Retail employees are essential contributors to both the economy and the communities they serve in Ireland. According to a recent report from Retail Ireland, the retail industry employs an average of 320,000 workers making it the largest or second largest employer, with employment rates ranging from 12% to 15.5%.
In this article, we offer valuable insights into the recruitment strategies for Retail staff, including information on in-demand roles, and recent application trends. This resource equips employers with the necessary information to navigate the evolving Retail job market effectively.
Industry Insights
In 2023, the Retail sector experienced a notable surge in job applications. Jobs.ie achieved a new milestone of over 100,000 Retail applications, representing a 20% increase from the previous year. This uptick underscores the industry’s commitment to addressing its hiring needs. A number of Retail employers have been quick to recognise the competition for staff and have responded by increasing their employment offerings.
In this tight recruitment environment, employers with knowledge of the most sought-after roles can create achievable hiring timelines and develop employment offerings to attract and retain top talent.
Hiring Activity
While the number of job opportunities available continues to ease back from post-Covid highs, unemployment rates are predicted to remain below 5% in Ireland throughout the rest of the year. Overall, the Job Vacancy Rate has softened in Ireland to 1%.
The Job Vacancy Rate examines the ratio of job openings to the unemployment rate. When the job vacancy rate is above one, the market is considered tight because there are more vacancies than the total number of unemployed people in the economy.
According to the data from the CSO, the current Job Vacancy Rate is 1%, returning to levels last experienced in the pre-pandemic months at the end of 2019.
Talent Attraction & Recruitment Considerations
The success of any business is dependent on the quality of talent it attracts and recruits. Therefore, it is essential to carefully consider the strategies and tactics employed when trying to attract and recruit top talent.
Here are six considerations for recruiters in the Retail industry:
Candidate Experience: A successful hiring process in the retail industry requires providing a positive experience to candidates, from the initial job posting until the final job offer. Businesses, regardless of their size, should have a streamlined recruitment process that offers flexible role requirements, clear job descriptions, prompt communication, fair hiring practices, candidate feedback, and an accurate representation of the company culture.
Employer Brand: Effective employer branding is about defining and effectively communicating the qualities that will make your company the first choice for the talent you want to attract. Once you have identified your employment offerings, leverage these channels to tell a compelling narrative about why a candidate should choose to work with you rather than a competitor. Showcase your work culture, employment offerings, and training opportunities, and shine a light on your staff and their achievements.
Training & Development: Retail businesses must emphasise the potential career opportunities available for jobseekers and provide a wide range of career paths within their business. Research conducted by Retail Ireland in their 2023-2026 Strategy Report shows that Retail businesses are now keen to promote progressive policies that support employees and ensure skills and training reflect business needs as well as careers for the future.
Competitive Benefits: While Retail employers should take inspiration from competitors outside their industry to develop creative benefits packages, they can also take advantage of the perks and benefits unique to the sector. In a cost-of-living crisis, staff discounts, bonus schemes, free meals, and subsidised transport can all make a real difference to the bottom line for many jobseekers.
Employee Retention: When employees have a positive experience at work, they tend to speak highly of the business, which can attract more talent. Understanding employees’ experience starts with having supportive management teams who lead transparently and listen actively to feedback. Business owners, managers, and HR professionals must clearly understand why employees will stay with their business and why they might leave.
Talent Pools: With high employment continuing in Ireland, there is increased competition among businesses to attract and hire top talent. As a result, talent pools have become an essential asset for companies to ensure a steady flow of potential candidates and future employees. This is particularly important in the fast-paced retail sector, where having a pre-established pool of suitable jobseekers is crucial for supporting long-term recruitment goals.
In today’s competitive job market, recruiters need to take proactive steps to attract and retain top professionals. Experience recruiters stand out because they know how to adapt, innovate, and refine their recruitment strategies. This helps them to find skilled, professional employees who will help drive continued growth and development in their company.
