{"id":32127,"date":"2021-10-26T15:16:24","date_gmt":"2021-10-26T20:16:24","guid":{"rendered":"https:\/\/blog.bindy.com\/?p=32127"},"modified":"2024-08-20T09:44:42","modified_gmt":"2024-08-20T13:44:42","slug":"hur-man-anstaller-tidigare-butiksanstallda","status":"publish","type":"post","link":"https:\/\/blog.bindy.com\/sv\/how-to-hire-former-retail-employees\/","title":{"rendered":"Hur man anst\u00e4ller tidigare \u00e5terf\u00f6rs\u00e4ljare"},"content":{"rendered":"

Vid anst\u00e4llning str\u00e4var alla f\u00f6retag efter att g\u00f6ra en sak: ta in den b\u00e4sta personen f\u00f6r jobbet. Detta \u00e4r dock l\u00e4ttare sagt \u00e4n gjort, eftersom karri\u00e4rmarknaden kan vara en komplex och konkurrensutsatt milj\u00f6. F\u00f6r att inte tala om, den globala ekonomin skakades av h\u00e4ndelserna 2020, s\u00e5 detaljhandeln och andra industrier har f\u00f6r\u00e4ndrat hur de g\u00f6r aff\u00e4rer. <\/p>\n\n\n\n

Att arbeta under pandemin har f\u00e5tt m\u00e4nniskor och arbetsgivare att bli mer flexibla och innovativa. Under det senaste \u00e5ret tvingades m\u00e5nga \u00e5terf\u00f6rs\u00e4ljare att s\u00e4ga upp eller permanent s\u00e4ga upp anst\u00e4llda p\u00e5 grund av minskade eller avbrutna aff\u00e4rer. M\u00e5nga \u00e5terf\u00f6rs\u00e4ljare har minskat bemanningen som svar p\u00e5 covid-19 och f\u00f6r\u00e4ndrade aff\u00e4rsbehov. Nu n\u00e4r aff\u00e4rsverksamheten \u00e5terg\u00e5r till "normal" st\u00e4lls \u00e5terf\u00f6rs\u00e4ljare inf\u00f6r en ny utmaning: att bygga om sina team. <\/p>\n\n\n\n

Retailuthyrning kan vara en tuff utmaning \u00e4ven i en normal ekonomi. Dessa (mestadels) positioner p\u00e5 ing\u00e5ngsniv\u00e5 har vanligtvis h\u00f6g oms\u00e4ttning och kort anst\u00e4llningstid. M\u00e5nga detaljanst\u00e4llda arbetar ofta s\u00e4songsm\u00e4ssigt, deltid under skolan, eller helt enkelt som ett s\u00e4tt att komma in i arbetsstyrkan. Dessa omst\u00e4ndigheter (bland andra) kan leda till \u201dboomerang\u201d-anst\u00e4llda \u2013 personer som slutar och s\u00f6ker \u00e5teranst\u00e4llning vid ett senare tillf\u00e4lle.<\/p>\n\n\n\n

Detta v\u00e4cker fr\u00e5gan: ska du \u00e5teranst\u00e4lla tidigare \u00e5terf\u00f6rs\u00e4ljare?<\/em> Och i s\u00e5 fall, vad \u00e4r det b\u00e4sta s\u00e4ttet att g\u00e5 till v\u00e4ga? <\/p>\n\n\n\n

Den h\u00e4r artikeln utforskar f\u00f6rdelarna och \u00f6verv\u00e4gandena n\u00e4r det g\u00e4ller att \u00e5teranst\u00e4lla tidigare anst\u00e4llda, och de fr\u00e5gor som \u00e5terf\u00f6rs\u00e4ljare b\u00f6r st\u00e4lla om de \u00f6verv\u00e4ger att \u00e5teranst\u00e4lla.<\/p>\n\n\n\n

F\u00f6rdelarna med att \u00e5teranst\u00e4lla anst\u00e4llda<\/h2>\n\n\n\n

Upps\u00e4gningar eller permitteringar p\u00e5 grund av covid-19, s\u00e4songsanst\u00e4llningar och att helt enkelt s\u00f6ka arbete n\u00e5gon annanstans \u00e4r vanliga sk\u00e4l f\u00f6r anst\u00e4llda att l\u00e4mna sitt detaljhandelsjobb. F\u00f6rutsatt att medarbetaren slutar p\u00e5 goda villkor b\u00f6r du inte utesluta dem fr\u00e5n att ans\u00f6ka igen. Faktum \u00e4r att det finns flera f\u00f6rdelar med att \u00e5teranst\u00e4lla en tidigare anst\u00e4lld.<\/p>\n\n\n\n

