HIRING INITIATIVES
STREAMLINED THE FIELD CANDIDATE EXPERIENCE
DIVERSITY HIRING INITIATIVES Now more than ever, strengthening the diversity of our workplace is a focus. One of the ways we accomplish this goal is by engaging with a diverse set of candidates – those with differences in thoughts, skills, styles, backgrounds, genders and ethnicities, when filling positions. Our talent acquisition team in partnership with our DEI team continued to find opportunities to increase diversity hiring among a variety of cohorts this year. Following are some examples: • As part of our Advancing Diverse Pathways initiative, we kept diversity in mind as we sourced participants for our summer internship program and worked with teams to design effective programming. For example, we launched a “rising junior program,” which included 17 diverse students who were invited to intern with us for two consecutive years. We trained our interns on resume writing, professional presence and interview skills. We also recruited interns from several Historically Black Colleges and Universities and Hispanic-Serving Institutions. Among them were Florida International University, Clark Atlanta University (GA), Spelman College (GA), Bennett College (NC), North Carolina A&T State University. • We participated in a recruiting event in Minneapolis, MN, through Out for Undergrad, a nonprofit whose mission is to inspire high-achieving LGBTQ+ students to pursue ambitious careers in a variety of industries once they complete their studies. Through the event, we met with hundreds of LGBTQ+ undergrads interested in engineering positions and shared the many benefits of working at Advance, including the inclusive culture we strive to create. • In 2022, we reached our 500th hire through the People with Different Abilities hiring program and celebrated this milestone by making a product donation to the automotive school the team member attended. Through the People with Different Abilities hiring program, which began in 2020, Advance identifies, hires and trains motivated and qualified job seekers with disabilities to fill open positions in our stores and distribution centers. The program is live in 23 distribution centers and 25 store markets across the country and helps to increase the talent pool for critical roles with qualified job seekers.
Many candidates, particularly those who work in customer-facing retail jobs, work non-traditional schedules that make interviewing on a set schedule a challenge. Just as we did for distribution center team members in 2021, we took steps this year to streamline the hiring process for prospective store team members. This included the use of technology to help candidates progress through different interview stages in an accelerated time frame – including 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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2022 ADVANCE AUTO PARTS CORPORATE SUSTAINABILITY AND SOCIAL REPORT | 26
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