近日，据万宝盛华和零售行业领导者协会发布的最新报告《库存充足：零售商的替代工作模式》显示，零售商正在采用协作式的招聘策略，共享技能人才池并利用按需人才服务技术的应用程序，以便员工可以自由选择时间表并快速灵活地进行调整。

 

　　根据对近2,500名零售员工的研究，报告发现，灵活性对于为零售商、仓库和分销商寻找最佳人才至关重要。

 

　　万宝盛华解决方案客户交付副总裁Melissa Hassett表示：“从送货司机到客户服务代表，零售工都希望工作与生活的平衡。那些为员工提供灵活性并利用技术在候选人想工作的时间和地点招聘人才的零售商将拥有吸引人才的优势。”

 

　　该报告为零售商提供了以下建议：

 

　　l从内部开始：零售商应从建立内部“零工系统”开始，以规避法律/合规问题。

 

　　l循序渐进地开始：按需人才服务平台的使用不一定要采用“全有或全无”的方法。

 

　　l首先推出商品化角色：对于不熟悉此概念的零售商，请选择易于在人与人之间转换的职位。在商店里，收银员可能是一个很好的起点。

 

　　l预见商店经理的变更管理问题：正在尝试按需调度平台的零售商已经报告了过渡经理(而非员工)的一些困难。

 

　　l为政策变更而发声：行业组织及其成员是政策变更的有力声音。零售行业需要一个新的框架/类别的独立劳动力，零售商不需要面临合规性问题。对于多个国家和地区的雇主而言，可以在新的范式下工作，尤其令人关切。

 

　　l在零售认证计划中进行协作：行业组织可以在促进行业认证计划方面发挥强大作用，这将使协作招聘更加容易。通过认证的候选人可以使雇主对他们的工作基础有一定的信心。

 

　　FLEXIBILITY IS KEY WHEN SEEKING TOP TALENT FOR RETAIL STORES, WAREHOUSES

 

　　(Nov.27, 2019, /staffingindustry.com/)Retailers are adopting collaborative hiring strategies, sharing a skilled talent pool and leveraging apps with on-demand staffing technology so workers can choose schedules and flex fast, according to a new report from ManpowerGroup Solutions (NYSE: MAN) and the Retail Industry Leaders Association.

 

　　The report, “Fully Stocked: Alternative Work Models for Retailers,” found flexibility is key to finding the best talent for in-store and warehouse/distribution workers; it also makes them stay, according to the study of nearly 2,500 retail workers.

 

　　“Retail workers, from delivery drivers to customer service representatives, want work that can easily blend with their busy lives,” said Melissa Hassett, VP of client delivery at ManpowerGroup Solutions. “Retailers who offer workers flexibility and use technology to recruit talent when and where they want to work will have the edge.”

 

　　The report provides a few recommendations for retailers:

 

　　lStart internally: Retailers should begin by building an internal “gig system” to mitigate legal/compliance issues.

 

　　lStart slowly: The use of on-demand staffing platforms does not have to be an “all or nothing” approach.

 

　　lRoll out first in commodified roles: For retailers who are uncomfortable with the concept, pick job roles that are easily transferable between people. In-store, cashiers may be a good place to start.

 

　　lAnticipate change management issues for store managers: Retailers that are experimenting with on-demand scheduling platforms have reported some difficulty with transitioning managers (and not the workers).

 

　　lSpeak out for policy change: Industry organizations and their members are a powerful voice for policy change. The industry needs a new framework/class of independent labor that can work in the new paradigm without retailers facing regulatory compliance issues. This is of particular concern to multi-state employers.

 

　　lCollaborate on a retail certification program: Industry organizations can potentially play a powerful role in facilitating an industry certification program that would make collaborative hiring easier. Certified candidates would give employers a level of confidence that they know the basics of their jobs.