A successful loss prevention career is a product of many different factors. As we look to build our individual career development plans, focus is often placed on individual performance metrics and the skill sets that support those aspects of our growth and development. However, as we develop the leadership qualities that ultimately set the standard for our professional potential, we must also hone our strategic prowess, and refine our ability to apply all of the many factors that influence our decisions and culminate in the desired outcomes.
This is just as true when we are looking to make hiring decisions for our loss prevention job openings. Regardless of the particular reason that we have an open position within our team, each new hire should be viewed as an opportunity to build and improve upon the talent that we have. A team is made up of many different parts, and identifying the talent that best fits our needs is a skill set that must be developed—and appreciated—as part of every successful loss prevention career.
The process of hiring talent for loss prevention job openings begins by identifying the need. This isn’t simply an exercise of labeling a position title, but determining how a successful candidate can best meet the needs of the market, the department, and the company. Regardless of the particular level of responsibility, a simple evaluation of these needs will help us to make the best and most informed hiring decisions.
When exploring the different aspects of the position that we need to fill, we typically begin with a position job description. However, we should explore job elements and conditions beyond the fundamental job description in order to find the best possible candidates:
- What are the needs of the specific position that you would like to fill? Is it an established role? Is it a new position? Is it a high shrink or problematic market or store? How might these needs influence a hiring decision? Should they influence the hiring decision?
- What talents would most benefit this role? Are certain skill sets more important than others? In what way? Is a balanced approach most effective? How would you like to see those talents applied within this particular position?
- What is the support system, and how might that support system influence the success or failure of the particular role? Will the individual have partners that are willing and able to provide necessary support? How might this influence performance? How might this influence your candidate options?
- What is the history of the particular role? If an established role, how was the performance of the predecessor? How might this impair or benefit a successor?
- What additional assets or opportunities might exist that could impact the success of the candidate?
While we must be careful not to over-think these factors when making hiring decisions, assessing the specific needs of the position can help us evaluate potential candidates, develop interview questions, and help determine how we can best support and develop the loss prevention career of the newest addition to our team.
Many of our top industry leaders pride themselves on the ability to identify and develop talent. But in order to be most effective, we must take the steps to set the table for success. Having a plan and following it through is an important place to start.
For more tips on the hiring process and how to hire the most talented professionals, read the LP Magazine article “Learning to Hire Talent is Key to a Successful Loss Prevention Career.”
