The retail industry stands as a cornerstone of the U.S. economy, fueling job creation, economic development, and tax revenues.
With its dynamic nature, from bustling retail corridors to the ever-evolving world of online shopping, the retail sector presents unique challenges and opportunities for talent acquisition. In a competitive job market, attracting and retaining the best retail talent is crucial for customer satisfaction and long-term business success.
Here are 7 effective steps for retail recruiting in 2025, designed to help you secure the store manager, frontline workers, and skilled retail candidates your business needs.
Step 1. Build Your Retail Employer Brand With Vouch
Your employer brand is your reputation as a place to work, and it's never been more important.
Today's job seekers, including those seeking a career change, want to understand a company's culture and values before they even apply.
A strong employer brand not only attracts top talent but also improves the candidate experience. According to a 2023 study by Gartner, a strong employer brand can reduce turnover by 28% and lower the cost per hire by 50%.
Vouch is a video tool that simplifies building an authentic Frontline brand. Loved by household name companies, Vouch enables recruiters to capture genuine video testimonials from current employees, showcasing what it's really like to work for your company. This content is a game-changer for retail talent attraction technologies.
By using Vouch, you can:
- Showcase your company's unique culture and values.
- Highlight the skills and experiences of your retail workers.
- Humanize your company to potential retail candidates.
This approach speaks to job seekers in a natural, authentic way, providing candidate information that resonates far more than stock photos or generic mission statements.
Step 2. Use Video in Your Retail Job Descriptions
In a fast-paced job market, you need to capture a candidate's attention quickly.
Traditional text-based job boards and career site listings often fail to convey the energy and excitement of a retail management or Customer Support role.
This is where video comes in. Embedding a short, engaging video in your job description can increase applications by up to 34% and improve the quality of candidates.
A video in your job description allows you to:
- Introduce your hiring manager and key team members.
- Showcase the retail environment and the daily tasks of the role.
- Provide a self-taught skills overview that goes beyond a standard resume.
This helps job seekers visualize themselves in the role and gives them a better understanding of the candidate journey. For more insights on this, you can check out the Vouch blog post on Dynamic Video, Smarter Hiring.
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Step 3. Grow Your Employee Advocacy Program
Your employees are your most powerful advocates.
An employee referral program can be a highly effective recruitment services tool.
When employees share positive experiences and open positions with their networks, it leverages social proof and reaches candidate talent pools you might not otherwise access. Data from the National Retail Federation (NRF) and other industry conversations show that employee referrals lead to higher-quality hires who stay with the company longer.
An employee advocacy program can be formalized by:
- Creating a referral bonus or incentive program.
- Making it easy for employees to share company news and job postings on social media.
- Encouraging employees to create short videos about their experience using tools like Vouch.
This method builds a natural, word-of-mouth pipeline of qualified candidates and strengthens your recruiting technology.
Step 4. Go Beyond Compensation, Showcase Your Retail EVPs
In 2025, a competitive salary is just the entry point.
To stand out, you need to highlight your Employee Value Propositions (EVPs).
These are the unique benefits and opportunities your company offers that go beyond a paycheck, such as career growth paths, a supportive retail environment, and a positive work-life balance.
Examples of effective EVPs include:
- Comprehensive training and development programs.
- Flexible scheduling options for retail workers.
- Employee discounts, wellness programs, and community engagement opportunities.
A 2024 study by Glassdoor found that 70% of job seekers consider a company's culture and values before applying. Sharing these EVPs on your career site and in your recruiting materials is essential for attracting top talent. For further reading, see the Vouch blog post on EVP examples.
Step 5. Streamline Your Hiring Process
The candidate experience is a critical part of the candidate journey.
A clunky or overly long hiring process can cause up to 60% of job seekers to abandon their application, especially for Store Manager and frontline roles.
Hiring systems need to be seamless. Your hiring process needs to be efficient, from resume screening to interview scheduling.
Key actions to streamline your process include:
- Using an AI-powered platform or an enterprise ATS (Applicant Tracking platform) to automate candidate matching and workflow automation.
- Ensuring your application is mobile-friendly and can be completed in minutes.
- Providing clear communication at every step of the process.
This is also where background check companies play a role. Companies like First Advantage and HireRight provide services to conduct thorough checks efficiently, ensuring a smooth transition from candidate to new employee.
Step 6. Focus on Retention From Day One
Retail recruitment doesn't end with a signed offer.
The cost of a bad hire can be up to 30% of the employee's first-year earnings, according to the U.S. Department of Labor.
Focusing on retention from day one through a strong onboarding process is key to preventing turnover, especially during seasonal hiring spikes.
Effective retention strategies include:
- A structured and engaging onboarding program that goes beyond paperwork.
- Mentorship programs and clear career progression paths.
