It is a mistake to believe that any business depends only on the volume of investments and a well-defined business plan. Even an ingenious economic strategy will be destroyed if the labor component of the enterprise does not meet expectations. To prevent this from happening, it is necessary to carry out the selection of employees as carefully as possible, especially in the field of trade.
There is a widespread misconception that the seller is a profession for temporary employment. Indeed, finding an employee who takes the trade profession seriously is a big and serious task. Behind the counter you can meet correspondence students, as well as specialists who have come to trade from other industries. However, the greatest demand in the personnel market is used by employees with experience in trading a specific product.
The best way when looking for a seller is to publish ads in specialized publications - bulletin boards, local newspapers, as well as on television. To attract the attention of qualified specialists, it is necessary to indicate in the message the direction of the store, the requirements for the availability of sanitary books, education (commodity research, etc.). To get rid of unnecessary questions during the interview will allow the indication in the announcement of information about the work schedule, salary and additional conditions for encouraging effective work.
It should not be forgotten that in accordance with current legislation, it is prohibited to indicate requirements for the age, nationality, religion, etc. of the applicant in job advertisements. In this case, neither the potential employer nor the site that posted this ad will be able to avoid fines.
There are recruiting agencies that work with recruiting staff for retail outlets. They usually contain a database of resumes of qualified salespeople.
Interviews with potential candidates should be carried out directly at the point of sale, where the manager can acquaint with the seller's work, as well as answer related questions. First of all, it is necessary to determine the scope of work, namely, the responsibilities that should be assigned to the employee: cleaning the working room, keeping the goods in order, working with the cash register, working with the price list, keeping a cash book, etc. All these requirements should be detailed recorded in the job description.
In addition, the responsibility for the improper performance of duties should be discussed. Namely, for shortage, failure to appear for working hours, being late, etc. The approved work schedule must be agreed in advance. The potential seller must also be notified of this. Most often, large shopping centers set up a penalty system for stores that either close the outlet without the knowledge of the administration, or are late with the opening. In order to save yourself from unnecessary difficulties in interacting with the landlord, you should stipulate the discipline framework established at the enterprise at the stage of employment.
After the interview, basic sympathies will begin to emerge, but it is not safe to succumb to intuition. In the resume of each applicant, special attention should be paid to places of previous work and existing references. If the applicant indicates the contact details of the previous employer on his own, then you should not rely on his decency. Better - to find the phone numbers of the enterprise and talk to the head and head of the personnel department.
Of great importance in employment is the presence or absence of a criminal record of the applicant. It should be borne in mind that the study of this information is most often the prerogative of internal security services, which, of course, exist only in relatively large companies. If there is no way to study the applicant's judicial history, then you can try to find information by searching on the website of the local court, including the arbitration court. An applicant who has a criminal record behind him, say, for economic crimes, is unlikely to indicate this in his resume, but information about the judicial history will remain in the archives. In this case, only the employer must decide whether to entrust the work to such a specialist.
