18 Game-Changing Strategies to Hire Top Early-Career Retail Talent

There are significant short- and long-term benefits for employers to hire students, recent graduates, and others early in their careers for retail roles. We gathered insights from 18 hiring experts to share their top strategies.

Transform Customers into Engaged Employees

For employers seeking to hire dozens or hundreds of early-career retail candidates, implementing a customer-to-employee recruitment strategy is highly effective. This involves actively identifying and hiring people who already shop at your stores. These customers already demonstrate brand loyalty, understand your products firsthand, and can provide authentic recommendations based on personal experiences.

To implement this at scale:

• Train staff to identify engaged customers and encourage them to consider employment.
• Create visible "We're Hiring" campaigns targeting your customer base through in-store signage and receipt messaging.
• Develop a structured referral system with bonuses for employee recommendations.
• Host customer appreciation events that double as recruitment opportunities.
• Use customer feedback surveys to identify enthusiastic candidates.
• Leverage social media to announce openings to engaged followers.

This strategy works because these individuals already understand customer service standards, require less training, and bring genuine enthusiasm. They can draw from their own experiences to assist others, creating a more authentic sales environment.

Brittney Simpson, HR Consultant, Savvy HR Partner

Recruit Athletes for Disciplined Teamwork

Scout at high schools and youth sports teams. Coaches can identify students who are punctual, hardworking, and handle pressure well. These students often seek part-time jobs with structure. Athletes tend to cooperate as a team and be responsible, reducing the need for lengthy onboarding and saving time during peak hours.

Rory Keel, Owner, Equipoise Coffee

Frame Retail Jobs as Modern Apprenticeships

Move beyond traditional recruiting by framing retail jobs as modern apprenticeships focused on skill development. Early-career candidates are motivated by purpose, not just pay. For example, in custom jewelry, roles can lead to certifications and storytelling skills, transforming hiring into a pipeline for passionate brand ambassadors.

Aviad Faruz, CEO, FARUZO

Leverage Employee Referrals for Quality Hires

Implement an employee referral program to tap into existing networks. Referred candidates settle in faster and are more reliable. Offer rewards for successful hires to save time and money on manual recruiting, leveraging insights from productive employees.

Matthew Crook, General Manager, The Access Group

Host Interactive Job Fairs at Colleges

Host job fairs at local community colleges with fun, interactive activities and same-day interviews. Make the application process quick and mobile-friendly, and follow up within 24 hours to keep candidates engaged. This approach has proven effective for hiring large numbers of associates.

Allen Kou, Owner and Operator, Zinfandel Grille

Conduct Pop-up Hiring Events at Stores

Hold pop-up hiring events at busy store locations with simple setups like booths and QR codes for quick applications. Offer same-day interviews to quickly assess attitudes and skills, bringing the hiring process to where potential employees are.

Peter Bryla, Senior Community Manager, LiveCareer

Prioritize Training Over Flashy Perks

Focus on flexible schedules, hands-on training, and opportunities for growth rather than expensive perks. Early-career talent values development, which can lead to better retention and budget efficiency.

Juan Gonzalez, CEO, Best Used Gym Equipment

Use AI to Match Candidates Efficiently

Use AI to automate screening and match candidates based on behavioral fit and availability. AI analyzes responses to situational tests, simulating retail scenarios to evaluate soft skills like reliability and communication. This speeds up hiring and improves retention by focusing on fit.

Joe Benson, Cofounder, Eversite

Implement Job Shadowing for Students

Partner with high schools for job shadowing programs where students spend time in-store before applying. This provides real exposure and assesses fit, reducing early turnover significantly.

Pavel Sher, CEO, FuseBase

Create Experiential Recruitment Days

Adopt a talent pipeline program with experiential recruitment days featuring interactive workshops. Collaborate with schools for taster sessions and follow up quickly with offers to ensure a steady flow of candidates and reduce attrition.

Dhari Alabdulhadi, CTO and Founder, Ubuy Peru

Treat Recruitment as Customer Acquisition

Approach recruitment with marketing strategies, building an employer brand and using targeted digital campaigns. Streamline the application process and provide immediate feedback to engage candidates efficiently at scale.

Eugene Mischenko, President, E-Commerce & Digital Marketing Association

Screen for Curiosity in Candidates

Look beyond resumes to screen for curiosity by assessing if candidates ask thoughtful questions. Curious hires learn faster, help teammates, and have better retention and productivity rates.

Arjun Narayan, Founder & CEO, SalesDuo

Centralize Recruitment with Automation

Centralize outreach across channels like email, social media, and landing pages with automation. Use a single platform for real-time tracking and personalized processes to save time and improve engagement, freeing recruiters to focus on hiring.

Steve Morris, Founder & CEO, NEWMEDIA.COM

Engage Gen Z Through Social Media

Use TikTok and Instagram for recruiting with behind-the-scenes content and quick, mobile-friendly applications. Conduct group interviews with fun activities to assess multiple candidates and showcase workplace culture.

Justin Mauldin, Founder, Salient PR

Hire for Transferable Skills

Focus on transferable skills like handling merchandise or customer interaction, rather than past job titles. This approach helps find capable talent faster, reducing turnover and identifying potential leaders.

Chad Lipka, President, North Shore Sauna

Partner with Workforce Development Programs

Collaborate with local programs for paid training and mentorship, offering clear career paths. This attracts candidates seeking long-term opportunities and improves retention.

Daniel Trotter, Co-Founder, PPC Geeks

Design Gamified Mobile Application Process

Create a mobile-first, gamified application process with video responses and simulations. This engages Gen Z candidates, filters for soft skills, and boosts completion and retention rates.

Shishir Dubey, Founder & CEO, Chrome QA Lab

Optimize Local SEO for Retail Jobs

Build location-specific SEO-optimized landing pages with real-time job listings, video testimonials, and quick-apply forms. Focus on mobile usability to attract local candidates efficiently and cost-effectively.

Wayne Lowry, Marketing Coordinator, Local SEO Boost