. Where possible, identify opportunities to give strong employees more responsibility, additional training or exposure to another part of the business.
Sometimes the best solution to a talent problem isn't another hire. It's investing more intentionally in someone who is already on your team.
Always Be Recruiting
One principle from our original Talent 101 hasn't changed:
Never stop building your bench.
The worst time to begin recruiting is the day after a great employee gives notice. Keep relationships with past candidates, former employees, customers, industry contacts and other people within your network. When you meet someone impressive, even if you don't currently have an opening, stay connected. Think of recruiting as an ongoing business practice rather than an emergency response. A strong bench gives you options. And heading into the holiday season, options are incredibly valuable.
Hire for Potential, Not Just the Perfect Resume
Retail experience is helpful. It isn't everything. Some of the best employees I've hired over the years weren't necessarily the candidates with the most obvious resume. They were smart, motivated, curious, dependable and naturally good with people. Skills can be taught. Work ethic, judgment, energy and the ability to connect with a customer are much harder to manufacture. Of course, different roles require different levels of experience. But don't automatically overlook someone simply because they haven't spent five years doing the exact job you're trying to fill.
Ask yourself: Does this person have the potential to become exceptional here?
Be Clear About What You're Actually Hiring For
One of the easiest ways to make a bad hire is to hire for a job that doesn't really exist. If you're looking for someone who will sell, merchandise, create content, support events and occasionally help manage the store, don't advertise the role as if they're simply a Sales Associate. Be specific about responsibilities, schedule expectations, compensation and growth opportunities. Candidates should understand what they're signing up for, and you should understand what they expect from you. That transparency saves everyone time and dramatically increases the chances of finding the right fit.
Consider Seasonal Hiring for Peak Periods
If you know you need additional support for fall and holiday but aren't ready to commit to the cost or capacity of a permanent hire, seasonal hiring can be a great way to build flexibility into your team during peak periods.
Just be clear from the beginning. The job description should state that the position is seasonal and include the anticipated end date so candidates understand exactly what they're considering.
And remember, seasonal doesn't necessarily have to mean temporary. If you find someone amazing and your business has the need and budget to keep them after the season ends, you always have the opportunity to offer a permanent position. In the meantime, a seasonal role allows you to add the support you need during your busiest months without immediately committing to the expense of another year-round employee.
Treat the Interview Like a Two-Way Conversation
Interviews don't need to feel like interrogations. Come prepared, know the candidate's background and ask questions specific to the person sitting in front of you. But also give them an honest picture of your business. Talk about what is exciting. Talk about what is challenging. Talk about the reality of the role.
Learn who the candidate is outside of the bullet points on their resume. What motivates them? What kind of environment brings out their best? What are they hoping to learn? What does great customer service mean to them?
And pay attention to the small things. Were they prepared? Did they communicate clearly? Were they engaged? Did they ask thoughtful questions? How did they interact with the people around them? You are evaluating how someone is likely to show up once they're part of your business.
Don't Ignore the Red Flags
Anyone who has hired enough people has done this. You really need someone. A candidate looks great on paper. Something feels a little off…but you convince yourself it will probably be fine. Then, three months later, you're recruiting all over again. Don't let urgency lower your standards. No candidate will be perfect, and everyone deserves some grace. But there is a difference between an imperfect candidate and repeatedly explaining away warning signs because you're desperate to fill a position.
Build Flexibility Before Holiday
Fall is also the time to identify where your operation becomes vulnerable when business increases. If one person's absence can derail an entire part of your operation, start cross-training now. Your goal should be to enter peak season with a team that can flex as the needs of the business change.
Retention Starts Long Before Someone Resigns
Hiring gets a lot of attention. Retention deserves just as much. Employees rarely wake up one morning and suddenly become disengaged. Check in regularly. Recognize good work. Say thank you. Give people feedback before problems become major problems, and give positive feedback just as freely. Create opportunities for employees to learn something new. Ask what is working and what isn't. Most importantly, when someone gives you thoughtful feedback, listen. You don't have to make every change an employee suggests. But employees should believe they can speak openly and that their perspective matters. Your strongest employees often have an incredibly accurate pulse on your customers, your operation and your culture. Don't wait for an exit interview to ask what they think.
Your Reputation Is Part of Your Recruiting Strategy
People talk. Great places to work attract great people. Businesses known for poor communication, unrealistic expectations or constant turnover eventually develop that reputation too. How you treat employees who have been with you for five years matters. How you treat someone in their first week matters. And even how you handle an employee's departure matters. Operate with fairness, communicate clearly and follow through on what you promise during the hiring process. Your company culture isn't what is written in an employee handbook. It's what people experience working for you every day.
Your August Talent Checklist
Before September arrives, we recommend every business owner or manager answer these questions:
Do I know my staffing needs for fall and holiday?
Have I confirmed fall availability with my current team?
Do I know which employees I most need to retain?
Have I identified employees who are ready for more responsibility?
Are there responsibilities that only one person currently knows how to handle?
Do my job descriptions accurately represent the roles I'm hiring for?
Is my compensation competitive and clearly communicated?
Do I have a strong interview and selection process?
Is my onboarding process ready before new employees arrive?
Do my managers know how to train, coach and recognize employees?
Talent is one of the biggest investments you will make in your business. Recruit thoughtfully, develop intentionally and don't wait for a crisis to start building your team.
At The Indxx, we work with clients on more than merchandise and strategy. We can help assess organizational needs, refine roles and responsibilities, support recruiting and interviewing, develop incentive structures, and strengthen the processes that help great employees stay. If your team needs a reset heading into fall and holiday, August is the time to start. Reach out to us today for a free consultation.