Want FREE Templates on Digital Transformation? Download our FREE compilation of 50+ slides. This is an exclusive promotion being run on LinkedIn.






Marcus Insights
Top Talent Attraction for Leading US Health & Personal Care Retailer


Need help finding what you need? Say hello to Marcus. Based on our proprietary MARC [?] technology, Marcus will search our vast database of management topics and best practice documents to identify the most relevant to your specific, unique business situation. This tool is still in beta. If you have any suggestions or questions, please let us know at support@flevy.com.

Role: Head of Talent Acquisition
Industry: Health and Personal Care Stores in the United States

Situation: The health and personal care retail industry is experiencing significant changes due to shifting consumer preferences towards wellness and natural products, as well as the rise of online shopping. A leading health and personal care retailer in the United States is struggling to attract and retain top talent in a highly competitive labor market. The organization's strengths include a strong brand and a commitment to employee development, but it faces weaknesses in its recruitment processes and employer branding. Internally, the company is challenged by a disconnect between its corporate values and its public image. Strategic initiatives being considered include revamping the employer brand, enhancing the employee value proposition, and leveraging technology in recruitment processes.

Question to Marcus:


The question is how to attract and retain top talent in a competitive labor market while aligning the recruitment strategy with the company's core values and changing consumer preferences.


Ask Marcus a Question

Based on your specific organizational details captured above, Marcus recommends the following areas for evaluation (in roughly decreasing priority). If you need any further clarification or details on the specific frameworks and concepts described below, please contact us: support@flevy.com.

Employer Branding

Revising the employer branding strategy is crucial for a health and personal care retailer to attract and retain top talent. The organization should strategically communicate its commitment to wellness, natural products, and sustainability, aligning with the changing consumer preferences and values.

This involves showcasing how employees' work contributes to these goals, thus fostering a sense of purpose and belonging. Leveraging social media and digital platforms to share stories of employee development, community impact, and the company's dedication to health and well-being can significantly enhance its public image. Additionally, highlighting unique benefits, such as wellness programs, flexible working arrangements, and opportunities for growth within the company, can differentiate the retailer in a competitive job market. Addressing any disconnect between corporate values and public perception is vital; transparency and consistent messaging across all channels will strengthen the employer brand and attract candidates who share the company's values.

Recruitment Technology

Implementing advanced recruitment technology is essential for streamlining the hiring process and enhancing the candidate experience. Automation tools can help the company efficiently manage high volumes of applications, ensuring that no potential talent slips through the cracks.

Artificial Intelligence (AI) can be used for initial screening, matching candidates with roles that best fit their skills and experience. This technology can also identify passive candidates who may not be actively seeking a new position but are a good match for the company. Moreover, leveraging Data Analytics in recruitment can provide insights into hiring trends, effectiveness of recruitment channels, and employee success rates, allowing for Continuous Improvement of the recruitment strategy. Integrating technology in recruitment not only makes the process more efficient but also demonstrates the company's commitment to innovation, appealing to top talent in the health and personal care industry.

Learn more about Continuous Improvement Data Analytics Recruitment

Employee Value Proposition (EVP)

Enhancing the Employee Value Proposition (EVP) is vital for attracting and retaining talent in a competitive market. The EVP should clearly articulate what makes the company a great place to work, including career development opportunities, a supportive and inclusive culture, competitive compensation, and unique benefits tailored to the health and personal care retail sector.

For example, offering personalized health and wellness benefits, discounts on products, or opportunities for involvement in product development can make the company more attractive to prospective employees. It's also important to regularly gather feedback from current employees to ensure the EVP remains relevant and compelling. Effectively communicating the EVP through recruitment materials, the company website, and during the interview process will help attract candidates whose values and career goals align with the company's mission and offerings.

Learn more about Value Proposition Employee Benefits

Corporate Values Alignment

Corporate values alignment is critical in attracting and retaining employees who are not only skilled but also passionate about the company's mission in the health and personal care sector. The retailer should ensure that its values are not just stated but are lived by everyone in the organization, from the top down.

This involves integrating values into all aspects of the business, including recruitment, onboarding, performance evaluations, and recognition programs. Employees should be encouraged and rewarded for making decisions that align with the company's core values, creating a cohesive culture that resonates with both staff and customers. Regularly communicating success stories of how employees have embodied these values in their work can reinforce their importance and inspire others. Aligning corporate values with everyday practices strengthens the employer brand and attracts talent that is committed to contributing to the company's success in a meaningful way.

Learn more about Corporate Culture

Talent Retention Strategies

Developing effective talent retention strategies is necessary to maintain a competitive workforce in the health and personal care Retail Industry. This involves understanding and addressing the key factors that contribute to employee satisfaction and engagement.

Regular engagement surveys can help identify areas for improvement, such as career development, work-life balance, and recognition. Offering clear career paths, investing in professional development, and promoting from within can significantly enhance Employee Retention. Additionally, fostering a positive work environment that values diversity, inclusivity, and collaboration will encourage employees to stay with the company long-term. Recognizing and rewarding employees for their contributions, through both financial and non-financial incentives, reinforces their value to the organization. By focusing on retention, the company not only saves on recruitment costs but also builds a seasoned, knowledgeable team that can drive the business forward.

Learn more about Employee Retention Retail Industry Talent Strategy

Consumer Preferences Shifts

Understanding shifts in consumer preferences towards wellness and natural products is essential for aligning the recruitment strategy to attract talent that is passionate about these trends. This insight can guide the development of job descriptions, highlighting roles that directly contribute to innovation, sustainability, and health-focused initiatives.

Moreover, during the recruitment process, emphasizing the company's commitment to these consumer trends can attract candidates who are not just looking for a job but are eager to be part of a purpose-driven organization. Tailoring the recruitment message to appeal to this sense of purpose can differentiate the retailer in the eyes of potential employees. Additionally, fostering a work environment that reflects these consumer values, such as promoting wellness among employees or minimizing the company's environmental footprint, can further align the company's internal practices with the expectations of both consumers and prospective employees.

Learn more about Consumer Decision Journey

Did you know?
The average daily rate of a McKinsey consultant is $6,625 (not including expenses). The average price of a Flevy document is $65.


How did Marcus do? Let us know. This tool is still in beta. We would appreciate any feedback you could provide us: support@flevy.com.

If you have any other questions, you can ask Marcus again here.




Trusted by over 10,000+ Client Organizations
Since 2012, we have provided best practices to over 10,000 businesses and organizations of all sizes, from startups and small businesses to the Fortune 100, in over 130 countries.
AT&T GE Cisco Intel IBM Coke Dell Toyota HP Nike Samsung Microsoft Astrazeneca JP Morgan KPMG Walgreens Walmart 3M Kaiser Oracle SAP Google E&Y Volvo Bosch Merck Fedex Shell Amgen Eli Lilly Roche AIG Abbott Amazon PwC T-Mobile Broadcom Bayer Pearson Titleist ConEd Pfizer NTT Data Schwab




Additional Marcus Insights