For example, our technology team built the homegrown technology for the centralized model we use to staff our stores.
#Jobs at home depot code#
We’re fortunate to have a top-notch technology team at The Home Depot that writes 90% of its code in-house and has been pivotal in building innovative solutions that power many of the components of our candidate experience. Schelling: With a company of our size, we’ve found that few technology vendors in our space are truly prepared for our scale and complexity. HRE: What technology do you use for talent acquisition? Do you use AI, for example? Related: How Macy’s hopes to drive employee retention with upskilling Our associate experience is built on our core values, and we’ve found that the strength of our culture has been critical to our success in hiring and retaining top talent in the current climate. To stay competitive in this new landscape, we’ve adapted quickly with a continued focused on taking care of our associates and investing in them and their career growth. At the same time, as the market has gotten more competitive, our business has grown significantly as customers have taken on more projects in their homes, so we’ve had a sustained need to hire at high volumes. There are less job seekers on the market than there have been in years past, so we’re seeing a supply and demand issue in the competition for talent. Schelling: As we look ahead to the coming year, we don’t expect the war for talent to slow down. HRE: What is your biggest challenge for 2022: employee retention? DEI initiatives?
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