Retail Recruiter (Contractor)
- LocationHo Chi Minh,VN-65,Viet Nam
- Work typeOn-site
- Posted10 November 2026
- SourceThe Estée Lauder Companies's careers page (Eightfold)
Live checkFirst seen 6 h ago; still listed on The Estée Lauder Companies's careers page 1 h ago.
Moves fastWhen The Estée Lauder Companies takes a role down early, it is usually about 2 days after posting. Apply soon.
At a glance
- Experience2 to 3 years
- Skills and toolsExcel, PowerPoint
Read from the ad by RoleFinder, with rules and an AI reading; the description is the source.
About the role
Responsibilities
Retail Workforce Planning & Recruitment Strategy
- Partner with Retail Operations, Area Managers, Store Managers and Brand teams to understand approved headcount , vacancy risks, store opening plans, seasonal demand and replacement needs.
- Translate manpower requirements into market-relevant job profiles and location-specific sourcing plans for beauty advisors, retail specialists, counter managers, store managers, cashiers and other frontline POS roles.
- Prioritise requisitions based on business impact, store coverage, opening dates and customer-service risk.
Retail Sourcing & Talent Pipelining
- Build ready-now talent pools by brand, role and location, with particular attention to major retail clusters and high-turnover locations.
- Use retail-relevant channels including JobStreet , Hiredly , LinkedIn, employee referrals, walk-in interviews, career fairs, social media and partnerships with colleges or retail training providers.
- Conduct proactive market mapping and competitor sourcing across prestige beauty, fashion, luxury, FMCG, hospitality and consumer retail.
Screening & Selection
- Conduct structured screening and interviews to assess selling capability, customer orientation, communication, grooming standards, learning agility, shift flexibility, location preference and motivation for retail work.
- Coordinate practical assessments, group interviews, hiring days and store-based interviews where appropriate .
- Provide evidence-based shortlists and selection recommendations while supporting fair and consistent hiring decisions.
End-to-End Process Management
- Manage requisition creation, job posting, interview scheduling, candidate communication, offer preparation, pre-employment documentation and handover for onboarding.
- Maintain clear service-level expectations and provide timely progress updates to hiring managers and candidates.
- Partner with APAC Compensation & Benefits and HR stakeholders on competitive and internally equitable offer packages when required .
- Monitor offer acceptance, joining status and no-show risks, and maintain backup candidates for business-critical retail vacancies.
Hiring Events, Employer Branding & Candidate Experience
- Plan and execute walk-in interviews, retail hiring days, career fairs and store-opening recruitment campaigns.
- Promote the company and its brands as employers of choice, clearly communicating career pathways, learning opportunities, working arrangements and performance expectations.
- Deliver a responsive, respectful and high-touch candidate experience from first contact through onboarding handover.
Requirements
- At least 2- 3 years of talent acquisition, recruitment or related HR experience, including retail, store operations, frontline sales, beauty advisor, counter manager, cashier or other POS-based hiring.
- Proven ability to deliver volume hiring across multiple store locations while maintaining speed, quality, compliance and candidate experience.
- Strong understanding of retail workforce requirements, including shift work, weekends and public holidays, mall operating hours, store openings, seasonal peaks and urgent replacement hiring.
- Ability to assess customer-service orientation, selling capability, grooming and presentation standards, product-learning agility, attendance reliability and suitability for a target-driven retail environment.
- Experience sourcing active and passive retail talent through LinkedIn, JobStreet , Hiredly , referrals, walk-in interviews, career fairs, retail communities, social media and local talent networks.
- Working knowledge of applicant tracking systems and sourcing tools; SAP SuccessFactor is preferred .
- Confidence partnering with Retail Operations, Area Managers, Store Managers, Brand teams and HR stakeholders to translate store manpower plans into practical hiring priorities.
- Ability to track retail recruitment metrics such as time-to-fill, ageing vacancies, offer acceptance, source effectiveness, interview-to-offer conversion, new-hire show-up and early attrition.
- Excellent written and verbal communication, strong stakeholder management, sound judgement and discretion when handling confidential information.
- Proficiency in Microsoft Word, Excel, PowerPoint, Outlook .
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