Six Hiring and Retention Challenges in Footwear

Hiring and retention are key priorities for HR leaders across the footwear industry. Members of our HR Advisory Board and Leadership Council shared the key challenges they’re facing and the strategies they’re using to attract, develop, and retain talent. 

1. Industry Volatility

Challenge: Store closures, layoffs, and tariffs are creating instability, making employees cautious about staying in or entering the industry. 

Solution: Increase transparency and communication, and invest in career pathways and cross-training to build trust and agility. 

“With layoffs and retail closures making headlines, employees want clear communication ... Build staffing plans that scale up or down without relying on layoffs. Use data to anticipate seasonal or economic shifts more precisely. Adaptations like these help counteract instability caused by retail contraction and economic uncertainty.” - Lori DeStefano, Director, HR Business Partnerships, Caleres 

2. Regional Talent Shortages 

Challenge: Smaller companies in less populated regions can struggle to attract qualified candidates or compete with salary expectations in bigger cities. 

Solution: Highlight unique aspects of a company such as impactful work, meaningful connections, and growth opportunities, and leverage total rewards to remain competitive. 

“By widening our geographical talent pool and enabling remote work, we have been able to reach highly skilled candidates who would not typically consider a Midwest-based role ... We also offer flexible compensation solutions that meet candidate needs, and we differentiate ourselves through total rewards to remain competitive.” - Kristy M. Pedroli, Director of Human Resources, Footwear Unlimited, Inc. 

3. Engagement at Distribution Centers  

Challenge: Repetitive work can reduce motivation and employee satisfaction. 

Solution: Focus on employee engagement and building a sense of community. Recognize milestones, celebrate achievements, and host events that give employees a break from routine and opportunities to connect. 

“Our annual corn hole tournament is my personal favorite. It’s fun, inclusive, and gives employees a chance to step away from their routine and connect with others. These kinds of experiences make employees feel valued, appreciated, and satisfied.” - Kenzie Prodoehl, Human Resources Assistant, Weyco Group 

4. Higher Recruiting Costs, Same Candidate Quality 

Challenge: Recruiting through job boards is getting more expensive, but candidate quality isn’t improving. This widening gap between cost and quality is making traditional job board recruiting less efficient and less predictable. 

Solution: Focus more on local, on-the-ground recruiting like community partnerships, hiring events, and employee referrals to improve candidate quality and reduce reliance on job boards. 

“These approaches can deliver stronger fits and reduce reliance on expensive paid visibility.” - Emmanuela Bowman, Director, Human Resources, SHOE SHOW, INC. 

5. Leadership Capacity 

Challenge: Retention is constrained by limited leadership capacity, with employees leaving due to unclear growth pathways and an inconsistent employee experience. 

Solution: Introduce leadership development programs that help managers grow. 

“Treat retention as a core business strategy proactively.” - Ashley Walter, Manager, Employee Lifecycle, Rocky Brands, Inc.

6. Skills Gaps in Digital and Creative Roles 

Challenge: Footwear companies are facing talent shortages in critical digital, technical, and creative skill areas, including CAD, 3D design, rapid prototyping, and sustainable material innovation. 

Solution: Invest in upskilling and reskilling programs, create career development pathways, and strengthen internal mobility to retain and grow talent. Continuous learning enables companies to close skill gaps internally and reduce reliance on a limited external talent pool. 

“Upskilling protects companies from talent shortages and buffers against external hiring slowdowns caused by tariffs or economic pressure.” - Lori DeStefano, Director, HR Business Partnerships, Caleres 

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