Hiring is no easy task. It doesn’t matter if you’re hiring a new CEO or a grocery clerk; the process can be frustrating and time-consuming.
Still, hiring is probably one of the most important aspects of any business. Getting the right people when your company needs them is what separates good managers from bad ones.
When it comes to grocery stores, hiring is an ongoing task—especially during the holiday season. From temp grocery clerks to cashiers, there are dozens of positions that all need quality talent. That can be a challenge for even the most seasoned of grocery store managers.
That’s why we put together this guide on how to hire temporary grocery store clerks. We’ve collected all the information hiring managers might need from when to hire to how much to pay. Follow along and learn all there is to know about how to hire temporary grocery clerks in this comprehensive guide.
Table of Contents
- When It’s Time to Hire Temporary Grocery Clerks
- Hiring Temp Grocery Clerks 101
- Grocery Clerk Hiring Options
First off, how do you know when it’s time to hire temporary grocery clerks?
Of course, every grocery store manager understands their seasonal needs and will be familiar with that type of temp hiring. Still, there are a number of other reasons why temp grocery store clerks may be needed, including:
- Rapid Demand Increases
- High Turnover
- Excessive Overtime Costs
- Full-Time Employees Take Time Off
- Inability To Make Schedules Work
Having the employees you need to keep your business on track, reduce stress, and improve productivity is a necessity. That’s why you should always be aware of the signs you need temp workers.
The reality is if you’re experiencing any of the above, it’s time to consider bringing in some help—before it’s too late.
Hiring can be a confusing process. There’s so much to do, and from research to interviews, it all takes time and money. That’s why streamlining the hiring process is the goal of every company.
In that spirit, today we are going to discuss hiring temp grocery clerks 101. Hopefully, this brief introduction to hiring along with a few quick tips will help you streamline your hiring process this year.
Research is the first step in any hiring process. Before you go out and start interviewing, you’ll need to do some research into how many employees you’ll need, for how long, and more.
One great way to start is with competitor research. Looking into competitor hours, job descriptions, and pay can give you a better idea of what you need to do to attract the right talent.
Then, you’ll need to do some research into the daily duties, responsibilities, and required qualifications of your grocery clerk position. The better your research, the better your hire will be, so even if this takes some time it’s well worth the effort.
Writing job descriptions can be a frustrating, repetitive process. Luckily, grocery clerk job descriptions happen to be some of the easier descriptions to write.
That’s because job descriptions usually contain only a couple things: a job title, a summary, a description of duties, a description of qualifications, the job type (contract, part-time, full-time), and sometimes, pay.
When it comes to writing job descriptions for grocery clerks, these things are usually pretty self-explanatory; however, many managers still make rookie mistakes when creating job descriptions. So, we’re going to go over our top tips for job descriptions and give you a template to make the whole process a little easier.
Tip number one. First and foremost, having an engaging, clear title is vital for job descriptions. If people don’t see the title they are looking for, your job posting will just get lost in the sea of competitors.
Changing the title to something trendy like ‘Happiness Hero’ (yes that was a real job title), won’t help you get quality candidates either. While it’s important to draw in potential job seekers with your summary, the title, responsibilities, and qualifications need to be clear and concise, not dramatized.
After you’ve made your job title, you’ll need to produce a brief job summary. This is your chance to draw in candidates by highlighting the benefits of the position and company culture.
Then comes the ‘duties and responsibilities’ and the ‘qualifications and skills’ sections. These should be detailed descriptions of daily responsibilities and what is required to be hired for the job.
If all this is getting a little confusing, we put together this quick template with some tips in between to help you get started with your job posts today.
When all is said and done, job descriptions aren’t nearly as complicated as they look. If you’re having trouble, one great tip is to remember to get current employee insights on new hires and hiring needs. Your current employees can help a lot more than you realize when it comes to securing new talent.
Temp Worker Pay
So what are you supposed to pay a temporary grocery clerk?
Pay for grocery clerks is usually the state-mandated minimum wage. However, your temporary clerk’s hourly rate will depend on their experience, skills, and your grocery store’s policy.
If you want to see your state’s minimum wage, visit the National Conference of State Legislature’s website for more information.
Also, you need to make sure your hourly wage is competitive for similar positions in the market. Otherwise, all your efforts will be wasted when quality candidates sign on with competitors. So remember to do your research into the competition and make sure your pay is similar, then you should have no trouble finding the help you need.
There’s a reason interviews are done at every level of hiring. They’re crucial aspects of the hiring process. It’s easy to hide behind a resume, but when you’re in an interview, there’s nowhere to hide. Interviews can help weed out bad candidates and find the right person for your company culture.
Still, interviews can be time-consuming and difficult—for both interviewers and interviewees. Having a plan is vital to make the whole experience useful for both parties.
With that in mind, we put together a few grocery clerk interview questions to help get you started:
- Tell us about a situation where you experienced bad customer service in your life. If you were the employee, what would you have done differently?
- How would you handle a dispute with a coworker?
- Tell us about an experience where you had to deal with a difficult customer at a previous job? How did you handle the situation?
- What does excellent customer service mean to you? What’s one example of how you would show excellent customer service on a daily basis?
