Case Study: Foot Locker

The new way that Foot Locker is recruiting, their new associates now, is a lot different to the way the they used to hire in 2010. Even though they had had never been lacking on applicants, it was becoming evident, that they needed to change their ways to keep their employees for the long run. The old way that Foot Locker used to do it was by receiving applications and resumes, held interviews, and hiring. The downfall of this process, is that not all new hires are there for the right reasons. I do agree, that by Foot Locker inventing this method, they invest more time in employees that do wanna grow in the company. And not have to hire someone and have them quit, within a few days or weeks. “The goal, company executives said, was to use predictive