Ken interviews three experts in Retail store staffing for the inaugural Tech Talk podcast episode.

Sharonda Weatherspoon is the SVP, Head of Retail Transformation, Client Development, and Operations, as well as the Co-Chair of North America's Diversity and Inclusion ERG. She has spent over 24 years at Ralph Lauren, surviving my tenure, and moving up through the ranks, starting as a General Manager, and in her most recent role, as SVP of retail stores from North America. Sharonda has always worked directly with the stores and fully understands the frontline experience where her focus has been to create the best customer experience and the appropriate staff to support it.

Ron Thurston is the founder of OSSY, a platform that aggregates store employee talent from sales associate to leadership roles, enabling retailers and brands to easily access Aussie's labor pool. Ron is also the author of the Amazon bestseller, Retail Pride, championing joy and success in the service industry. Ron's book draws on his experience and store leadership roles with Intermix, San Laurent, Tory Burch, Apple, West Elm, and Gap. Ron also hosts a podcast, Retail in America.

Mike Myers is the co-founder and CEO of Reflex and has spent the last decade building early stage companies as both a founder and an early stage venture. Reflex works with some of the top brands in retail today and helps brands leverage a flexible labor model to drive store performance. Retailers use Reflex to connect with experienced on-demand retail store associates and to flex their labor models to support the real time needs of the business.

Key Takeaways from this episode are:

1.    Evolution of Retail Staffing Post-COVID: The post-COVID environment has significantly changed the landscape of retail staffing. Retailers have had to adapt rapidly to evolving business models, leading to challenges in finding and retaining talent. Competing for local talent, dealing with the gig economy, upskilling rapidly, and identifying the right candidate profiles have become significant hurdles.

2.    Shift Towards On-Demand Flexible Talent: The emergence of platforms like Reflex has transformed the staffing model. They facilitate connecting retailers with on-demand, experienced retail talent, allowing for real-time staffing adjustments based on business needs rather than fixed hiring plans.

3.    Tech-Driven Recruitment Solutions: Reflex, as a tech platform, streamlines the staffing process. It provides a platform for retailers to access a pool of vetted workers for various roles, from back of house to front of house, offering flexibility in scheduling and facilitating worker-retailer feedback through ratings and reviews.

4.    Challenges and Benefits of Adopting New Staffing Models: Trust remains a significant obstacle for retailers adopting flexible staffing solutions like Reflex. However, the platform's benefits, including reducing turnover costs, addressing immediate staffing needs, and potential cost savings in comparison to traditional hiring and retention methods, make a compelling case for its adoption.

5.    Changing the Perception of Retail Jobs: The introduction of platforms like Ossy seeks to redefine the hiring process, especially for the retail workforce. It aims to replace traditional resumes with dynamic digital profiles, utilizing AI-driven algorithms to match candidates with suitable retail roles, focusing on soft skills, empathy, and curiosity, ultimately changing how individuals perceive and access retail job opportunities.

6.    Industry Insights through Trade Shows and Networking: Sharonda gains industry knowledge and stays updated by attending trade shows like NRF. and various others. Networking through LinkedIn and connections with individuals like Ron and Mike allows her to stay informed about innovative solutions.

7.    Innovative Solutions in Staffing: Both Ossy and Reflex offer platforms that provide accessible solutions through mobile applications and digital platforms, simplifying the staffing process compared to traditional methods like phone calls or emails. These platforms offer an automated and convenient way to connect available staff to positions.

8.    Integration of AI: Both Ossy and Reflex are integrating AI into their platforms. Ossy aims to replace the traditional resume with a more interactive and multimedia-based platform for job seekers, while Reflex employs AI in the background to enhance the operational experience for workers and retailers without overtly marketing it as an AI platform.

9.    Marketing Challenges and Strategies: Both platforms face marketing challenges in a crowded space. They are using strategies like word-of-mouth referrals, industry events (such as Shop Talk and NRF), and social media channels like TikTok and Instagram for worker acquisition. They also emphasize thought leadership, sharing insights, and building a presence within the retail industry.

10. Funding and Business Challenges: Ossy is self-funded with an intention to create a new category, while Reflex has raised $12 million in funding and is focused on delivering for retail partners, launching new markets, and scaling worker experiences. Building the right tech infrastructure and understanding the time investment required has been a significant challenge for both platforms.