Retail
Christmas hiring has just wrapped up. The stores are staffed, and somewhere in the ATS sit the applications nobody had time to open. Retail roles draw more applicants than store teams can read, and the next peak is already in the diary. inploi scores every application against your criteria, with reasoning your team can read. Your people make the decision, on the ATS you already have.
The hiring experience audit takes four minutes.
Maya OkaforCustomer Team Leader88
Darren HoltFitness Coach91
Amara DialloKitchen Team Member74Scale of the problem
The figure is inploi platform data from 100M+ candidate interactions.
In retail, the pressure peaks when trading does. A seasonal sales assistant role, a weekend stockroom shift and a Christmas warehouse temp each draw more applicants than the team behind them can work through. The people reading those applications still have shops to run.
So the list gets read from the top until time runs out.
Store managers' time
They post the role, open the applications and work through them between deliveries, rotas and the shop floor. In other retailers, a central team sifts first and the store interviews. At peak, both models run out of hours, and some managers skip the sift and interview whoever applied first.
Every hour spent scrolling CVs is an hour off the floor: coaching the team, covering the tills, getting ready for Saturday.
Elsewhere in frontline hiring, the Compass team saved 20 hours a week. Compass Group hires for catering, not stores, but its teams spend those hours on the same kind of sifting.
The cost of silence
They read the first screen of applications and stop, or they set a keyword rule that rejects people nobody has read. With 65% of applications getting zero views, strong candidates sit in the pile nobody opened. The applicant with the right availability and the right experience is often on screen four.
In retail, the applicant is often a customer too. They shop with you and applied because they like the brand, then heard nothing back. That silence comes with them on their next visit. Nobody sets out to ignore applicants. There just isn't time to reply to all of them.
inploi is the hiring experience platform for large frontline employers. The Candidate Agent and Hiring Agent handle the admin, and your people do the hiring. Studio, conversational apply, job distribution, analytics and attribution, and ATS sync work around the agents, on the ATS you already run. It is software with a service: you get a team that works with yours, not just a login.
The application adapts to the role. Someone applying for a weekend stockroom shift answers what that shift needs, not a form written for head office.
At PureGym, application completion is under a minute. At Compass Group, conversational apply brought +42% more completed applications. More of the people who start an application finish it.
See conversational applyThe Hiring Agent reads every application, not just the first screen. It scores each one against the criteria your team sets for the role and writes down why.
Your recruiter or store manager gets a ranked list with the reasoning beside each name. They can check that reasoning, disagree with it and call the candidate at number seven first. No candidate is turned away by a rule nobody read.
See the Hiring AgentRetail applicants apply after a shift, on a break or late at night. The Candidate Agent answers their questions around the clock. Applicants get a reply instead of silence, and your team stops answering the same questions by hand.
inploi runs on the ATS you already have. ATS sync keeps your ATS as the system of record, so stores that recruit in the ATS keep working where they work today. There is no replacement project and no second system for stores to learn.
PureGym keeps Dayforce as its system of record, with inploi alongside it.
Read the PureGym storyResults from frontline employers hiring at volume across many sites. PureGym hires in fitness and Compass Group in catering. These are frontline results, not retail results.
50%
20 hours
Retailers on inploi include Boots, Superdrug and DFS.
No. Agents rank and recommend; they never reject. Every application is scored, and a person makes every decision.
Your team sets what matters for each role.
Yes. Every score comes with reasoning your recruiters and store managers can read and challenge.
No. ATS sync keeps your existing ATS as the system of record.
Make sure every one of them is seen. Book a demo to see the Hiring Agent and conversational apply on a retail role.
Or take the hiring experience audit to see where your process stands. It takes four minutes.
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