7 Hiring Tips for Hardware Retailers in Today’s Workplace

Hiring and retaining employees has become one of the toughest challenges facing independent hardware retailers today. In an exclusive interview with Hardware Connection, Laura Freeman, Ph.D., Orgill’s executive vice president, chief human resources officer, shares several insights drawn from her experience overseeing HR strategy across Orgill’s fast-growing business. 

Freeman emphasizes that internal systems and consistent HR processes matter—especially as companies grow. At Orgill, bringing HR teams together and launching a unified technology platform has helped the company support employees and develop talent more effectively. For independent retailers, even small improvements in internal consistency and communication can make a big difference. 

Whether you’re hiring for a single store or managing multiple locations, these insights from one of the largest players in hardware distribution can help you compete more effectively in today’s labor market—one in which culture, flexibility and development matter as much as pay. 

Here are Freeman’s seven tips retailers can apply to improve their hiring in today’s tight labor market. 

1. Start with Your Business Strategy 

Effective hiring begins with aligning HR practices with business goals. “You always start with the business objectives,” Freeman says. “What is the strategy? Where are we headed over the next couple of years?” From there, retailers should determine the skills and competencies needed to execute on those objectives—whether by hiring new talent or upskilling current employees. 

2. Expand and Diversify Your Recruiting Channels 

Posting on LinkedIn and ZipRecruiter isn’t enough. Freeman emphasizes the importance of casting a wide net. “It is not just one thing that’s going to work for you,” she says. “We’re recruiting from all different aspects.” That could include tapping into local schools, trade programs and community networks to find talent that aligns with your business culture and values. 

3. Focus on Competencies, Not Just Experience 

Hiring based solely on past job experience can lead to missed opportunities. Freeman advises retailers to identify and prioritize key competencies—especially those that align with customer service and flexibility. “We’re not just hiring based on experience,” she says. “We’re hiring based on those skill sets we’re looking for.” 

4. Tell Your Story to Attract Talent 

Retailers need to differentiate themselves by clearly communicating their culture and values. Freeman notes that today’s younger workers—especially Millennials and Gen Z—are seeking more than just a job. “They’re looking for, ‘Do I fit into this company, and what is this company doing in the communities I work in?’” she says. For Orgill, being a stable, family-owned company with a focus on culture is a competitive advantage, she adds. Retailers should craft and share their own version of that story, especially when engaging potential candidates. 

5. Define and Share Your Employee Value Proposition (EVP) 

Freeman points to the importance of a clearly defined EVP—what employees get in return for their work. That could include growth opportunities, flexibility, a strong culture or a chance to make an impact. “What’s your two-minute elevator speech to either your candidate or to those that are working for you?” she says. Retailers should be able to articulate their EVP and make sure it reflects real practices. 

6. Hire for Agility, Curiosity and Collaboration 

In today’s rapidly changing retail environment, certain traits have become more important. Freeman emphasizes change agility, a willingness to learn and comfort with technology. “There’s still always something to learn,” she says. Being able to work across departments—not just within a silo—is also increasingly critical. “We’re only successful across the organization,” she adds, noting the importance of teamwork that spans functional boundaries. 

7. Embrace Flexibility and Prepare for a Changing Workforce 

Freeman predicts that successful retailers will adopt more flexible workforce models in the future: “We are going to have to more mirror a gig economy.” While retail and distribution may not traditionally lend themselves to flexible scheduling, she believes businesses will need to find a way. “We’re going to have to meet employees where they need to be met, and that’s going to look different than it is today.”