Du f\u00e5r l\u00e4gre anst\u00e4llningskostnader<\/h3>\n\n\n\n
\n

"Att anst\u00e4lla nya medarbetare skulle vara mycket arbete, fr\u00e5n utbildning och ge dem kunskap om ditt f\u00f6retag", f\u00f6rklarar Robert Johnson, grundare p\u00e5 S\u00e5gari<\/a>. "\u00c5 andra sidan kommer att \u00e5teranst\u00e4lla f\u00f6r anst\u00e4llda bara ta lite uppfr\u00e4schning och skulle resultera i l\u00e5ga anst\u00e4llningskostnader, d\u00e4rf\u00f6r \u00e4r produktiviteten inom f\u00f6retaget mer effektiv."<\/p>\n<\/blockquote>\n\n\n\n

Den genomsnittliga kostnaden f\u00f6r att anst\u00e4lla en anst\u00e4lld varierar mycket, men forskning visar en \u00e5teranst\u00e4llning kostar h\u00e4lften s\u00e5 mycket<\/a> som nettonyanst\u00e4lld. Att \u00e5teranst\u00e4lla en tidigare anst\u00e4lld \u00e4r ofta mindre kostsamt och resulterar i en snabbare introduktionsprocess. <\/p>\n\n\n\n

Att anst\u00e4lla en ny medarbetare inneb\u00e4r att l\u00e4ra ut de tekniska kunskaper och kulturkunskaper som beh\u00f6vs f\u00f6r tj\u00e4nsten. Att tr\u00e4na p\u00e5 enbart ett POS-system kan ta flera dagar, och det tar ocks\u00e5 tid att f\u00e5 "marken i landet". Att ta tillbaka en tidigare anst\u00e4lld kan minska eller eliminera den tid det tar att f\u00e5 n\u00e5gon att komma ig\u00e5ng.<\/p>\n\n\n\n

\"\"<\/a><\/figure>\n\n\n\n

Mindre oro f\u00f6r kulturell passform<\/h3>\n\n\n\n

En om\u00e4tbar f\u00f6rdel med en \u00e5teranst\u00e4llning \u00e4r deras f\u00f6rst\u00e5else f\u00f6r verksamhetens kultur. Att inte beh\u00f6va l\u00e4ra ut de immateriella aspekterna av f\u00f6retagskultur f\u00f6rkortar avsev\u00e4rt tiden det tar att f\u00e5 n\u00e5gon att komma ig\u00e5ng. <\/p>\n\n\n\n

Detta kan ocks\u00e5 ha en inverkan p\u00e5 uppfattningen av f\u00f6retagskulturen hos andra anst\u00e4llda i verksamheten. Att \u00e5teranst\u00e4lla en tidigare anst\u00e4lld visar att f\u00f6retaget v\u00e4rdes\u00e4tter sina medarbetare och inte hyser agg om n\u00e5gon slutar frivilligt. \u00c5terv\u00e4ndande anst\u00e4llda kan ocks\u00e5 p\u00e5verka mentaliteten "gr\u00e4s \u00e4r alltid gr\u00f6nare" genom att visa att de v\u00e4ljer att \u00e5terv\u00e4nda, vilket potentiellt f\u00f6rb\u00e4ttrar ytterligare avg\u00e5ng.<\/p>\n\n\n\n

Ditt f\u00f6retag kan dra nytta av medarbetarens nya kompetens<\/h3>\n\n\n\n

Om en anst\u00e4lld l\u00e4mnar f\u00f6r ett annat tillf\u00e4lle och senare \u00e5terv\u00e4nder, kan ditt f\u00f6retag ocks\u00e5 dra nytta av den ytterligare kompetens de f\u00f6rv\u00e4rvat. Ny kompetens och fortsatt arbetslivserfarenhet ger ofta en mer v\u00e4lgrundad anst\u00e4lld. Genom att f\u00e5 m\u00e5ngsidig arbetserfarenhet kan en \u00e5teranst\u00e4lld komma tillbaka b\u00e4ttre utrustad och mer produktiv.<\/p>\n\n\n\n

