EXPANDING DRIVE-THROUGH HIRING Our drive-through hiring program that began in 2020 at the height of COVID-19, increased this year to include all our DCs. The program offered a great way for hiring managers to connect with candidates while practicing social distancing and other recommended COVID-19 precautions. The face-to-face nature of the events enabled hiring to be done on the spot, creating greater efficiencies by reducing the required time for follow-up interviews. In some markets where local candidates wanted in-person interviews, they were welcome to enter the DC so long as safety measures were followed. The program continued through the year, and culminated with a year-end event in Gastonia, North Carolina. GROWING OUR INTERNSHIP PROGRAM This year’s program attracted 42 participants and resulted in a whopping 70 percent conversion rate of interns who accepted offers to work at Advance. Like last year, Advance targeted rising college seniors with the potential of being hired full time after graduation. The program is also an accelerator for our leadership development program in the supply chain network. We supported interns in our DCs, our field sales and leadership programs and our CSC. Interns tended to participate at the analyst level in our CSC while in our DCs they joined as operation supervisors managing a team of approximately 15. Although COVID-19 continued, we experienced a combination of virtual and in-person interns with a mixture of both in our CSC and the majority of interns in person within the field and supply chain. This was highlighted by a significant representation of people of color and females in support of our DEI agenda. Based on the program’s current trajectory, we anticipate upwards of 85 interns in 2022. INCREASING VETERAN HIRING At Advance, we make veteran hiring a priority because veteran team members bring so much to our company every day. Skills like teamwork, leadership, flexibility, problem-solving and discipline have been developed throughout their years of service and translate so well to the culture we are building. In 2021,

we enhanced our veteran hiring program through dedicated events at Fort Bragg, North Carolina, in partnership with the Whole Vet, a nonprofit that helps veterans and transitioning service members. We also sourced veteran applicant prospects through the Military.com and RecruitMilitary.com sites. HIRING PEOPLE WITH DIFFERENT ABILITIES Throughout 2021, we continued to make meaningful progress with our “People with Different Abilities Hiring Program” through which we identify, hire and train motivated and qualified job seekers with disabilities. This year, we expanded the program to include not only our distribution centers, but retail stores in certain markets. In partnership with our extensive network of community-based partners with whom we work, the program continued to have a meaningful impact with more than 400 team members with disabilities having joined our ranks since 2019. Supporting our program, Advance provided hands-on Disability Awareness Training to thousands of team members across all parts of the company. IMPROVING THE DISTRIBUTION CENTER HIRING EXPERIENCE Like many retailers, we faced a challenging labor market in 2021, particularly in our DCs. In addition to refining our DC pay structure when the pandemic began, we took steps to streamline the hiring process for prospective team members in 2021. This included the use of technology to help prospective team members progress through different interview stages in an accelerated time frame – from initial online screenings, virtual job tryouts and realistic job previews to support the candidate’s decision making. In addition, we provided regular communication via SMS text messages to ensure candidates were informed about their hiring status. The use of technology not only improved the process for the candidate, but it also gave much-needed time back to recruiters and hiring managers, which supported increased productivity across the team.







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