The objective of this chapter is to understand why traditional tools (resumes, gut feeling interviews, manual screening) no longer allow for effective recruitment in a modern retail environment.

🧨 1. Paper or PDF resumes reveal nothing about personality

“What they did is not always what they can do. And even less how they do it.”

Resumes focus on past experiences, not on attitude, desire, or customer relations.
In retail, two candidates with identical resumes can be radically different in store.

🎯 However, soft skills determine 80% of success in the field.

🐢 2. Manual screening is slow, subjective, and unreliable

Sorting 200 resumes takes hours.
The recruiter (or manager) often skims through them.
Unconscious biases are very present:
- First or last name
- Photo
- Address
- Spelling

“I often recruit based on a gut feeling.”
A statement that comes at a high cost with 35% turnover.

🧠 3. Traditional interviews favor the "good talker"

An outgoing or verbally comfortable candidate may mask weak signals.
Stress or shyness should not disqualify good potential.
Many managers judge by intuition, but intuition is biased by:
- The day's mood
- Fatigue
- Stereotypes

🎯 Result: good candidates are overlooked, and costly casting errors are made.

🔁 4. We unconsciously repeat mistakes

No structure → no feedback loop.
No clear criteria = no learning.
Recruitment mistakes are repeated (same causes, same effects).

🎯 Trimoji allows for structure: we can compare profiles, adjust criteria, and learn.

🧩 In summary

Traditional Method	Field Limitation
Resume	Does not reflect behavior
Manual Screening	Slow, subjective, biased
Traditional Interview	Favors "self-promoters"
Gut Feeling Only	Uneven and fragile recruitment
No Structured Feedback	No improvement over time

🎯 Why Are These Methods No Longer Sufficient?

Because they were designed for slow, linear, and centralized recruitment contexts.
Retail is fast-paced, mass, multi-channel, operational.
Therefore, we need tools that are:
- Fast
- Reliable
- Objective
- Visual
- Easy to use, even without HR expertise

Retail - Why Traditional Methods Are No Longer Enough?