Vad ska man t\u00e4nka p\u00e5 vid \u00e5teranst\u00e4llning<\/h2>\n\n\n\n

Beroende p\u00e5 orsaken till och omst\u00e4ndigheterna f\u00f6r att l\u00e4mna kan det finnas risker f\u00f6r en \u00e5teranst\u00e4llning och flera variabler b\u00f6r beaktas. <\/p>\n\n\n\n

Under covid-19, n\u00e4stan 2 miljoner<\/a> butiksbaserade detaljhandelsarbetare permitterades tillf\u00e4lligt eller permanent. \u00c4ven om dessa upps\u00e4gningar till stor del l\u00e5g utanf\u00f6r arbetsgivarens kontroll, kunde tidigare anst\u00e4llda hysa d\u00e5liga k\u00e4nslor av f\u00f6rbittring \u00f6ver att de var en av permitteringarna eller upps\u00e4gningarna. Detta kommer inte alltid att vara fallet, men s\u00e4rskild h\u00e4nsyn b\u00f6r tas under intervjuprocessen och granskning av uttr\u00e4desintervjun f\u00f6r att s\u00e4kerst\u00e4lla att klagom\u00e5l inte kvarh\u00e5lls n\u00e4r de \u00e5terv\u00e4nder. Om s\u00e5 visar sig vara fallet kan det vara b\u00e4st att ompr\u00f6va anst\u00e4llningsbeslutet. <\/p>\n\n\n\n

H\u00e4r \u00e4r n\u00e5gra fr\u00e5gor att t\u00e4nka p\u00e5 n\u00e4r du funderar p\u00e5 att \u00e5teranst\u00e4lla en tidigare anst\u00e4lld. <\/p>\n\n\n\n

Vilka var omst\u00e4ndigheterna kring separationen? <\/h3>\n\n\n\n

S\u00e4songsanst\u00e4llning, upps\u00e4gningar p\u00e5 grund av aff\u00e4rsbehov, separation av anst\u00e4llda och prestationsbaserade upps\u00e4gningar anses inte vara lika. Att titta p\u00e5 orsaken till separationen \u00e4r det f\u00f6rsta steget f\u00f6r att avg\u00f6ra om de \u00e4r ber\u00e4ttigade till \u00e5teranst\u00e4llning.<\/p>\n\n\n\n

Hur l\u00e4nge har de varit borta och \u00e4r deras tidigare kollegor fortfarande anst\u00e4llda?<\/h3>\n\n\n\n

Om en anst\u00e4lld \u00e4r borta under en kort tid och var i god st\u00e4llning vid avg\u00e5ng, kan det vara smidigt att \u00e5terf\u00f6ra dem. Om medarbetaren var borta under en l\u00e4ngre tid eller verksamheten har f\u00f6r\u00e4ndrats avsev\u00e4rt i sin fr\u00e5nvaro kan processen k\u00e4nnas mer som en nyanst\u00e4llning. Alla \u00e5teranst\u00e4llningar kommer inte att vara desamma med tanke p\u00e5 dessa faktorer. Vid \u00e5teranst\u00e4llning b\u00f6r ledarskapet kommunicera tydligt med \u00e5teranst\u00e4llda f\u00f6r att se till att de f\u00e5r ordentligt st\u00f6d.<\/p>\n\n\n\n

\"\"<\/a>
https:\/\/bindy.com\/<\/a><\/figcaption><\/figure>\n\n\n\n

Var den h\u00e4r kandidaten en h\u00f6gpresterande tidigare, och \u00e4r de den b\u00e4sta kandidaten nu?<\/h3>\n\n\n\n

En f\u00f6rdel med att \u00f6verv\u00e4ga en \u00e5teranst\u00e4llning \u00e4r den dokumenterade informationen om deras prestation. Om de var en h\u00f6gpresterande tidigare, visar forskning deras prestandan kommer sannolikt att f\u00f6rbli densamma<\/a> vid \u00e5teranst\u00e4llning. Att utv\u00e4rdera deras tidigare arbete ger unika insikter som bara kan f\u00e5s genom att ha en tidigare arbetshistorik.<\/p>\n\n\n\n

Avsl\u00f6jade exitintervjun n\u00e5gon relevant information som tyder p\u00e5 en h\u00f6grisk\u00e5teranst\u00e4llning?<\/h3>\n\n\n\n

