How Retail Giants Identify & Nurture Fresh Talent

Shubhra Singh, People & Culture Team, IKEA in an interaction with Higher Education Review, shared her views and thoughts on the role data analytics and AI tools play in screening and shortlisting young talent as well as the ways retail giants integrate digital and customer-centric skills into employee training.

Shubhra Singh is a seasoned HR leader with over 23 years of expertise in strategic HR, talent acquisition, and organizational transformation. She has led change management, built high-performing teams, and aligned HR strategies with business goals to drive growth and engagement. Her strengths include talent management, succession planning, employee relations, and nurturing inclusive workplace cultures.

What specific qualities or mindsets do retail giants prioritize when hiring fresh graduates or frontline staff today? How do major retailers balance between hiring for immediate operational roles vs. long-term leadership potential?

The retail industry stands out today as one of the most vibrant and promising sectors for young talent, offering dynamic career paths, rapid growth opportunities, and the chance to make a real impact from day one. In today’s fast-evolving retail environment, the hiring lens has shifted significantly. While technical skills and experience remain important, what truly sets candidates apart is their mindset. Qualities like curiosity, empathy, adaptability, and a strong sense of accountability are essential in customer-facing roles where human connection and responsiveness are key.

Retail companies are increasingly hiring with a view toward future potential rather than just filling immediate vacancies. The best organizations strike a balance: they seek individuals who can contribute from day one and show promise as future leaders. This approach is supported by structured development programs, mentorship opportunities, and a culture that encourages growth and initiative. Many successful leaders in retail began their journeys on the shop floor, demonstrating how experience and ambition can shape meaningful careers.

As the industry continues to evolve, inclusion and equity are becoming central to its transformation. With increasingly diverse customer bases and workforces, retail is moving beyond representation to foster truly inclusive environments, where everyone feels seen, heard, and empowered to thrive. Inclusive hiring practices, employee resource groups, and leadership accountability around diversity metrics are becoming standard. This shift is making retail a space where diverse talent can enter, grow, and lead is helping shape the future of the industry in powerful and meaningful ways.

What role do data analytics and AI tools play in screening and shortlisting young talent?

In today’s fast-paced hiring landscape, data analytics and AI tools have become indispensable in managing the sheer volume of applications. These technologies streamline processes, from resume parsing to workflow automation and enables recruiters to operate with greater speed and efficiency.

While AI can enhance operational effectiveness, it’s crucial to recognize its limitations, especially when evaluating young talent. Attributes like potential, mindset, and personal context often elude algorithmic detection. These are qualities that require human insight and empathy to truly understand. Thus, technology should serve as an enabler, not a replacement, for human judgment.

Ultimately, hiring is not just about filling roles but more about building teams, nurturing future leaders, and fostering inclusive cultures. As we integrate AI thoughtfully into recruitment, maintaining the human connection ensures we see the person behind the profile and make decisions that reflect both data and heart.

Are traditional resumes becoming obsolete in retail? What alternative methods are retailers using to assess candidates?

In the evolving landscape of retail hiring, the traditional resumes are losing relevance especially for early career and frontline roles. While they offer a snapshot of experience, they often fail to capture the qualities that truly matter on the shop floor: adaptability, customer empathy, teamwork, and values-driven decision-making.

To bridge this gap, many retailers are turning to behavior-based and scenario-driven assessments that tools simulate real-world challenges, helping employers gauge how candidates might respond to customer interactions, collaborate with peers, or navigate ethical dilemmas. Also, companies are also experimenting with video interviews and hands-on tasks that mirror actual job responsibilities, offering a more authentic view of a candidate’s approach to work.

The key is to meet candidates where they are, by using assessment methods that resonate with both the role and the generation entering the workforce. An inclusive hiring process does not just evaluate skills; it reflects a commitment to equity, accessibility, and cultural fit.

Once hired, what are the most effective early development programs retail giants use to accelerate employee growth?

The first 90 days of a new role often define how employees perceive their future within an organization. That is why leading companies invest in structured onboarding experiences that go beyond orientation. Programs that include buddy systems, immersive learning, and real-time exposure to the business help new hires build confidence and feel connected from day one.

What sets high-impact development apart is the early trust placed in individuals. When new employees are empowered to make decisions and contribute meaningfully, they develop a sense of ownership. This approach not only boosts performance but also improves retention.

Career conversations should also begin early. Rather than focusing solely on upward mobility, progressive organizations encourage lateral movement across roles and functions. In a fast-moving industry like retail, that kind of flexibility keeps people motivated and helps them build a future they can grow into.

What role does mentorship play in shaping the careers of new hires within large retail organizations?

In large retail organizations, mentorship isn’t just a formal program, it is a mindset woven into everyday interactions. While structured development paths play a role, it’s often the informal moments that leave the deepest impact.

Creating a culture where feedback flows freely and curiosity is welcomed is the key. When new hires feel safe to ask questions, shadow experienced colleagues, and reflect openly on their growth, they build confidence faster and integrate more meaningfully into the organization.

Leadership also plays a pivotal role here. The most effective leaders act as coaches, listening actively, guiding thoughtfully, and building trust through openness. This kind of mentorship doesn’t just shape careers; it strengthens the entire culture.

Cross functional and cross company mentorship in retail would be valuable. Investing in leadership mentorship, external support

In what ways do retail giants integrate digital and customer-centric skills into employee training? How do global retailers localize talent development strategies?

Retail today is a hybrid experience, blending physical presence with digital agility. To keep pace, leading organizations are reimagining employees training to build capabilities in omnichannel navigation, customer empathy, and real-time problem-solving.

But effectiveness lies in relevance. Global retailers are increasingly localizing their talent strategies by not just translating content, but reshaping it to reflect cultural, linguistic, and emotional contexts. In diverse markets, this means adapting delivery formats, using inclusive language, and designing learning that resonates with local realities.

Localization is not a checkbox; it is a commitment to understanding people deeply. When training reflects the lived experiences of employees, it becomes a bridge to belonging, performance, and long-term growth.

How are retailers adapting talent strategies to attract Gen Z and future generations who value purpose and flexibility?

Gen Z has reshaped the workplace, and in a good way. The new generation values purpose, flexibility, and authenticity. And they are not afraid to walk away from a role that does not align with their values.

Forward-looking retailers are responding by offering more than just jobs, by providing purpose. This starts with transparency, by openly sharing values, sustainability goals, and people-first practices. It continues with designing work models that balance individual needs with business priorities.

Organizations that invite young employees to challenge norms, contribute ideas, and shape the future build cultures of trust and innovation. For generation of Gen Z and ones to come, purpose and flexibility is a part of the workplace requirements.

What innovative partnerships have proven most successful in building future talent pipelines? As automation and AI reshape retail operations, what human skills do retailers now prioritize?

As automation and AI reshape retail operations, retailers are forging partnerships with universities, skilling NGOs, and government programs to build inclusive, future-ready talent pipelines. These collaborations help unlock access to diverse talent pools, co-create practical learning experiences, and bring underrepresented voices into the mainstream workforce.

While technology takes over repetitive tasks, the human skills that remain important are empathy, collaboration, ethical decision-making, and adaptability. These are not just soft skills, but core capabilities that drive resilience, innovation, and customer connection in a rapidly evolving landscape.

Retail may be increasingly tech-enabled, but it is still powered by people. The most forward-thinking organizations are investing in talent strategies that reflect this truth and building ecosystems where human potential is nurtured.