Brick And Mortar
What is Brick and Mortar?
The term "brick and mortar" refers to traditional businesses with physical locations, such as retail stores, office spaces, and manufacturing units. In the recruitment and HR context, a brick-and-mortar setup means hiring employees for an on-site workplace rather than remote or hybrid models.
While digital transformation has reshaped the workforce, many industries—such as healthcare, manufacturing, and retail—still rely heavily on physical workplaces. HR professionals managing brick-and-mortar businesses must navigate challenges such as in-person hiring, location-based talent acquisition, and workplace compliance.
Why Does Brick and Mortar Matter in HR and Recruitment?
Even as remote work and hybrid models gain popularity, a report by Unispace indicates that 72% of companies globally have mandated a return to physical offices, underscoring the importance of in-person collaboration and work-life balance. HR professionals in brick-and-mortar companies must focus on strategies that ensure effective in-person operations, including:
- Location-Specific Recruitment: Finding talent willing to commute or relocate.
- On-Site Employee Experience: Managing workplace culture, facilities, and engagement.
- Compliance & Safety: Ensuring adherence to labor laws, health regulations, and company policies.
Hiring for Brick-and-Mortar Workplaces
Unlike remote recruitment, hiring for brick-and-mortar roles comes with unique challenges and strategies. Some key aspects include:
1. Geographic Hiring Strategies
Physical businesses need localized talent pools. For example, a retail chain opening in multiple cities must adapt recruitment strategies to each location. Companies often rely on local job boards, in-person job fairs, and partnerships with nearby universities to attract talent.
2. Candidate Expectations
Employees in a brick-and-mortar setup often have different work expectations than remote employees. The EY Work Reimagined 2022 Survey indicates that employees have varying perceptions of the benefits of in-person work compared to virtual agile teams.
3. Workforce Management Challenges
Managing on-site employees requires a hands-on approach to scheduling, attendance tracking, and performance monitoring. This is especially crucial in industries such as manufacturing, where absenteeism costs U.S. employers approximately $225.8 billion annually (CDC).
Real-World Example: The Evolution of Retail Hiring
One of the most evident sectors where brick-and-mortar hiring plays a crucial role is retail. A well-known example is Walmart, which has over 10,500 physical stores worldwide and continues to recruit thousands of in-person employees for roles such as customer service, inventory management, and logistics. To address talent shortages, Walmart introduced upskilling programs and hiring incentives for in-store employees.
Conclusion
While digital transformation is changing the way people work, brick-and-mortar businesses remain essential across various industries. HR teams must refine their recruitment strategies, employee engagement practices, and workplace policies to adapt to modern workforce expectations while maintaining the benefits of an in-person work environment.
Understanding brick-and-mortar hiring is crucial for businesses looking to build a strong, location-based workforce while staying competitive in an increasingly digital job market.
