JAMIE’S MARKET: CHALLENGES HIRING AND

ONBOARDING TEMPORARY WORKERS

Presented by: Group 1

Aathira M
Abinaya RA
Aishanya Nigam
Aishwarya Gokhale
Ananya Goswami
Anju AK
Arvinda KS
Archana Srikumar
Arya MK
Avinav Kumar
Introduction
● Effect of Pandemic: Groceries sale grew
● Jamie’s Store: Inventory management issues, Bullwhip
effect
● The shop began to explore the options in hiring temporary
workers
● The company received only 30 applicants for its temporary
associate openings
● Promotion of Jessica Diaz Bullwhip effect
● The newly hired people were unmotivated which lead to the
poor performance
Problems ahead for Diaz

1. Hiring qualified temporary workers

2. How to train the temporary workers

3. How could she ensure these workers got along well with the existing workforce
Job Description for Temporary Associates

Job Title : Temporary Associate at Jamie’s Market

Work Location : Northern California

Reports To : Jessica Diaz, Assistant Manager

Job description: We are looking for energetic youngsters with keen interest in regularly encountering a

wide variety of customer segments. The individual should demonstrate ability to solve customer issues,

establish and maintain good worker relationship, intrinsically motivated to explore all domains in the

workplace.
Contd.
Major responsibilities:

● The primary role is to perform the role of Temporary Associate in North California to

meet the manager’s revenue projections.

● Will be expected to be in customer facing roles and guide and assist customers in solving

their complaints.

● Stocking products in the store, bagging groceries and creating store signage.

● Understanding the new culinary trends suiting the workplace.

● Identifying and running reports as per customer requirements.

Job Specifications for Temporary Associates
KNOWLEDGE

Must have

● Process knowledge and understanding of top culinary trends

● Knowledge on basic customer handling techniques and accounting

Nice to have

● Passion and knowledge on food and cooking

● An experience in handling customer queries

● Knowledge on the store offers and the basis of the offers

Job Specifications
SKILLS
Must have
● Excellent customer service skills and handling their queries
● Upselling skills
● Persuasive skills
Nice to have
● Ability to stay calm at all shifts and work hours
● Problem solving skills
● Listening to the coworkers and the customers
Job Specifications

ABILITIES
Must have
● Physical Fitness: Ability to lift heavy items and stand around for
extended period of time.
● Intrinsically motivated to do whatever it takes to get the job done.
Nice to Have
● Ability to empathise with others.
● Multilingual
Hiring Plan
❏ Recruitment needs and skill gaps

The first step to creating a hiring plan is to identify your hiring needs and
where there are skill gaps that your existing talent can’t fill. So we first need
to identify recruitment needs. COVID-19 has opened new avenues for grocery
stores. As in only essential businesses were allowed to stay open. And the
uncertainty led people to flock to grocery stores to stock up essential food
items. As a result grocery store sales were up by 10-17% compared with
before the pandemic.
Coming to skill gaps, the major areas were :

Drive (Drive referred to applicants being ambitious, conscientious, and intrinsically motivated
to do whatever it took to get the job done)

Applicants needed to have a passion for food and cooking so that they were well positioned to
quickly acquire knowledge of the store’s products and to suggest products that customers could
use based on their particular requirements.

Good social skills (Because interacting with customers was an important part of an associate’s
job, like being courteous and friendly, speaking confidently, showing good poise, and staying
calm at all times. ability to establish and maintain good working relationships with their co-
workers).

Knowing additional languages, other than English, would be of great advantage.

 ❏ Recruitment Calendar

We have to put our analysis into practice and estimate how many people each department will
need and approximately when they’re needed.

This will help to plan ahead and anticipate future needs in time to prepare for them. For
example, if you need to fill a role in next month, you might need to start your preparations
today to make sure you fill the position in time.

With this information, we can build out a full recruitment calendar for the year. This should
include the positions we’ll need to hire for per quarter, total headcount for each department,
and a hiring timeline for when each round of hiring will begin.
 ❏ Sourcing tools

There are 5 major Sourcing tools:

● LinkedIn, Indeed, Naukri

● In house
● Campus recruitment
● Employee referrals
● Outsourcing through 3rd party vendors
 ❏ Selection tools

We can use applicant tracking system (ATS), pre-employment assessment and

screening tools, and analytics or software for data-driven decisions. Various
selection tools like skill assessment, work sample test etc have been detailed in
further slides. These tools will help our team organize and streamline our
company’s hiring efforts, automating time-consuming tasks and improving the
candidate screening process.
❏ Estimating recruitment budget
No.of temporary associates planned to recruit = 5 each department * 9 departments = 45 temporary associates
Variable Cost:
Advertisement Cost in social media pages and commercials
Using Job Boards - Indeed, Naukri and Monster
Salaries of in-house recruiters
Referral Bonus - 5% of the employee’s annual salary
Outsourcing the hiring needs to vendors like Randstad Pvt Ltd and ABC Consultants
Fixed Cost:
Partnerships with universities to recruit freshers
Job Fair Cost

Job Offer
Based on benchmarking the performance of pervious temporary associates with the current candidates, the
selection decision will be made.
❏ Orientation program

The Orientation program can be started before the employee joins the organisation.
Welcome emails can be sent to the selected candidates along with the list of departments
the store has and its high level functioning.

On the day of joining, a classroom training session can be given to the associates to make
them aware of the product lines and the reporting manager.

A group of associates can be assigned to one or two permanent associates for job
shadowing.
Selection Tools (Suggestions)
● Situational judgement test (SJT)
○ They present candidates with various strategically chosen scenarios that they might experience if
they’re selected for the role of a temporary associate
○ SJTs are highly predictive of job performance and culture fit and can provide candidates with a realistic
job preview early on in the application process
○ For instance, dealing with a difficult customer
● Skill assessment
○ Language proficiency
○ Physical ability
● Work sample test
○ They let top candidates get a sense of what they would do on the job, while you can understand the
skills they bring to the table
○ For instance, upselling
● Structured interview
○ Since it is a lower-level job, there would be several qualified candidates for the same role
○ A structured interview is a standardised way of interviewing job candidates based on the specific needs
of the job they are applying for
○ Candidates are asked the same questions in the same order and are all compared on the same scale
Behavioural Events Interviews
Purpose of Behavioural Events Interview Questions:

● A way of evaluating a candidate’s future performance based on his/her past experience.

● Useful in assessing the candidate based upon his knowledge, skill, ability, and other
necessary aspects.
● The process helps to know the candidate’s thinking style, tendencies, motivations, and
preferences.
Behavioural Events Interview Questions
Failures:
1. Tell me about a big mistake you’ve made on the job and how you handled it.
2. Tell me of a time when you didn’t meet your goals.

Communication:

3. What methods do you use to build rapport with others? Can you give me an example?
4. Tell me about a time when you were able to break down a complex issue and explain it to a
customer.
Problem Solving:

5. Describe how you used your problem-solving skills to benefit a team or company.

Personal Stress:

6. Describe a time when you faced a block at work and how you solved it.
Thank You!