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Case study

Attracting more quality candidates to a regional grocery chain

A regional grocer added short, unscripted employee videos to four hourly job postings. More applicants cleared screening, and more of them were still on the job 90 days later.

Grocery Clerk
Regional grocery chain · In-store
Apply
Part-time Hourly Day & evening shifts
Meet your hiring manager
A smiling grocery employee in a navy apron standing in a store aisle
Recorded on a phone · unscripted
About the role
Stock shelves, keep the aisles tidy, and help customers find what they need. You'll work alongside a close-knit team on day and evening shifts, with training provided from your first day.
31%
More applicants cleared screening
Roles with a video pulled in a stronger, better-matched applicant pool
+10 pts
Higher 90-day retention
Out of every 100 hires, 10 more were still on the job after 90 days

Situation

Grocery retailers compete for the same pool of hourly talent in every community, and the industry has a well-known pattern: candidates apply broadly, often without a clear sense of what a specific shift or role actually involves, and turnover runs high as a result.

This regional grocery chain wasn't facing a crisis. Its 90-day retention was already solid, a healthy share of applicants moved past screening, and its postings listed pay, hours, and responsibilities clearly. But even a strong retention rate carries real cost every time an employee leaves: recruiting time, onboarding investment, and a shift that needs covering in the meantime.

And with most grocery postings looking and reading the same, standing out to the right candidates was only getting harder. Rather than wait for a problem to force their hand, the team wanted to get ahead of it and see whether video could help their postings stand out and their hires stick.

Action

The grocery chain added a short employee video directly to the job posting for four in-store roles: Grocery Clerk, Bakery Clerk, Cashier, and Service Clerk. Employees recorded an informal, unscripted clip on a phone, giving candidates a real look at the role and the team before they applied.

Five comparable roles ran with their standard, text-only posting over the same stretch, April through October 2025, giving a clear side-by-side read on video's impact.

With video · 4 roles
Grocery Clerk, Bakery Clerk, Cashier, Service Clerk
Text only · 5 roles
Frozen Food/Dairy Clerk, Deli Clerk, Deli/Kitchen Clerk, Kitchen Clerk, Night Crew Clerk

Results

Even an already solid hiring process had room to improve. Video roles pulled in a stronger, better-matched pool of applicants: 31% more candidates cleared the qualification screening, and the pipeline qualification rate grew by nearly a third. That saves recruiters time and effort on unqualified applicants and means greater yield from every recruiting dollar.

The bigger story showed up 90 days later: a gain of more than 10 percentage points in 90-day retention. Out of every 100 hires, 10 more stayed past 90 days when they saw a hiring manager video. Given the real cost tied to every departure, that is a meaningful shift.

Offer acceptance and first-day attendance held steady, so the gains came without any trade-off elsewhere in the funnel.

Ready to see what video does for your postings?

Sparc lets hiring managers record a short, unscripted clip on their phone and puts it right on the posting. No studio, no script, no new workflow for recruiters.