We know that the roles are already defined in some document and that those definitions get copied and pasted in job description fields on job ads.
But what we are talking about here is defining the core competencies that are essential for the role (the non-negotiables), and highlighting them at every step throughout the recruitment journey.
For example, a lot of companies don’t assess the leadership skills and talent development focus of candidates for the store manager roles, and only focus on the years of experience doing the same job or the previous employers this candidate has worked for.
From our experience, the leadership skills of the store manager contribute very highly to the store’s success.
In fact, we even claim that it contributes to the total business success, because good leaders develop and nurture other leaders, who then grow to become the next managers for other stores,.. and so on.
Good leaders at each store location also contribute to high retention, which is a major challenge in retail, as we discussed.
So I made sure to stress on those qualities while recruiting the store managers, and anyone who didn’t pass the leadership and talent development tests was not selected.