Om en exitintervju genomf\u00f6rdes kan det vara belysande att anv\u00e4nda den som informationsk\u00e4lla. Gick de f\u00f6r att de var missn\u00f6jda? Eller s\u00f6kte de helt enkelt en karri\u00e4rtillv\u00e4xtm\u00f6jlighet? Svaret p\u00e5 det kan vara mycket v\u00e4gledande om det skulle passa bra att \u00e5terintr\u00e4da dem och visar ocks\u00e5 vikten av att genomf\u00f6ra exitintervjuer.<\/p>\n\n\n\n

\u00c5teranst\u00e4lla tidigare anst\u00e4llda: 3 tips f\u00f6r att g\u00f6ra det r\u00e4tt<\/h2>\n\n\n\n

Nu n\u00e4r vi t\u00e4ckte de viktigaste \u00f6verv\u00e4gandena f\u00f6r att \u00e5teranst\u00e4lla tidigare anst\u00e4llda, l\u00e5t oss titta p\u00e5 n\u00e5gra b\u00e4sta praxis f\u00f6r att s\u00e4kerst\u00e4lla att processen g\u00e5r smidigt. <\/p>\n\n\n\n

L\u00e5t dem g\u00e5 igenom en formell process<\/h3>\n\n\n\n

N\u00e4r du \u00f6verv\u00e4ger en \u00e5teranst\u00e4llning b\u00f6r en intervju och en formell ans\u00f6kningsprocess f\u00f6ljas. Detta f\u00f6rbereder rekryteringschefer f\u00f6r framg\u00e5ng och formaliserar processen f\u00f6r alla s\u00f6kande. Att f\u00f6lja regelbundna anst\u00e4llningsmetoder som standard f\u00f6r alla kandidater hj\u00e4lper till att minska partiskhet vid intervjuer f\u00f6r att anst\u00e4lla den som passar b\u00e4st. <\/p>\n\n\n\n

\n

Som Johnson uttrycker det, "Att bli \u00e5teranst\u00e4lld f\u00e5r inte ge dem en f\u00f6rdel att enkelt komma tillbaka i f\u00f6retaget. Du b\u00f6r fortfarande l\u00e5ta dem g\u00e5 igenom med r\u00e4tt process eftersom detta kommer att hj\u00e4lpa dig att s\u00e4tta upp tydliga f\u00f6rv\u00e4ntningar och s\u00e5 att det inte kommer att vara or\u00e4ttvist mot de andra anst\u00e4llda.\u201d<\/p>\n<\/blockquote>\n\n\n\n

\"\"<\/a>
https:\/\/bindy.com\/<\/a><\/figcaption><\/figure>\n\n\n\n

Se till att tidigare problem (om n\u00e5gra) inte kommer upp igen<\/h3>\n\n\n\n

Om kandidaten haft n\u00e5gra tidigare problem under sin anst\u00e4llning \u00e4r det v\u00e4rt att gr\u00e4va i dem f\u00f6r att s\u00e4kerst\u00e4lla att de inte dyker upp n\u00e4r kandidaten \u00e5teranst\u00e4lls. <\/p>\n\n\n\n

\n

"Om din tidigare medarbetare hade n\u00e5gra bekymmer under sin avg\u00e5ngsintervju, eller om nuvarande anst\u00e4llda redan har \u00f6ppnat upp om potentiella problem, \u00e4r det viktigt att ta upp dem under intervjun", s\u00e4ger Diego Cardini grundare och direkt\u00f6r p\u00e5 Drum Ninja<\/a>. <\/p>\n<\/blockquote>\n\n\n\n

"Tanken h\u00e4r \u00e4r att se om tidigare problem kommer att dyka upp igen och ha en inverkan p\u00e5 den tidigare anst\u00e4lldes f\u00f6rm\u00e5ga. Om han hade problem med f\u00f6retaget tidigare, vill han veta att de har \u00e5tg\u00e4rdats. Du b\u00f6r ocks\u00e5 ta upp eventuella farh\u00e5gor du har om medarbetarens prestation eller passform. Det \u00e4r en utm\u00e4rkt teknik f\u00f6r att minska chanserna f\u00f6r bumerangs\u00f6kanden att sluta s\u00e5 fort han har blivit \u00e5teranst\u00e4lld.\u201d<\/p>\n\n\n\n

Hantera f\u00f6rv\u00e4ntningarna ordentligt<\/h3>\n\n\n\n

Att s\u00e4tta r\u00e4tt f\u00f6rv\u00e4ntningar \u00e4r ett m\u00e5ste, s\u00e4ger Igor Avidon, grundare och chefsstrateg p\u00e5 Avidon Marketing Group<\/a>.<\/p>\n\n\n\n