- Do you know how to work the register? Are you available to work nights and weekends?
Some Final Checks
After you’ve interviewed your top candidates, it’s time to do some final checks to make sure they’re everything they say they are. First, it’s important to get a drug screening done. The last thing you want is to hire a grocery clerk struggling with substance abuse issues. This can be done by sending the candidate to a local testing facility, or in-store using a mouth swab test.
After that, if everything checks out, you can finalize background checks. And, if you’re still having trouble choosing between candidates after that, it’s a great idea to call references to see how former employers feel. Even if you’ve already made your candidate choice, it can pay to double-check references to make sure you aren’t walking into a hiring horror story.
Once the hiring process is complete, it’s important to foster a welcoming environment for your new temp-hire. It can be difficult to integrate into a new community as a temp, so go out of your way to make sure temps feel at home, and you’ll get better results—guaranteed.
Remember Your Legal Obligations
Finally, these days there are a number of legal obligations for employers when hiring. Forgetting these can mean big fines, getting sued, or even losing your employment license. So remember your legal obligations!
- You must have an Employer Identification Number (EIN) to hire.
- You have 20 days to report your new hire to your state’s reporting agency.
- News employees must fill out a W4, including temps.
- Employers must prepare a W2 that shows wages, federal and state income tax withheld, and Social Security and Medicare tax withheld even for temps.
In the past, there weren’t many options when it came to hiring grocery clerks. You could post your job in local newspapers, put up a help wanted sign, or put out the word in the local community that you were hiring, but other than that, your options were limited.
These days we have online job boards, temp staffing agencies, social media, and new on-demand staffing that makes hiring a breeze.
So what are your hiring options? There’s quite a few.
The most modern hiring option around is on-demand staffing. For decades job boards have dominated the temp hiring market—until now.
Qwick represents the first evolution in temporary hiring in years. The company’s revolutionary on-demand staffing platform allows employers to access qualified candidates the day they need help.
How does it work?
When you need temporary staffing help, you simply make a profile on Qwick, input the shift details, and let Qwick take things from there.
There’s no need to waste time with interviews or background checks, Qwick has that covered with pre-vetted candidates who are ready and willing to get to work at a moment’s notice.
Qwick candidates are put through a thorough vetting process which includes:
- In-person Orientation
- 14-point Quality Checklist
- Comprehensive F&B Knowledge Qwiz
- 1:1 Interview
After candidates have been evaluated, if they pass all Qwick’s rigorous standards, they become Qwick Professionals. These Professionals can select shifts to work on Qwick’s platform via an app. That means plenty of qualified, local candidates who are ready and willing to work when you need it.
Qwick Professionals really are a cut above the rest. That’s because Qwick uses a revolutionary rating system that allows you to rate your Professionals between 1 and 5 stars based on their performance during each shift. With every 5 star shift clocked in, your superstar Professional will be added to a custom pool of workers that are prioritized for your shifts.
On top of that, there are no hiring fees, so if you like someone you work with and want to hire them full time, you can offer permanent employment with no fees owed to Qwick. And of course, if your Qwick Professional isn’t working out, you won’t be charged for the day, and you can choose a new Professional for the next shift.
Qwick does all this for just a small flat rate percentage on top of the hourly rate that you choose. No hidden fees and no crazy contracts. It’s no wonder Qwick’s taking over temporary staffing. The convenience, quality, and personal touch of their services is definitely unique in the industry right now.
Job boards remain the most common option for hiring temp grocery clerks. Many job boards like Indeed or Glassdoor provide a place for employers to post job listings. That way, candidates can come to them.
The problem is job boards are crowded, they deliver low-quality candidates, and they take time. Time you don’t have if you need temporary help now. That’s why these days, so many companies are looking for alternatives.
Still, according to a recent Linkedin survey, just over 60% of candidates look to job boards when looking for a new position. So the days of job boards aren’t numbered quite yet.
Traditional Temp Staffing Agencies
In the past, traditional temporary staffing agencies were the only alternative to job boards for temporary hiring. These agencies, reach out, vet, and deliver candidates to employers—but at a cost.
Traditional staffing agencies can be expensive. They charge a flat fee on top of the recruit’s hourly rate, plus the dreaded hidden fees. Not to mention, temp agencies aren’t nearly as fast as on-demand staffing, especially when it comes to low hourly rate positions like grocery clerks. The return on investment of temp staffing agencies often just doesn’t make sense for employers.
Still, traditional staffing agencies take out the leg work of hiring and connect employees with the jobs they need—that’s always a plus, in spite of the costs.
Social Media and Referrals
Social media posts about job offerings and referrals are the final options to get the temp grocery clerks you need. Recruiting through social media can be hit or miss. Sometimes you get great quality candidates quickly, while other times your posts simply don’t reach the desired audience, and you’re left with no responses.
Referrals are a great way passively to recruit, but again they can be hit or miss, and you’re still stuck with the legwork of interviewing, background checks, and more.
At the end of the day, if you plan to hire grocery clerks yourself, going with an on-demand service, or hiring a traditional staffing agency, what matters is that you get the quality talent that you need to keep your business running. Hopefully, this article will help you do just that.