Archived So I applied to be an ETL last week

[ETL101]

Wow, this is really interesting.

I do know, however, that although Target will get a LOT of people in for interviews, they are still pretty selective for the ETL position. For example, when I spoke to a recruiter originally, there were also about 10 other people from my college who were applying for the ETL position. I'm the only one that got it. So, yes, though perhaps they might be a little too lax in screening resumes, it seems like they put the focus on a person's interview. I personally like that, because candidates SHOULD be selected based on more than a piece of paper (even a resume) though I don't believe someone with the resume you threw together should have been called!

The other thing to consider is that perhaps the recruiters are required to interview a certain number of candidates, and this recruiter didn't have many applicants at that time. So why not have an interview, check that box, and end the process at that? I can understand the recruiter's perspective if that's the case.

 

[smurf101]

I love this. We need more of this inside mole activity happening! It seems to be the norm now with a lot of us here, displeasure with our ETL's. When I first started 3 years ago, I was under the impression ETL's were former TL's that were promoted and climbed the latter (like any regular business). Not the case with Spot! They are hiring execs strictly on their degree with little to no idea of the Target brand. It's hard to blame assumptions and propaganda by team members when experiments like this prove us right!

I have worked under several that actually started at TM's and worked their ways up. they were really awesome!!! you can tell which ones started as Tm's and which ones started out of school. the tm ones, work their butts off, working right along side of of you. none of this 80/20. my store has had several awesome tms-promoted up the scale to etl and a couple to stl. there is hope for all out there.

 

[IamLegendTGT]

That is most definitely great news to hear!! Still hope for many people who put in the work and get the degree. I spoke to my exec about it recently. I have a year left and I was told "run a green workcenter, great leadership statuses (this was suggested by my DTL) and ideally develop a top performing TM who can take over for me when promotion time comes.

 

[Hardlinesmaster]

Then, politics kick in.

 

[StateofTarget]

That is most definitely great news to hear!! Still hope for many people who put in the work and get the degree. I spoke to my exec about it recently. I have a year left and I was told "run a green workcenter, great leadership statuses (this was suggested by my DTL) and ideally develop a top performing TM who can take over for me when promotion time comes.

Just be aware that your exec has zero say in you being an ETL. When you apply for ETL you will not even be dealing with anyone at your store. Not even your STL.

It would be like a TM asking you what about being a TL. You can have your opinion on it, but at the end of the day you really have no say in the matter. (unless you have something serious on the TM to bring to someones attention, anyway)

 

[mrknownothing]

I have worked under several that actually started at TM's and worked their ways up. they were really awesome!!! you can tell which ones started as Tm's and which ones started out of school. the tm ones, work their butts off, working right along side of of you. none of this 80/20. my store has had several awesome tms-promoted up the scale to etl and a couple to stl. there is hope for all out there.

As far as I can tell, my ETLs seem to be the type that started out as TMs (in fact, my ETL-GE was once a specialist) - they seem to know their stuff. However, we had an ETL-in-training over the summer and you could tell she was the fresh-out-of-college type.

 

[Barcode]

i like all of my ETLs 🙂 guess im just lucky at my store lol.

 

[redeye58]

About half of our ETLs worked their way up; the others are the glee-club hires.
Anyone who's been with spot for a while can figure out the long-timers vs the noobs.

 

[targetismylife09]

So, honestly, what are the chances of a team member ever becoming an ETL? Does that even happen anymore? Or am I doomed to stay a tm forever in Target's eyes since that is how I started? Just wondering. I have a four-year degree and years of retail experience, even interviewed for an ETL spot several years ago before deciding to take a different job. Does the fact that I joined Target as a team member mean that's all I will ever be seen as? Just curious as to how this works at Spot.

 

[IamLegendTGT]

Wait I was under the impression that an STL can recommend a TL for ETL interviews by bringing it to the district's attention that "this person got his/her degree and wants to further their career. They are top performing so we should interview them". That's when they send you for round robins with other STL's. Unless you go te internship route is there another ETL route I'm forgetting?

 

[StateofTarget]

Wait I was under the impression that an STL can recommend a TL for ETL interviews by bringing it to the district's attention that "this person got his/her degree and wants to further their career. They are top performing so we should interview them". That's when they send you for round robins with other STL's. Unless you go te internship route is there another ETL route I'm forgetting?

Yup. You go to the Target website and straight up apply for an open ETL posting. Bypasses the STL entirely.

 

[spikegrouchy]

Then, politics kick in.

You said it!

 

[nolongerspecial]

In my store, the exec staff is split down the middle. Two worked their way up and two were off the street hires. Our STL started out as a cart attendant. I feel really lucky because I really love our entire exec staff. They're great.

 

[tgtfla]

We only have one,and that etl is probably the only one on the etl team who is not activly looking for another job.

 

[Rock Lobster]

Just be aware that your exec has zero say in you being an ETL. When you apply for ETL you will not even be dealing with anyone at your store. Not even your STL.