- Regular feedback and opportunities for internal team communication.
A robust onboarding process makes new hires feel valued and integrated, leading to higher employee satisfaction and long-term commitment.
Step 7. Partner with Specialized Retail Staffing Agencies If Needed
Sometimes, internal resources and recruiting technology aren't enough, especially for specialized roles or seasonal hiring.
Partnering with a specialized retail agencies or staffing firm can give you access to a wider pool of talent, including Food & Beverage Recruiters and Hotel Recruiters. These agencies have established candidate talent pools and expertise in the retail sector.
Here are 5 examples of specialized staffing agencies for retail:
Frontline Recruitment Group: https://www.frontlinerecruitmentgroup.com/
A specialist recruiter with a strong focus on the retail industry in Australia and New Zealand.
Randstad: https://www.randstad.com.au/
A global recruitment services provider that offers both temporary and permanent solutions across various industries, including retail.
Hays: https://www.hays.com.au/
A global leader in specialist recruitment, connecting skilled professionals with the right roles in the retail and other sectors.
Michael Page: https://www.michaelpage.com.au/
A global recruitment firm specializing in permanent, temporary, and contract roles, with a dedicated retail division.
Sidekicker: https://sidekicker.com/
A platform that connects businesses with pre-vetted, qualified temporary workers for flexible, seasonal, and temp-to-perm roles.
Who Are The Top 10 Retail Giants Globally?
Here is a list of the top 10 global retail companies by revenue, according to sources like the National Retail Federation and Investopedia.
These retail giants are major players in retail real estate transactions, community custom trade area development, and global retail growth patterns.
Walmart Inc. https://corporate.walmart.com/
An American multinational retail corporation that operates a chain of hypermarkets, discount department stores, and grocery stores. It is the world's largest company by revenue and the largest private employer.
Revenue: $611.3 billion (FY 2023)
Employees: 2.1 million
Amazon.com Inc. https://www.amazon.com/
A multinational technology company focusing on e-commerce, cloud computing, digital streaming, and artificial intelligence. Its retail arm is a massive player in online shopping.
Revenue: $393 billion (FY 2023)
Employees: 1.5 million
The Schwarz Group https://www.schwarz-gruppe.com/
A German retail group that owns and operates the Lidl and Kaufland grocery stores. It is Europe's largest retailer.
Revenue: $182 billion (FY 2023)
Employees: 550,000+
Costco Wholesale Corporation https://www.costco.com/
An American multinational corporation that operates a chain of membership-only big-box retail stores.
Revenue: $246 billion (FY 2023)
Employees: 333,000
The Home Depot Inc. https://corporate.homedepot.com/
The world's largest home improvement retailer, providing tools, construction products, and services.
Revenue: $132.1 billion (FY 2023)
Employees: 475,000
The Kroger Co. https://www.thekrogerco.com/
An American retail company that operates supermarkets and multi-department stores throughout the country. It is one of the largest supermarket chains by revenue.
Revenue: $131.6 billion (FY 2023)
Employees: 430,000
Walgreens Boots Alliance Inc. https://www.walgreensbootsalliance.com/
A multinational holding company that owns Walgreens, Duane Reade, Boots, and other health and pharmacy-related retail companies.
Revenue: $117.7 billion (FY 2023)
Employees: 193,000
Aldi https://www.aldi.com/
A German-based global discount supermarket chain with a strong presence in Europe and the United States.
Revenue: $117 billion (FY 2023)
Employees: 405,000
Target Corporation https://corporate.target.com/
An American general merchandise retailer, offering a wide range of products from food and clothing to home goods and electronics.
Revenue: $92.4 billion (FY 2023)
Employees: 440,000
Lowe's Companies https://corporate.lowes.com/
An American retail company specializing in home improvement. It is the second-largest hardware chain in the United States after The Home Depot.
Revenue: $89.6 billion (FY 2023)
Employees: 300,000
FAQs
What is the biggest challenge in retail recruitment?
Attracting and retaining qualified retail talent in a highly competitive market is the biggest challenge.
What is a good candidate experience?
A good candidate experience is a seamless, transparent, and respectful process from application to offer.
How important is social media in retail recruiting?
Social media is crucial for reaching job seekers and building an authentic employer brand through targeted marketing strategy and paid social.
What are Applicant Tracking Systems (ATS)?
An ATS is a software application that manages the hiring and recruitment process, from resume screening to interview scheduling and hiring systems.
How can I attract more applicants?
Optimize your job descriptions, showcase your company culture, and streamline the application process.
What is an Employee Value Proposition (EVP)?
An EVP is the set of benefits, financial and non-financial, that an employee receives in exchange for their contributions.
Do I need a privacy notice on my career site?
Yes, a privacy notice is required to inform job seekers how their candidate information will be used and protected.
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