Store Clerk Criteria

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Prepared by: [Your Name]

Date: [Date]

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Introduction

The Store Clerk Criteria document is designed to outline the essential qualifications, skills, and attributes required for the role of a store clerk. It serves as a comprehensive guide for hiring managers, HR personnel, and applicants to ensure the selection and maintenance of high standards for store clerks.

Purpose

The purpose of this document is to provide a clear framework for evaluating potential candidates for the store clerk position, ensure consistency and fairness in the hiring process, and define the standards and expectations for store clerks to maintain high performance and customer satisfaction.

Scope

This document applies to all candidates applying for the store clerk position within the company. It is also used for the performance evaluation of current store clerks and for designing relevant training programs.

Store Clerk Criteria

Criteria	Standards	Comments	Scoring (1-10)
Educational Background	Minimum high school diploma or equivalent	Higher education degrees may score higher.
Experience	At least 1 year of retail or customer service experience	More experience scores higher.
Customer Service Skills	Demonstrated ability to handle customer inquiries and complaints effectively	Customer feedback can be used as a reference.
Cash Handling Skills	Proficient in handling cash transactions and operating a cash register	Accuracy and speed are key factors.
Inventory Management	Ability to manage stock levels, perform inventory checks, and restock shelves as needed	Attention to detail is crucial.
Communication Skills	Excellent verbal and written communication skills	Clear and effective communication is essential.
Teamwork	Ability to work well within a team environment	Cooperation and reliability are important.
Reliability	Consistent attendance and punctuality	Past attendance records can be referenced.
Physical Stamina	Ability to stand for extended periods and lift items to 25 lbs	Physical fitness is evaluated.
Personal Attributes	Attributes such as attention to detail, adaptability, and a positive attitude	Personality assessments may be used.

Evaluation Process

1. Initial Screening: HR personnel review applications to ensure candidates meet the minimum educational and experience requirements.

2. Scoring: Each candidate is evaluated based on the criteria table. Scores are assigned on a scale of 1-10 for each criterion, with 10 being the highest.

3. Interview: Candidates who pass the initial screening are interviewed and scored on their skills and attributes.

4. Reference Check: References provided by the candidate are contacted to verify past performance, particularly in customer service and reliability.

5. Final Evaluation: All scores are compiled, and an average score is calculated for each candidate. Candidates with the highest scores are considered for the position.

6. Decision: The hiring manager makes the final decision based on the compiled scores, comments, and overall fit for the team and company culture.

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