Progressive Grocer

MAR 2017

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Human Resources Feature Talent Issues Solutions to recruitment, training and retention in the grocery industry. By Joan Driggs E ach year in our Annual Report of the Grocery Industry, Progressive Grocer asks retailers about the issues they wrestle with. Without fail, labor is- sues, including recruitment, training and retention, are among the chief struggles. e good news is that retailers, educational institu- tions and associations are responding. Most notably, grocery retail is attempting to be relevant to a young workforce demanding more than a paycheck. Getting Them in the Door What other industry has better recognition among Americans of working age than grocery? From an early age, grocery stores are part of our everyday existence. Yet, to a one, retailers indicate that they're challenged with finding talent to hire. Clearly, there's a disconnect between familiarity and allure. "e industry doesn't do a lot to make itself " attractive, says Robert Paul Jones, associate pro- fessor of marketing at the Univer- sity of Texas at Tyler (UTT). at lack of attraction hits applicants as they make their first pass at a store, ac- cording to Harold Lloyd, president of Vir- ginia Beach, Va.-based grocery consultancy Harold Lloyd Presents, and author of "Super- market Rules! 52 Ways to Achieve Supermarket Success" and other books for the grocery industry. From lack of personal interaction with applicants to broken or unkempt application kiosks, retailers don't roll out the welcome mat for new hires, he says. "As- sess your first impression," Lloyd urges. "What worked in recruitment and engagement five years ago doesn't work now," affirms Terra Powers, Norcal human resources and education manager at Pleasanton, Calif.-based Safeway (part of the Albertsons family of stores). "We have to move with the times. e industry has to be flexible March 2017 | progressivegrocer.com | 43

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