\n

"Ber\u00e4tta f\u00f6r din medarbetare om dina nya f\u00f6rv\u00e4ntningar f\u00f6r att s\u00e4kerst\u00e4lla att alla \u00e4r p\u00e5 samma sida. Behandla dem som alla andra nyanst\u00e4llda och l\u00e5t dem veta vem de ska rapportera till och vem de ska g\u00e5 till om de har n\u00e5gra fr\u00e5gor eller funderingar. Anta inte bara att de vet allt bara f\u00f6r att de har arbetat med dig tidigare.\u201d<\/p>\n<\/blockquote>\n\n\n\n

Po\u00e4ngen<\/h2>\n\n\n\n

\u00c5teranst\u00e4llningsbeslut \u00e4r otroligt nyanserade. Ett medvetet f\u00f6rh\u00e5llningss\u00e4tt och genomt\u00e4nkta fr\u00e5gor hj\u00e4lper dig att g\u00f6ra det b\u00e4sta valet n\u00e4r du \u00f6verv\u00e4ger vem du ska ta med dig till dina team. F\u00f6rhoppningsvis ger ovanst\u00e5ende rekommendationer dig lite klarhet i hur du ska g\u00e5 vidare med dina \u00e5teranst\u00e4llningsinsatser. <\/p>\n\n\n\n

Om f\u00f6rfattaren:<\/strong><\/p>\n\n\n\n

\"\"<\/a><\/figure>\n\n\n\n

Francesca Nicasio<\/a>\u00a0\u00e4r detaljhandelsexpert, B2B-inneh\u00e5llsstrateg och LinkedIn TopVoice. Hon skriver om trender, tips och b\u00e4sta praxis som g\u00f6r det m\u00f6jligt f\u00f6r \u00e5terf\u00f6rs\u00e4ljare att \u00f6ka f\u00f6rs\u00e4ljningen och betj\u00e4na kunderna b\u00e4ttre.<\/p>","protected":false},"excerpt":{"rendered":"

Vid anst\u00e4llning str\u00e4var alla f\u00f6retag efter att g\u00f6ra en sak: ta in den b\u00e4sta personen f\u00f6r jobbet. Detta \u00e4r dock l\u00e4ttare sagt \u00e4n gjort, eftersom karri\u00e4rmarknaden kan vara en komplex och konkurrensutsatt milj\u00f6. F\u00f6r att inte tala om, den globala ekonomin skakades av h\u00e4ndelserna 2020, s\u00e5 detaljhandeln och andra branscher har f\u00f6r\u00e4ndrats ... Forts\u00e4tt l\u00e4sa Hur man anst\u00e4ller tidigare \u00e5terf\u00f6rs\u00e4ljare<\/span> \u2192<\/span><\/a><\/p>","protected":false},"author":6370623,"featured_media":32227,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"_coblocks_attr":"","_coblocks_dimensions":"","_coblocks_responsive_height":"","_coblocks_accordion_ie_support":"","_crdt_document":"","_jetpack_newsletter_access":"","_jetpack_dont_email_post_to_subs":false,"_jetpack_newsletter_tier_id":0,"_jetpack_memberships_contains_paywalled_content":false,"_jetpack_memberships_contains_paid_content":false,"footnotes":"","jetpack_publicize_message":"","jetpack_publicize_feature_enabled":true,"jetpack_social_post_already_shared":true,"jetpack_social_options":{"image_generator_settings":{"template":"highway","default_image_id":0,"font":"","enabled":false},"version":2},"_wpas_customize_per_network":false,"jetpack_post_was_ever_published":false},"categories":[113932],"tags":[677174130],"class_list":["post-32127","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-hiring","tag-hiring-practices"],"yoast_head":"\nHow to Hire Former Retail Employees<\/title>\n<meta name=\"description\" content=\"Retail hiring was already a challenge before the pandemic. Should you re-hire former retail employees? What are the best ways to go about it?\" \/>\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\n<link rel=\"canonical\" href=\"https:\/\/blog.bindy.com\/sv\/hur-man-anstaller-tidigare-butiksanstallda\/\" \/>\n<meta property=\"og:locale\" content=\"sv_SE\" \/>\n<meta property=\"og:type\" content=\"article\" \/>\n<meta property=\"og:title\" content=\"How to Hire Former Retail Employees\" \/>\n<meta property=\"og:description\" content=\"Retail hiring was already a challenge before the pandemic. Should you re-hire former retail employees? 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