Buy Or Sell: Aldi’s New Virtual Work Experience For Teenagers?
Aldi is making early career access easier with a new virtual retail work experience program designed for teens aged 13 and up. This forward-thinking discussion was made possible thanks to the innovation-minded sponsors of the Retail Fast Five: A&M CRG, Simbe, Mirakl, Ocampo Capital, Infios, and ClearDemand.
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Transcript
Aldi is running digital work experience courses for teens.
Speaker A:According to Internet Retailing, Aldi has launched a free virtual work experience program for anyone over the age of 13 to help them discover retail careers.
Speaker A:The online course, developed with SpringPod, is designed to offer insights into various retail roles, from warehouse and store operations to office positions.
Speaker A:Participants will engage with videos and guidance from all the employees, as well as interactive quizzes and activities.
Speaker A:Upon finishing the program, they will receive a certificate to strengthen their cvs.
Speaker A:You can tell where this headline originated or resumes for future applications.
Speaker A:Since launching, Aldi says that it has already attracted more than 2,000 signups and hopes to inspire even more young people to explore careers in retail.
Speaker A:Ann, are you buying or selling Aldi's new virtual work experience course for teens?
Speaker B:I'm buying the idea.
Speaker B:I think it's great.
Speaker A:I knew you would.
Speaker B:I think they're going to have to figure out how they get traffic.
Speaker B:Like that's my, that's my biggest concern here is are they going to see the payoff for the investment?
Speaker B:I went into the tool yesterday and I recommend checking this out.
Speaker B:I mean it's really impressive.
Speaker B:Like I went through a couple of the sessions.
Speaker B:They help you set up a LinkedIn page.
Speaker B:They do like interview prep and practice.
Speaker B:Like it's a great thing.
Speaker B:I'm making my 14 year old sign up for this because I think it's a, a great tool.
Speaker B:Now will this do?
Speaker B:Will this result in Aldi getting an influx of, of new talent?
Speaker B:I don't know.
Speaker B:I think that's still to be determined.
Speaker B:But I do think, you know, having a son who's going through this process right now of trying to get his first job like this is a way to start to get them engaged and involved with your brand early on and, and leave a good taste in their mouth.
Speaker B:I think no matter where they end up going.
Speaker B:Like he could put this on a resume for a local grocery retailer or something when he's going in and there's really nowhere else to when you're early on in your job search.
Speaker B:And I think the other component of this that we're hearing loud and clear here at Shop Talk Europe is the investment in the people that are working in your stores, getting training as early as possible, continuing to train people as much as possible to do a multitude of skills, not just training them on task specific jobs, but really preparing them for a career in retail.
Speaker B:Because I think that that's a hard thing for a lot of retailers to find is good service, right?
Speaker B:So I think that this, this Is Aldi making a strong investment here?
Speaker B:Whether or not it pays off?
Speaker B:Still.
Speaker B:Still to be determined.
Speaker B:But I'm curious if you are buying or selling this.
Speaker A:Chris, you can probably tell what I'm thinking based on how I responded to your initial take.
Speaker A:Well, so as an actual recruitment tool, I'm selling this, but as a feel good branding story, which I think you just, you just pretty much outlined the case for that.
Speaker A:I'm buying that.
Speaker A:Like, I think it's a, it's a great branding story for Aldi, but the reason I'm selling it as a recruitment tool is I just don't think it's grounded in the reality of how this actually works.
Speaker A:And the reason I say that is I spoke to Natalia Wallenberg, the chief human resources officer at AJO Delez, on stage here at this conference on Monday at Shop Talk Europe.
Speaker A:And she said, she talked about very extensively how they've built the process by which they can reject or accept an application to work in their grocery stores in eight minutes.
Speaker A:So that tells you the amount of traffic that's coming through and how quickly they need to sort through it and how often they're having to replace the labor in the grocery industry.
Speaker B:Right.
Speaker A:So you have to move really fast to actually get the benefit out of this, which is kind of antithetical to like sitting down, taking a training course, all that kind of stuff.
Speaker A:And you know how much evaluation is really going into it, you know, at this, at the grocery store entry level.
Speaker A:So I think programs like this sound good, but they don't really move the needle to me and actually getting people into the door and through the vetting process, which is really what you need, you know, at the end of the day.
Speaker A:So I don't, I don't know, I'm, I'm skeptical this one.
Speaker B:Could you see a world where, could you see a world where, you know, like before the first interview, like, yes, you have the eight minute process of acceptance for an interview or rejection.
Speaker B:Could you see a world where they're using something like this pre.
Speaker B:In person interview, like you made it into the next round.
Speaker B:This is like a qualifier or some component of this as a qualifier for, for making it to an in person interview or no, you don't think it's worth it?
Speaker B:You can tell right away?
Speaker A:Yeah, I, I, I don't know.
Speaker A:Having worked in the stores, I just find it hard to believe that the average person applying for an entry level job is going to take the time to do that.
Speaker A:Number one, you could mandate it, I guess, as part of your application process, which would be good, but I worry then that you're shutting down the funnel too much as well versus just getting them in and doing the on the job training based on the typical criteria you screen for.
Speaker A:Yeah, so, yeah, that's what's going through my head right now.
Speaker B:To answer your question, Anne, I guess I'm just curious.
Speaker B:Yes, you, I mean, yes, they could, they've got the process down to eight minutes at a hold, but are they, would it, would it be a more worthwhile investment to spend more time in some of those entry level jobs to invest more so that there's less turnover, so that you're, you're only doing this one, you know.
Speaker A:Yeah.
Speaker A:And all.
Speaker A:And I use the Ahold example just to talk, just to illustrate the speed at which, you know, things are happening.
Speaker A:But, you know, yes, 100%.
Speaker A:Ahold spent a lot of time on stage talking about the additional on the job training they're trying to give people to and the tools and resources that they want to give them to help them do the job so that they're getting people in quickly.
Speaker A:Because it's about, it's always, it's about hiring, training and retention, those three things.
Speaker A:And so you have to have all of that.
Speaker A:And this one, this one kind of falls in the netherworld of that when you think about the actual employee because it's more about giving education and certification to someone that could eventually work for you.
Speaker A:And it even leans more towards like the office side of it, like a career in retail.
Speaker A:So like that's where it's just.
Speaker A:This one feels a little dissonant to me in terms of how it fits into the whole pie, but I could be wrong.
Speaker A:I think Net Net, though, it's still a great branding story.
Speaker B:Yeah, I agree.
Speaker B:Well, we'll have to see.
Speaker B:I'll make my 14 year old go through this process in full and then I'll report back.
