How Retail Seasonal Teams Use 100Hires

Who this is for

Retail teams hiring seasonal associates, store staff, warehouse helpers, cashiers, and shift leads.

What makes this hiring workflow different

• Application volume can spike quickly
• Availability is often more important than resume depth
• Stores need a simple way to move candidates fast

Recommended 100Hires setup

Job boards and career site

Publish public roles and keep store-specific job pages current.

Application questions

Ask availability, preferred store, start date, and work authorization early.

Bulk actions

Move, email, disqualify, or tag large groups after sorting by stage or availability.

Self-scheduling

Let candidates book interview slots directly.

Suggested workflow

Applied -> Availability screen -> Interview scheduled -> Store manager review -> Offer -> Hired

Use this as a starting point. Adjust the stage names, automations, evaluation forms, and messages to match your actual process.

Operating tips

• Keep the first application form short, then move deeper screening into questionnaires or recruiter follow-up when the role requires it.
• Store repeatable requirements as Profile Fields, form answers, tags, or evaluation form answers instead of burying them in free-text notes.
• Test every automation on a sample candidate before relying on it for live applicants.
• Use bulk actions for clear administrative changes, but review edge cases before sending rejection emails.
• Review source performance periodically so the team spends time on channels that produce qualified candidates, not only high applicant volume.
• Put private hiring priorities in Job Notes when they should guide internal review but should not appear on the public job post.

Updated on: 16/06/2026