How hybrid working could give retailers an edge in hiring

Talented candidates seeking rewarding retail roles want more than just a competitive basic salary. In this candidate-short retail market, hybrid working allowances often make the difference between an exciting candidate shortlist, and one which the employer will struggle to work with.

Here, we will be taking a deep dive into benefits packages in the retail sector and how they could help employers attract the top talent they need in 2022.

Hybrid working as a retail benefit

When it comes to retail recruitment, one of the key differentiators is the availability of remote or hybrid working. Of course, the retail sector faces certain limitations on who can carry out their duties without being present either in the back office, the warehouse, or on the shop floor. But for retailers seeking top talent, it is worth thinking about ways to enable hybrid working where possible. 

Amid a more general trend towards hybrid and remote working models, retail sector leaders need to consider how they can offer the ability to work from home in retail roles. Harriet Millington, Consultant at Michael Page Retail, said:

Working from home is the most common thing candidates are asking for at the moment, more so than any other benefit or salary structure. It’s the number one priority for talent. Previously, salary would be number one, then other benefits depending on where the candidate is in their career. But now, working from home is the priority.

How can retailers implement hybrid working?

We would encourage retailers to treat remote working as more of a continuum, rather than a model which removes employees from physical workplaces altogether. Some alternative hybrid working models that still include in-person contact time include:

• Split hybrid models - for instance, 3 days in work, 2 days at home
• Flexible hours and flexi-time
• Flexible start and end times
• Reduced summertime hours
• Benefits adjusted to suit specific roles 

Many of these models offer more control to the employee. For example, they might be able to choose the precise start and end time of their shift, whilst still being present for the busiest parts of the day. Or they might earn additional leave entitlement by working overtime on busy days.

This can also create natural flexibility for the employer: staff could be allowed leave earlier on days when they are not needed, rather than being forced to stay in-person on premises where they have little left to do.

Remote working does not have to be a company-wide policy, either. Instead, it can form a specific part of the benefits package for a role, while recognising that this may differ depending on the necessity for in-person contact. Harriet explained:

Retailers might have a policy of three days in the office and two days at home, but you generally find buyers are in 4-5 days a week, and they expect that. It's a conversation you have with buyers when you interview them. With merchandising it's different because there's more analysis and numbers, so they are able to have that hybrid working pattern.

Experienced candidates are likely to have realistic expectations of their ability to carry out their duties without visiting the physical workplace. Attracting top talent is about meeting those expectations, while recognising that they are likely to fall somewhere on the spectrum between fully remote working and full in-person contact time, and not at either extreme.

Top Tip: Hybrid working may be a critical element of talent attraction, but it’s rarely enough on its own - you still need to keep up with the market when it comes to salaries. To find out more about salary expectations, download our 2022 Salary and Skills Guide for Retail.

Why hybrid working is a competitive advantage

Hybrid working is not only an issue in shop floor focused roles. Even when it comes to e-commerce positions, some of the easiest positions to perform from home, many retailers are still asking employees to travel to business premises for most or all of their working hours. As a result, many retailers find it hard to hire for e-commerce professionals, who know they will be able to get hybrid working in other sectors. Harriet commented:

Many retailers will struggle to hire if they don’t allow any kind of flexible working. I recently had a situation where an employer changed the criteria from hybrid working to five days in the office – all five of the shortlisted candidates pulled out as a result. But equally, there’s an opportunity for employers who are offering this benefit, since they will be able to attract top talent.

In a sector like retail, it can certainly be challenging to implement a hybrid or flexible working policy. But if you want to bring the best in the industry to your organisation, the rise of hybrid working actually poses a clear strategic opening. Many retailers are still behind the curb when it comes to new ways of working and experiencing roadblocks in candidate acquisition as a result. By offering top talent what others won’t, you could become an employer of choice in retail. 

At Michael Page Retail, we work with businesses across the retail sector to place skilled specialists into dynamic and rewarding roles. To learn more about the high-calibre retail professionals we work with, request a call back today.