Staffing Innovations Pace the C-Store Industry

The best operators are adroit at building and sustaining a solid team of pros.

The conversation surrounding outstanding c-stores includes certain reliable topics: how they enlist the right technology, master inventory management and product mix, nurture customer relationships, successfully engage in niche marketing . . . all woven together to create a tapestry of success.

What sometimes gets lost in the mix, however—maybe because it lacks the pizzazz of a new approach to Foodservice or the excitement surrounding (for example) a new line of holistic drinks—is the crafting of a professional team to support the store. In an era where c-stores endeavor to create a memorable in-store “experience,” operators must remember employees are inseparable from that experience.

It’s well-documented that c-store staffing poses definite challenges. But the industry has shown no shortage of good ideas to address them. Here’s a sample:

• Flexible staffing hours. Enticing students and others that may be looking for work hours that are both changeable and non-standard, flexible hours provide access to a segment of candidates that aren’t available to other professions, creating a unique employment resource for the store.
• Career Pathing. Keeping employees around can be a matter of providing a career path they can visualize growing into. You don’t have to have the resources of a corporation to provide one, as this story on a Tacoma, Washington c-store attests.
• Capitalize on what job-seekers are looking for. In addition to the career pathing described in the above bullet, there are any number of other ways to emphasize the benefits of the c-store job for prospects that may not recognize them at first. NACS took a survey of c-store employees, asking what they valued in their job. The responses are enlightening, and not necessarily obvious.
• A more scientific approach to recruiting. As the visibility and sophistication of the c-store industry has grown, its ability to market itself as an attractive employment alternative has risen. The effort doesn’t end there, though. Harver, a professional recruiting services company, notes that some fairly simple strategies that can assist in getting compatible team members into the store. Hiring local, being more diligent in seeking referrals from reliable sources, and appealing to seasonal talent pools are just some of the suggestions they make.
• Bonus: The Coca-Cola Retailing Research Councils, in collaboration with NACS and Oliver Wyman, have produced a comprehensive overview of industry staffing and accepted strategies to attract and retain team members.

Though it may not be readily evident, the effective utilization of staff can be aided by technology[1]. Transaction Analysis, SSCS’s feed of POS activity that drills down to the detail of the receipt, includes a full line of reports that provide insight into cashier activity, store staffing, and transaction type monitoring. You can see how your decisions Identifying peak business hours and making related store staffing recommendations are working out. Or monitor cashier activity for insight into performance. Sure, human interaction is a key to optimizing your staff, but having the metrics to reinforce your efforts can’t hurt—and that’s just a start. Give us a call at (800) 972-7277 to see what we mean.

[1][1] We’re not talking about Human Resources-related recruitment technology here, although that approach has definitely become a thing. Read about how our customer Circle K utilizes a number of technologies to attract professional level employees here.