Retail Recruiter (Contractor)

Responsibilities

Retail Workforce Planning & Recruitment Strategy

• Partner with Retail Operations, Area Managers, Store Managers and Brand teams to understand approved headcount, vacancy risks, store opening plans, seasonal demand and replacement needs.

• Translate manpower requirements into market-relevant job profiles and location-specific sourcing plans for beauty advisors, retail specialists, counter managers, store managers, cashiers and other frontline POS roles.

• Prioritise requisitions based on business impact, store coverage, opening dates and customer-service risk.

Retail Sourcing & Talent Pipelining

• Build ready-now talent pools by brand, role and location, with particular attention to major retail clusters and high-turnover locations.

• Use retail-relevant channels including JobStreet, Hiredly, LinkedIn, employee referrals, walk-in interviews, career fairs, social media and partnerships with colleges or retail training providers.

• Conduct proactive market mapping and competitor sourcing across prestige beauty, fashion, luxury, FMCG, hospitality and consumer retail.

Screening & Selection

• Conduct structured screening and interviews to assess selling capability, customer orientation, communication, grooming standards, learning agility, shift flexibility, location preference and motivation for retail work.

• Coordinate practical assessments, group interviews, hiring days and store-based interviews where appropriate.

• Provide evidence-based shortlists and selection recommendations while supporting fair and consistent hiring decisions.

End-to-End Process Management

• Manage requisition creation, job posting, interview scheduling, candidate communication, offer preparation, pre-employment documentation and handover for onboarding.

• Maintain clear service-level expectations and provide timely progress updates to hiring managers and candidates.

• Partner with APAC Compensation & Benefits and HR stakeholders on competitive and internally equitable offer packages when required.

• Monitor offer acceptance, joining status and no-show risks, and maintain backup candidates for business-critical retail vacancies.

Hiring Events, Employer Branding & Candidate Experience

• Plan and execute walk-in interviews, retail hiring days, career fairs and store-opening recruitment campaigns.

• Promote the company and its brands as employers of choice, clearly communicating career pathways, learning opportunities, working arrangements and performance expectations.

• Deliver a responsive, respectful and high-touch candidate experience from first contact through onboarding handover.

Requirements

• At least 2-3 years of talent acquisition, recruitment or related HR experience, including retail, store operations, frontline sales, beauty advisor, counter manager, cashier or other POS-based hiring.

• Proven ability to deliver volume hiring across multiple store locations while maintaining speed, quality, compliance and candidate experience.

• Strong understanding of retail workforce requirements, including shift work, weekends and public holidays, mall operating hours, store openings, seasonal peaks and urgent replacement hiring.

• Ability to assess customer-service orientation, selling capability, grooming and presentation standards, product-learning agility, attendance reliability and suitability for a target-driven retail environment.

• Experience sourcing active and passive retail talent through LinkedIn, JobStreet, Hiredly, referrals, walk-in interviews, career fairs, retail communities, social media and local talent networks.

• Working knowledge of applicant tracking systems and sourcing tools; SAP SuccessFactor is preferred.

• Confidence partnering with Retail Operations, Area Managers, Store Managers, Brand teams and HR stakeholders to translate store manpower plans into practical hiring priorities.

• Ability to track retail recruitment metrics such as time-to-fill, ageing vacancies, offer acceptance, source effectiveness, interview-to-offer conversion, new-hire show-up and early attrition.

• Excellent written and verbal communication, strong stakeholder management, sound judgement and discretion when handling confidential information.

• Proficiency in Microsoft Word, Excel, PowerPoint, Outlook.