1. Recruitment

In order to operate shops efficiently over the long term, it is essential to train new staff as well as training current staff.

Number of trained expert staff will be an indicator of the high productivity of the store.

It will be necessary to make new staff adopt the store in a short period and have them work for a long time.

2. Recruitment plan

① The person in charge of recruitment is assistant store manager or above

② Decide the recruitment period in anticipation of two months ahead

③ Determination of the number of new staff

· Grasp the number of retirees and determine the number of hires so that they become appropriate number of staff

※ If there are staff who have decided to leave due to graduation etc., grasp the number in advance

④ Determining application guidelines and targets

· Check the shift time that is currently missing or the shift time where someone planning to retire,

determine the targets of new staff to hire.

⑤ Determination of recruitment ads

· Considering cost-effectiveness, consult with the area manager and make a decision

<Example of medium>

· Introduction from staff

· Storefront posters

· Company hiring website

· Job recruitment WEBsite

【Introduction from Staff】

Friends, acquaintances, and families reference from the staff currently working at the store is an advantage that the retention ratio is high since the work content and the atmosphere of the workplace are easily transmitted in advance.

【Storefront poster】

Posted in the vicinity of the entrance and entrance, the window facing the road with many pedestrian, and other places easy for customers to see is effective.

Oder poster to design department

【Company website "career page" recruitment announcement】

Post announcement on our website.

When requesting resume / stop recruitment on the recruitment page, ask the area manager in advance to ask HR to resume / stop the recruitment.

【Third party hiring website】

When requesting resume / stop recruitment on the recruitment page, ask the area manager in advance to ask HR to resume / stop the recruitment.

＊Will be updated soon（July 2019)

3. Interview

① Confirmation of job posting date

② Sharing the available interview date and time

③ Notify the staff how to respond for applicants

④ Contact to applicant

⑤ Confirmation schedule of the interviewer

⑥Constact to HR with

-Applicant full name

-email

-interview date and time

【HR contacts to applicant and store manager through ”Docusign” with application form and job description】

⑦e-signature on job description(Docusign guides you to click signature point)

Interview procedure

<check on the day of the interview>

· Organize the interview place, keep it clean

· Clean the way the applicant goes to the interview place, such as passage, warehouse and office

· Share interview time and applicant information to staff shifted in scheduled interview time

<Right before interview>

· Air conditioning management at interview place

· Check if the bathroom is cleaned

· Confirm the environment to prepare for applicants finalized

❶ Guide to interview place

· Decide the interview place in advance

· Avoid places with noises and places where people are concentrating and hindering concentration

· Be aware that there is an interview with staff at work on the day

❷Introduce yourself, make the applicant relax

· Introduce yourself as an interviewer

· Speak slowly and carefully when looking at applicants' eyes and tell appreciation to applied the position

❸ Check documents that emailed in advance

Check 2 documents（check if correctly filled）

1．Application form

2. Job Description

Do not leave the office and the applicant.

※ It is for leakage of confidential information in the office, deterring loss of goods / equipment

❹Check whether it meets the recruitment criteria (personnel figure we want to hire)

Using "interview checklist" etc., observe appalance, attitude, language, habit,

Check whether it meets the recruitment criteria.

Interview Check Sheet

❺Matters to be done at interview

· Describe not only job title but also details of work. → Job Description

· Explain working conditions such as working hours, work place, hourly wage, vacation etc in detail.

→ You may also use Employee Handbook

· Can you describe the function that must not be missed in the job description and whether it can be accomplished? Or ask if some accommodation is necessary.

· What did you accomplish in past work?

· Title of duties and duration of work in past work

· Ask questions so that the contents do not get biased with reference to the completed documents

· Tribute to others and listen positively

·Listen carefully

【Forbidding questions】

· Age (×)

· Hometown, country of origin, race, religious (×)

· Type of visa (×)

· Health status, presence or absence of disability, or detailed questions when physical disability is obvious (×)

· Gender, sexual orientation, marital status and pregnancy / childbirth (×)

· Family related things (family composition etc) (×)

· Past criminal record and conviction judgment history (×) ※ All provincial regulations from

January 2018 (Los Angeles regulated from before)

· If the applicant have a car(x)

Accept→Contact to HR

* Applicant's interview that does not meet the criteria→Rejection mail

⑨Contact to applicant

Hire- decide start day and contact HR

Reject-send rejection mail

4. email template to applicants to Hiring

Instruction↓

https://docs.google.com/document/d/1BJ1hmjwCNSSPefAwEDbFsNWMEAHpFnC_mDsNyR92axc/edit?usp=sharing

If the applicant work as OPT, ask expiration day on EAD card.

The expiration day is the longest period to work in the US.

They are unnecessary to pay Social Security and Medicare. Please inform HR department if the applicant works as OPT.

About OPT

Optional Practical Training (OPT) is a period during which undergraduate and graduate students with F-1 status who have completed or have been pursuing their degrees for more than three months are permitted by the United States Citizenship and Immigration Services (USCIS) to work for one (to two) year(s) on a student visa towards getting practical training to complement their education.