Retail Recruiter (Contractor)

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