Recruiting for Rural Communities

As we expand more and more into smaller communities across the country, I get the same feedback from our stores. In order to accommodate applicants for part time work, our schedules are reasonably flexible and we establish a recommended FT/PT mix so that stores don't top out their hours will full-timers, and end up not leaving enough flexible hours for any part timers they might want to hire. Rural sourcing then becomes a combination of finding suitable part timers or seasonal employees, engaging in the community and thinking creatively in terms of diversity (mature workers, persons with disabilities, stay-at-home moms, workers in existing part time jobs, etc.) Existing employees & community involvement become the most valuable sources of talent. I encourage Store HR Managers to spend focussed time educating existing employees about openings to obtain referrals and making sure they they 'become the face of Home Depot' in the communities they operate in by actively participating in the Chamber of Commerce, Kinsmen/Kinswomen and other community groups.