Q.

What is Save-A-Lot's hiring policy?

A.

If we open a new store, over 50 percent [of new hires] come from the local one-stop system or from walk-in applicants. … We think the Chicago workforce is superior. [It has] the lowest turnover in all of our metropolitan markets. … When you hire from the community, the service is better and [employee] retention is better.

Q.

What makes Save-A-Lot different from other grocery chains?

A.

We go where other grocery stores won't go. A much higher percentage of our customers use food stamps. We hire people who have been on public assistance, so our employees understand food stamps and similar [government] programs.

Q.

Let's talk about wages and employee benefits.

A.

We pay far above minimum wage, but it's market specific. [In regard to health care benefits], we have four different plans to choose from, and they're all economically priced. We ask people to start as part-time [employees] and then move into full-time … then they're eligible for full benefits, including a 401(k) plan, vacation time, etc. There are some part-time benefits, as well.

Q.

Can you talk about the flex-time policy and scheduling in general?

A.

Because childcare is a big issue, we offer flexible hours. For example, two employees who have children may come up with an arrangement where one of them works from 7:00 a.m. to 3:00 p.m., and the other one takes over from 3:00 to 9:00 p.m. … We have a very different scheduling challenge [than other grocery stores]. The first ten days of the month are really busy because that's when people receive food stamps. So everybody's going to be working those first ten days, but employees can also earn time-and-a-half [pay].

Q.

Does one need prior experience in order to work at Save-A-Lot?

A.

We do hire people who are inexperienced or who have no work experience. We train on food handling and cashier [responsibilities]. … We don't require a high school diploma, but customer service skills are important. Some employees may need to work on their math and reading skills. …We have a tuition reimbursement program for full-time employees, and we refer people to city colleges.

Q.

What kinds of skills and characteristics do you look for?

A.

Customer service is important, along with a willingness to serve the community. It's a fairly physical job. You'll be on your feet the whole time doing things like stocking.

Q.

Do you hire individuals with criminal backgrounds?

A.

It depends on the offense. Hiring is done on a case-by-case basis. The one-stops help us screen applicants, and we do background checks.

Q.

Does Save-A-Lot promote from within?

A.

We do a lot of internal promotion. We call everyone "crew members." We also provide training that increases people's skills and pay. We do a lot of cross training, for example, in produce. We try to train everybody to do everything, eventually, so they can move up, and everyone can be flexible. Also, there's more opportunity for promotion this way. Then, there are general merchandise specialists and supervisors. We've had a lot of people transition from hourly positions to management. … Our management positions pay more than a typical retailer. … You don't need a college degree.

Q.

Are you opening any new stores in Chicago? How can workforce development professionals learn about job openings in general?

A.

We're now looking at a number of new sites in Chicago. We [inform] the local one-stops about a month before we open a new store. Also, you can go to www.save-a-lot.com to learn more about current opportunities.