Developing a talented co-op staff begins with inclusive recruiting and hiring processes that draw on the strengths of your brand. The story you convey about the co-op to attract and retain the best job applicants is just as important as the one you tell customers — and your brand is at the heart of both. Emphasize aspects of your co-op’s brand that will appeal most to potential employees, such as work culture, values and principles, transparency and commitment to fair treatment. It is okay to brag about your co-op; just be sure it is an honest portrayal of the work experience at the co-op.
Get the Word Out
How do you get the message out to potential applicants? After all, people must be aware of co-op openings in order to apply for them. Recruitment takes many forms, including job postings in-store and online, advertising in traditional and electronic media, partnering with community organizations, holding job fairs, seeking referrals from current employees and use of recruiting firms (also known as headhunters).
Review Your Website
Recruitment often starts with what applicants see both in the store and on your website. When is the last time you looked at the careers section of your website? Is it easy to find, or is the link hiding in a small font at the bottom of the home page? Click through all employment pages and look at them through the eyes of a potential applicant.
The job post should include a short, realistic description of the job responsibilities and requirements. You may wish to provide a link to the full job description but don’t include the multi-page list of responsibilities in the post. Consider including the hours and days required for the position and the starting pay rate or range (required in some states). The job post should set the stage for showcasing the elements of the co-op and the position that will entice applicants to read on to find out how they can apply for a job at such an awesome company.
Simplify Applying
Next consider the process of applying for a job at your co-op. How many hoops does someone need to jump through to submit an application, especially online? Are there barriers for applicants for whom English may not be their first language, or ways to accommodate applicants that may need assistance to complete an online application? Studies show that approximately 60% of job seekers quit in the middle of filling out a job application if the process is too long or too complex.
Widen Your Recruiting
Once you are satisfied with the story that your website tells job applicants, you must find ways to drive applicants to the site through in-bound recruiting techniques. Examples include posting on the co-op’s social media sites, job sites such as Indeed or the Columinate Job Board, including information in email blasts, blogs and using in-store signage. The purpose of all of these techniques is to catch the eye of a potential applicant and get them to apply for a job.
Don’t overlook out-bound recruiting tactics such as advertising with community partners that assist job seekers, the chamber of commerce, local schools and churches, unemployment offices or workforce centers. Seek opportunities to forge partnerships that can help expand your outreach efforts to hire applicants that more inclusively reflect your community. Many organizations host regular job fairs and are looking for employers to participate. If you have multiple positions to fill, you may consider hosting your own interview day or job fair at the co-op or in a venue nearby.
Find Resources on NCG.coop
To assist co-ops with their recruitment efforts, NCG is pleased to offer recruiting and hiring tools on the HR Preferred Practices page of the website. Tools include: the Equitable Job Post Guide, Interview Question Library and a Sample Interview Guide.
