Cashiers are the employees who interact the most with customers, and picking the right cashiers for your company is important for getting the repeat business of these customers.
This post is dedicated to walking you through the process of hiring cashiers for your business and the best practices for each stage of this hiring process.
1. Attract Talented Cashier Candidates
2. Evaluate Applicant Cashier Skills and Experience
3. Train and Onboard Cashier Hires
Attract Talented Cashier Candidates
Applicants will be more engaged when they know more about your company, so give candidates a clear picture of your work environment with your job description and your company’s online presence.
Cashier Job Description
When writing your cashier job description, your two main objectives are to:
1: Get candidates interested in your cashier position and your company.
2: Present the specific requirements of the job and information that candidates can use to decide if the job is right for them.
It’s important to explain what you bring to the table as an employer when trying to generate interest in your open cashier job. The specific requirements of the job are also required for an effective cashier job description, but the second half of your cashier job description is the perfect place for this information.
As long as you can balance appealing to candidates with explaining what you need from them, your cashier job description will both attract candidates and give them the info they need to determine if your job is right for them.
[Related: How to Write Great Job Descriptions]
Cashier Job Advertising
Advertising your cashier job description is most effective when you post it on job boards and social media platforms (LinkedIn, Facebook, Instagram, etc.). To get some inspiration for your job description, you can search for cashier job ads on Glassdoor. This will also show you how your competition is advertising cashier positions.
Though your job description itself should be the same on each job board or social media platform, the way you introduce your job description can be more fun — on social media, for example, you can accompany it with pictures.
Being active on multiple job boards and social networks helps you generate more interest in your job and protects you from poor candidate search results from using too few candidate sources.
Use Your Personal and Professional Network
Providing your cashier job description to the people you tap for referrals will help them understand the job duties of a cashier at your business and will enable them to send your job description to cashiers in their network.
Along with the job description, you should be providing them with information on your company’s work environment, mission and culture. This way, they will be able to give a detailed description of your open cashier job to people in their network before they send candidates your job description.
Evaluate Applicant Cashier Skills and Experience
Once you’ve gotten the interest of cashier candidates, it’s time to pick the best candidates for your business by evaluating them for relevant skills, experience and fit.
Cashier Job Responsibilities and Duties
Cashier job responsibilities vary from company to company, and when evaluating applicants, it’s important to have your company’s cashier job responsibilities clearly defined.
The cashier job responsibilities for some cashier roles do not extend beyond managing the register and the flow of customers through your business. Other positions require much more of cashier employees.
Supermarket cashier responsibilities, for instance, are to ensure that customers are checked out as quickly as possible. There are other duties and responsibilities of cashiers in supermarkets, but, for the most part, this core competency of speedily checking out customers will be what makes for an effective supermarket cashier.
Many companies have a variety of cashier roles, a lead cashier job description, for instance, carrying many more responsibilities than a general cashier position, and it is important to have all responsibilities of the cashier role defined before marketing the job.
[Related: Behavioral Interview Questions Template]
Cashier Fit
Once you’ve seen that a cashier candidate is a good fit for the demands of the job, you should evaluate their personality for fit with your company, their future co-workers and the job itself.
For instance, supermarket cashier responsibilities are to keep the line moving, while the responsibilities of cashier of a boutique clothing store have more to do with answering the questions of customers and helping them decide on purchases.
Relevant Cashier Experience
Some job duties of a cashier are interchangeable between cashier roles and some are specific to the companies that they work for.
The experience gained from performing duties and responsibilities of cashier in a supermarket, for instance, will be great for other high-volume retail businesses, but not as relevant in a cashier position that involves more nuanced interactions with customers.
Train and Onboard Cashier Hires
Effective training and onboarding will help your cashier hires reach peak performance levels more quickly, avoid mistakes and serve customers more effectively.
Training and Onboarding Cashiers
You may have selected a very skilled cashier candidate, but every new hire needs to be effectively trained and onboarded to reach their full potential.
Companies with longer training and onboarding programs have greater levels of performance and engagement, so while it may feel tedious to extend the training period, you will see the benefits when your new hires perform better following their training.
[Related: The New Hire Onboarding Checklist]
Monitoring Performance and Engagement
As your new hire performs the job duties of a cashier, it is important to monitor their performance and engagement levels.
It’s important to have clearly defined performance standards so that when a cashier is consistently failing to meet these standards, you can offer them additional training. When they fail to meet these performance standards following additional instruction, then they may not be a good fit for the job and may need to be let go.
Other than people failing to meet performance standards, one of the main causes of turnover is poor engagement. When you notice a recently hired cashier is showing signs of disengagement, this is the time to offer encouragement, guidance and the opportunity to ask questions.
Some people will never be fully engaged in their jobs, but others just need a little extra support and guidance before they can become fully invested in the duties and responsibilities of cashier for your business.
