A nearly three decades old big-name company in the grocery space has only had recruiting as a function for the last five years. With 20 new openings to deliver in the next few months and a shortage of full stack developers, how does a company like Whole Foods solve its recruiting and retention goals and growth?

Rob Sanchez sat down with Jen Davis, Global Technology Recruiting Director, on-location at HR Retail 2019 in Austin TX. Coming up you’ll hear how Whole Foods strives to tap into communities to find the right talent, put a focus on diversity of thought, add new technology to the process, handle data, and structure  training for optimal employee performance and retention.

• Testing, learning
• Around since 1980, recruiting a 5 year old function
• The objective of 20-net new openings to deliver in other next 6 months
• A shortage of full-stack developers
• Tapping into communities to tap into talent
• Project-oriented training vs. classroom
• The importance of diversity of thought
• Tools in the HR space - video interviewing
• The on-boarding process
• Structure in training for regular check-ins
• Handling data, documents, communication

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