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Original 2026-01-01

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1 Behind the festive music, colored lights, and the excited hustle and bustle of a retail store during the holidays, retail warehouse workers play an unsung but essential role. From warehouse associates stocking shelves, to warehouse leads overseeing deliveries, to distribution center operations managers supervising it all-these hidden heroes are the foundation of any large retailer’s logistics operations.

2 But,73% of warehouses struggle to hire enough employeesto handle their operations, a recent<a></a><a>survey by FreightWaves</a>reports.

3 The wide range of warehouse roles and high industry turnover make recruiting an ongoing challenge, especially during busy seasons. With ecommerce sales continuing on their upward trajectory, retailers will need even more warehouse workers to meet demand.

4 HR teams must think strategically to win qualified talent, maintain compliance, and hire faster than competitors. Get inspired to facilitate faster hires with these five ways successful retail employers implement modern HR tools and tactics to fill warehouse roles.

5 <h2>Transform your retail background checks to improve ROI</h2>

6 Warehouse work can be tiring, stressful, and physically demanding. To tempt top candidates, your job listings, website, and social media should promote the positive aspects of open positions.

7 Competitive compensation and benefits are a first step; for example, Amazon’s 2024 seasonal workers earned<a>$18 per hour</a>and up and were eligible for benefits on their first day at work. With so many seasonal jobs to choose from, pay transparency can help you attract candidates.

8 Abouthalf of all retail seasonal candidates want flexible hours, while the other half prefer a fixed schedule, the<a></a><a>2024 Holiday Hiring Report</a>from Snagajob found. You can appeal to both preferences by offering part-time work with flexible hours and full-time roles with set hours.

9 Emphasize your warehouse’s embrace of modern technology, such as robotics or AI tools to speed picking and sorting. Candidates are eager for technology that makes their jobs easier: In a<a>recent survey</a>of warehouse workers, 74% of respondents (and 81% of Gen Z respondents) werewilling to take a pay cut in return for better technology toolsto help them do their jobs. In addition, 90% of respondents said new technology would help employers attract and retain on-floor employees.

10 The warehouse floor isn’t the only place where candidates expect to see modern technology. A streamlined, mobile-first hiring process is essential to entice today’s seasonal warehouse workers, nearly two-thirds of whom are under 35, according to the<a></a><a>iCIMS Insights October 2024 Workforce Report</a>.

11 A mobile-first candidate experience helps keep your talent funnel full by enabling candidates who are working other retail or warehouse jobs toapply on the spotandcomplete action items quicklyafter receiving a mobile notification. Candidates should be able to use their phones to:

12 <ul><li>Submit applications</li>

13 <li>Upload required support documents</li>

14 <li>Schedule interviews</li>

15 <li>Complete background check requirements</li>

16 <li>View and sign forms</li>

17 </ul>Offering instant candidate assistance via phone, email, chat, text, or self-service is another selling point that can save your HR team time answering questions. In fact, why not offer instant job offers, too (when allowed by compliance regulations)? For example,<a>Amazon</a>implemented a rapid application process for the 2024 holidays where certain seasonal roles could result in a contingent offer of employment right when the candidate applies.

18 Warehousing is number four on the list of industries with the most workplace injuries,<a>Bureau of Labor Statistics</a>data shows. Robust<a>employment drug testing</a>, both pre- and post-hire, can help safeguard against accidents, reduce absenteeism and turnover, and prevent lost productivity-not to mention may be required according to each region and role’s compliance regulations.

19 However, manual scheduling for lab or onsite drug testing, clunky review processes requiring multiple platforms or duplicate tasks, and slow communication channels can make a hiring flow grind to a halt.

20 Don’t lose qualified candidates to competitors with faster drug testing. Acomprehensive<a>retail background check</a>partnerthat can expedite drug testing, background checks, and motor vehicle records checks offers the convenience of a one-stop solution. Look for a drug testing provider that offersmobile-first, automated scheduling tools for candidatesand the option of either clinic-based drug testing or on-site drug testing for faster results.

