If you’ve been in retail long enough, you’ll know the value of a solid weekend crew.
The students who come in, full of energy (and possibly too much caffeine), ready to cover tills, stock shelves, and keep the shop floor ticking over. But as labour shortages continue across grocery retail, it’s time to see part-time student workers as more than just rota-fillers. They’re a crucial part of your long-term staffing strategy.
Why hire students in the first place?
The obvious reason: they’re available when you need them most. Students are often more willing to work evenings, weekends, and holiday periods. That’s when footfall spikes and having reliable cover can make the difference between a smooth trading day and chaos in the aisles.
But there’s a lot more to it than availability. Students bring:
Energy and tech-savvy skills: They’ve grown up in the digital world. From self-checkouts to stock systems, they adapt quickly. Deloitte’s 2024 survey found Gen Z and young millennials are more digitally fluent than any other workforce group — a handy asset as stores become more tech-driven.
A fresh perspective: Want to know what’s trending on TikTok or which new snack will sell out by lunchtime? Ask your student staff. They’re closer to your younger customers and can give insights your senior team might miss.
The talent pipeline: That weekend cashier or deli assistant could be your store or department manager in a few years. Many of today’s retail leaders started out stacking shelves part-time while studying. By nurturing them now, you create loyal, home-grown talent.
What’s in it for you as an employer?
Let’s not forget, student staff aren’t just getting pocket money. They’re learning skills that ultimately benefit you:
Communication: Handling customers (especially cranky ones) makes them more resilient.
Teamwork: They learn to collaborate across generations and departments.
Work ethic: Balancing study and shifts builds discipline. The CSO reported in 2023 that over half of Irish students work while studying, often out of necessity. Those who commit to both usually develop excellent reliability.
When students develop these skills, you benefit from a more capable, adaptable workforce.
The common concerns (and how to solve them)
You may be thinking: But what about exams? Or when they graduate and leave? Both valid concerns. Here’s how to get ahead of them:
Exam season drop-off: Plan early. Encourage staff to flag study leave well in advance. Building exam flexibility into your scheduling boosts retention.
High turnover: Some will leave, yes. But those who stay longer usually do so because they see a future in your business.
Reliability: Set expectations clearly at the interview stage. Students respect honesty, and in return, they’re more likely to commit.
Turning part-timers into future managers
Here’s where many retailers miss a trick: too often, weekend staff are treated as short-term solutions. They’re one of your best talent pipelines. The key is to support them clearly and offer development pathways:
Structured induction: Don’t just throw them on tills and hope for the best. Give them a proper welcome and show them how their role contributes to the bigger picture.
Cross-training: Move them between checkouts, stock, fresh food, and customer service. This not only keeps work interesting for them but also makes them far more useful to you.
Mentoring: Pair high-potential part-timers with experienced supervisors. A bit of guidance helps students picture themselves in a management role.
Access to training programmes: Many retailers now open trainee manager or department manager programmes to part-time staff. If a student sees a career path, even if they’re still in college, they’re far more likely to stay on after graduation.
Recognition and progression: Celebrate milestones. For example, promote strong performers into “keyholder” roles, then onto team leader. These small steps show students that hard work and reliability are noticed and rewarded.
By nurturing your part-timers, you’re not just filling gaps on the weekend rota — you’re actively building your future management team.
Why this strategy matters now
Labour shortages aren’t easing anytime soon. Excel Recruitment’s 2024 data showed year-on-year increases in vacancies across retail, particularly in fresh food and convenience. And with unemployment at just 4.1% (CSO, 2024), relying solely on full-time hires is unrealistic.
At the same time, the Higher Education Authority (2023) reported that over 60% of full-time students in Ireland rely on part-time jobs. They’re looking for flexible work. You need staff. The fit couldn’t be clearer.
How to get the best from your student staff
If you’re hiring students, here are five ways to make the most of it:
Be clear upfront: Set expectations around rotas, weekends, and exams.
Offer flexibility: Study comes first. Showing understanding builds loyalty.
Invest in training: Expose them to different areas of the store.
Recognise contribution: Small thanks go a long way.
Create a pathway: Show them how today’s weekend job can become tomorrow’s career.
Conclusion
Hiring students isn’t just about filling shifts. Done right, it’s about developing future leaders while keeping your store running smoothly today.
So, the next time a student hands in a CV, don’t just see a weekend worker. See the extra set of hands that gets you through Christmas week, the fresh perspective that connects you with younger shoppers, and maybe, just maybe, your next department manager.
