Recruitment and Talent Acquisition for E-commerce and D2C
Requisition to joining, the same way every time.
What this looks like in e-commerce and d2c
The parts of recruitment and talent acquisition that are specific to this sector, rather than general.
Hiring for Peak
Three hundred people, six weeks, done properly.
What this coversHide
Hiring for Peak
Three hundred people, six weeks, done properly.
What this coversHidePeak hiring is a logistics exercise. The requirement is known months ahead, the window is short, and the quality of the process determines how the peak itself runs.
- Forecast from last peak
- Rehire list activated
- Bulk sourcing
- Batch assessment
- Batch onboarding
- Requirement forecast from the previous peak, by shift and function
- Rehire list from last season contacted first
- Agency relationships agreed and governed before the season
- Batch assessment appropriate to volume roles
- Joining timelines that account for document and verification steps
- Temporary, agency and permanent requirements planned distinctly
- Conversion criteria defined before hiring begins
- Source and agency performance reviewed after peak
Contacting last season's workers first is the cheapest and most effective channel available, and it depends entirely on whether anyone kept the list.
The general method — what recruitment and talent acquisition covers, the questions it answers and what an engagement produces — is the same whatever the sector, and is set out on the workforce and recruitment process page. What is above is the part that differs for e-commerce and d2c.
Other HR topics for e-commerce and d2c
Where to start
Most engagements begin with a review of how this runs in your business today, then a written process and the sequence to implement it.
See all HR topics for e-commerce and d2c, or another industry.