Everyone knows you have to move fast to land top talent, but in the retail and hospitality industries, recruiters face even tighter time pressures. Candidates in these industries aren’t looking for the perfect job, they’re looking for a job — and they want it fast.

Research from my company, StartMonday, found that 21 percent of job seekers in the retail and hospitality industries will drop out of the hiring process as soon as another company offers them a job. If you think you can rely on the same tactics you use with candidates in other industries, think again.

To land employees in retail and hospitality, you need to better understand how these candidates approach the job search.

They Don’t Feel the Need to Research Thoroughly

The retail and hospitality industries are plagued by high turnover. Because of this, job seekers know there will always be positions available. Instead of looking for the perfect job, they play the numbers when applying. In other words, they apply for as many jobs as possible and wait for an employer to reply.

Our research revealed that 22 percent of job seekers in the retail and hospitality industries apply for any relevant position they find. They don’t invest hours in researching companies. Sixty-five percent of these job seekers are content just looking at the company’s website before applying. If you’re going to grab these candidates’ interest, everything you want job seekers to know needs to be easy to find on your company site.

Unlike job seekers in other industries, candidates in the retail and hospitality industries are less interested in company culture and work environment. Our research found that whether a company offers health insurance and how quickly employees progress in the organization are the things that matter most to this segment of the talent market.

To really grab job seekers’ attention, prominently feature testimonials from employees about how they have been supported by the organization and how the organization has compensated them well. Include information about potential career paths so candidates can begin to see the position as more than just another job.

They Know What They’re Up Against

When a position opens up in retail or hospitality, companies receive a lot of applications, and job seekers know this. For every 10 applications they submit, they know they’re only likely to hear back from one or two companies.

Because of this, job seekers are more likely to apply for a position if the process isn’t too involved. In fact, our survey found that 50 percent of retail and hospitality job seekers prefer that the first step in the hiring process be a simple way to submit their resume. They want to apply without having to jump through a lot of hoops.

Don’t try to weed job seekers out by asking them to complete lengthy applications. Most candidates in these industries won’t be willing to dedicate the time. It’s better to cast a wide net than to push talent away. Rely on your ATS to sort the resumes and surface the most qualified people.

They Know the Importance of the Interview

In both retail and hospitality, face-to-face skills are key. Employees need to show that they can communicate with customers and think on their feet. This is why the interview is so important to these candidates: It is their chance to show what they have to offer.

Recruiters should similarly value the interview, as it is their chance to get candidates truly invested in their companies. You can do this by giving candidates what they want.

Our research found that 83 percent of job seekers in retail and hospitality want to talk with their future manager before accepting a job. In addition, 43 percent want to meet potential coworkers. Incorporate these meetings into the interview process. Let candidates hear straight from the source what it’s like to work for the organization.

They Want an Answer ASAP

After the interview, candidates want an answer straight away. We found that 67 percent of job seekers in the retail and hospitality industries want to know if they got the job within just three days of completing the interview.

To meet these expectations, recruiters need to be able to make decisions quickly. Consider what your must-haves are for the role. Then, confer with the managers and coworkers who met with the candidates. This will help you make a fast but informed decision.

As soon as you find someone who meets that criteria, be ready to pull the trigger. The longer you spend interviewing other candidates, the more likely you are to miss out on your top choice.

Ray Gibson is the cofounder and CEO of StartMonday.

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