One of the emerging issues pawnshops in the 21st century will confront is the acquisition and retention of motivated hourly employees. Obviously, there are several institutional avenues one can follow such as Craigslist, want ads and/or online services such as Indeed.com. But, what if the answer is internal? What if the solution is to make your store (in my words) an Attractive Pawnshop? Large, publicly traded companies that have a reputation for being a good place to work will always have plenty of candidates readily available and eager to work for them. Examples include Disney, Nordstrom, Southwest Airlines, UPS, The Container Store, and Whole Foods. Don’t forget, most larger companies all started as a single entity before expansion. So, the question is, what does it take to make my shop an Attractive Pawnshop?
How do we have such great team members? You ask. I don’t lollygag around with the hiring process. When you have a tough job to fill, a skill set that is in high demand and with a shortage of qualified people, you have to move quickly to get them secured as a team member and in the Technology world it holds truer now than ever. Don’t let the old adage “you snooze you lose” come back to bite you. Too many times I’ve seen hiring managers hold to their process of finding a specific number of candidates to interview before moving forward. In the start of my career I always held to that. With age comes wisdom. I’m not saying don’t do background tests, drug tests, or reference checks. What I’m saying is if you interview one person and you know it’s the right person, hire them! Get the ball rolling NOW! Make an offer pending all your processes.