Clerk - Stockroom

About the job

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Clerk - Stockroom

Receive, store, and issue sales floor merchandise, materials, equipment, and other items from stockroom, warehouse, or storage yard to fill shelves, racks, tables, or customers' orders. May mark prices on merchandise and set up sales displays.

Top activities and tasks for this job:

• Performing for or Working Directly with the Public - provide customer service
• Answer customers' questions about merchandise and advise customers on merchandise selection.
• Stamp, attach, or change price tags on merchandise, referring to price list.
• Stock shelves, racks, cases, bins, and tables with new or transferred merchandise.
• Compare merchandise invoices to items actually received to ensure that shipments are correct.
• Itemize and total customer merchandise selection at checkout counter, using cash register, and accept cash or charge card for purchases.
• Getting Information
• Transport packages to customers' vehicles.

The HR Avatar Clerk - Stockroom Pre-Employment Assessment was designed to help you hire staff in this role. The test provides a whole-person evaluation by measuring job-relevant cognitive ability, personality, knowledge, skills, and relevant behavioral history. Each component provides important data for hiring decisions. Cognitive ability has been linked to overall job performance in most jobs and correlates with a candidate's ability to learn new skills and to solve complex problems. Personality characteristics determine how well the candidate will fit-in with a corporate culture. Knowledge and skills indicate how much training will be needed before a new employee becomes productive. Finally, relevant behavioral history detects counter-productive behaviors that can impact job performance.

The Clerk - Stockroom test includes an animated work simulation in which candidates meet customers, colleagues and supervisors in a job-related context. Post-test surveys indicate the majority of candidates react favorably to these simulations.

The specific attributes measured include:

Following completion, the test produces a Candidate Selection Report that includes an overall score and detailed scores for each attribute. The overall score weighs each of the factors based on research and analysis from the U.S. Government's Occupational Information Network (O*Net). O*Net represents over a decade of dedicated research evaluating the relative importance of various factors that lead to success in almost 1,000 different job roles.

The Candidate Selection Report also provides expert interview questions that help you probe critical or low-scoring areas, along with a guide for noting your evaluation of the candidate's responses. Consistent use of an interview guide is an important part of gaining better candidate insights and making better hiring decisions.