21 Choosing a partner with customizable screening packages lets you tailor testing to suit your warehouse’s positions, regional laws, and your company’s policies. Streamline post-hire screening even more by working with a pre-employment background check vendor that can also simplify random drug tests and post-accident tests once candidates are hired.

22 As of September 2024, seasonal retail job applications were up 15% over the same time last year, according to iCIMS data. Time-to-fill remained fairly steady compared to last year at 39 days for full-time and 34 days for part-time positions.

23 Taking nearly six weeks to onboard a candidate is far from ideal for either candidates or HR professionals; nearly a quarter of respondents told iCIMS the worst part of job hunting was feeling as if their job application went into a “black hole.” With81% of Gen Z candidates expecting the hiring process to take one month maximum, siloed applications can cause delays and cost you qualified candidates.

24 With the right technology, it doesn’t have to be this way. Look for AI-powered solutions that can transform common bottlenecked workflows. Add tools to your tech stack that can:

25 <ul><li>Sift through resumes and applications to find qualified candidates quickly.</li>

26 <li>Schedule interviews with calendar integrations.</li>

27 <li>Automate reminders for candidates to complete action items.</li>

28 <li>Identify gaps in documentation or information that need correction.</li>

29 <li>Speed background checks with automated report creation and adjudication actions.</li>

30 </ul>Pro tip

31 Make sure you have the best ATS integrations on the market. If your current integrations with partners like background check vendors, payroll solutions, and onboarding platforms still leave you without AI-powered support, duplicate work, or outdated workflows-it’s probably time to reevaluate and upgrade.

32 <h2>Build an efficient, strategic retail background check program</h2>

33 The warehouse hiring boom of the pandemic years has slowed as retailers strive to enhance efficiency in the supply chain. The renewed focus on efficiency, combined with the myriad roles in the typical retail warehouse, means every new hire counts more. Matching the right candidate to the right role can prevent turnover and boost productivity-and it all starts with the job description.

34 To cast a wider hiring net while targeting the right fit, craft job descriptions that include specifics about key qualifications.AI-powered recruiting solutions can help write job adsthat highlight key requirements and core competencies needed for the position, without being so detailed they drive candidates away. Use askills-based approach to hiring to uncover candidateswho lack retail warehouse experience but have transferable skills from other jobs.

35 Background checks, especially<a>criminal record checks</a>and<a>drug testing</a>, are often essential when hiring seasonal warehouse staff. But, performing adjudication and adhering to compliance requirements can be time-consuming. Look for a background check solution with acustomizable adjudication matrixandautomated adjudication tools. You can save even more time with a solution that automatically requests and tracks follow-up documentation, such as adverse action workflows.

36 Fully staffing your retail warehouse is mission-critical ahead of peak seasons, but the wide range of roles for which you’re hiring can make this a challenge.Implementing the right technology during your hiring process can streamline onboarding and reducedelays that can cost you top talent.

37 Your background check partner can help. Look for a retail background screening provider that offers a comprehensive range of checks, from drug testing and MVRs to criminal records. Checkr’s AI-powered automations and system integrations help eliminate hiring bottlenecks, while our mobile-first candidate portal keeps talent engaged. Our customizable adjudication matrix and automated adjudication tools enhance efficiency and support compliance.

38 In today’s tight labor market, Checkr’s fast, accurate<a>retail background checks</a>speed turnaround time and help you fill retail warehouse roles with confidence.<a>Get started now</a>.

39 <h2>Win top talent with modern retail background checks</h2>

40 <h4>About the author</h4>

41 Karen Axelton writes about business topics and best practices. She has written hundreds of articles on business subjects, including background screening, hiring and employment trends, human resource management, and the use of technology in the workplace. Her work includes educational articles, e-books, white papers, and case studies.