It would be like a TM asking you what about being a TL. You can have your opinion on it, but at the end of the day you really have no say in the matter. (unless you have something serious on the TM to bring to someones attention, anyway)

It all depends on your district, the DTL, and your store leadership... The best ETLs and STLs will build relationships outside of their store and communicate with their DTLs and even their GTLs... If they have those relationships then yes, it is possible for them to influence a TM or TLs promotion to ETL! I have seen a non-recent grad, long time TL promote to ETL in the last year because the STL had those connections!

Now once you get to interviews, its up to the person to pass them obviously, but that isn't any different than any promotion! Half the battle is getting sent to interviews, and if the DTL passes you then it becomes a lot more manageable of a battle after that...

 

[Rock Lobster]

So, honestly, what are the chances of a team member ever becoming an ETL? Does that even happen anymore? Or am I doomed to stay a tm forever in Target's eyes since that is how I started? Just wondering. I have a four-year degree and years of retail experience, even interviewed for an ETL spot several years ago before deciding to take a different job. Does the fact that I joined Target as a team member mean that's all I will ever be seen as? Just curious as to how this works at Spot.

Most districts will value being a recent grad over EVERYTHING else... which means you got your degree within the last year... doesn't matter if you worked for Target before or not really! If anything working for Target before might hurt a bit but if you are in good standings there is no reason it would completely stop you (unless you made enemies in your time there)...

In your case (having your degree for a while as a TM)... It isn't impossible, but more likely than not if you were to go for a promotion you would have to climb up the ladder (first to TL, then probably Senior, then ETL)... Unless your district has ETL staffing issues, in which case they may give you a look... Its hard to say without knowing specifics!

I will say my number one Target rule when it comes to promotions... "They will never move you from your current position until they have a job open where they need you MORE!"

 

[Parker51]

I wanted to conduct a little experiment last week. Really out of morbid curiosity than anything else.

To really make this an interesting experiment, you'll have to add an experimental control. For example, submit another application (you'll need another willing volunteer with a different name, of course). Make their application the opposite, but not too crazy. Some suggestions:

- Degree in business, marketing, or economics from a reputable state or private (preferably religious, e.g., Jesuit, Wesleyan, etc.) school with a 3.0 GPA.

- Fraternity, sorority, or other student organization membership, and in a leadership position.

- Maybe some professional or avocational experience in fashion or modeling (Spot wants attractive, well-dressed, employees as much as anyone else).

- Substantial retail work experience at a recognizable store that represents Spot's competition.

Now, if no one followed up with an experienced person like this, that would make a much stronger case for your hypothesis that Spot doesn't want to hire anyone with substantial experience (too much $$$, or have to re-teach them into the Ways of the Bullseye). Otherwise, one reasonable alternative explanation would be that the HR person just had an interview quota to meet, but you wouldn't have gotten much past the original screening.

 

[StateofTarget]

To really make this an interesting experiment, you'll have to add an experimental control. For example, submit another application (you'll need another willing volunteer with a different name, of course). Make their application the opposite, but not too crazy. Some suggestions:

- Degree in business, marketing, or economics from a reputable state or private (preferably religious, e.g., Jesuit, Wesleyan, etc.) school with a 3.0 GPA.

- Fraternity, sorority, or other student organization membership, and in a leadership position.

- Maybe some professional or avocational experience in fashion or modeling (Spot wants attractive, well-dressed, employees as much as anyone else).

- Substantial retail work experience at a recognizable store that represents Spot's competition.

Now, if no one followed up with an experienced person like this, that would make a much stronger case for your hypothesis that Spot doesn't want to hire anyone with substantial experience (too much $$$, or have to re-teach them into the Ways of the Bullseye). Otherwise, one reasonable alternative explanation would be that the HR person just had an interview quota to meet, but you wouldn't have gotten much past the original screening.

Even if I were to create an impressive looking profile and apply I am sure they would contact me.... The thing is, however, we don't know what would happen after the actual interview. In your experiment this dream team ETL would likely end up being offered a Sr ETL or STL spot right off the bat. Unfortunately there is no way to test the interview and beyond.

I think, however, that this theory about a "quota" is BS. No company is going to sit around calling people in for interviews if they don't potentially plan to hire them.

If your theory about some "ETL interview quota" is correct, then you should be able to apply for ETL with no degree at all and also get called for an interview. Even though there is zero chance of you getting the job with no degree, based on your theory they would call you anyway just to meet this supposed interview quota. I'm sorry, it's just not realistic. Target doesn't believe in wasting time. They are not going to have some completely illogical rule telling HR they have to interview a certain number of people even if they have no intention of hiring them.

 

[Rock Lobster]

I'm sorry, it's just not realistic. Target doesn't believe in wasting time. They are not going to have some completely illogical rule telling HR they have to interview a certain number of people even if they have no intention of hiring them.

Um... Sorry, but wasting time falls right in Target's wheelhouse! Sounds exactly like Target's normal BS to me 😛

 

[insiteful1]

So, honestly, what are the chances of a team member ever becoming an ETL? Does that even happen anymore?

Yes it does happen. I hit every position from seasonal TM to (soon to be) ETL in 1.5 years.

 

[Parker51]

Even if I were to create an impressive looking profile and apply I am sure they would contact me.... The thing is, however, we don't know what would happen after the actual interview. In your experiment this dream team ETL would likely end up being offered a Sr ETL or STL spot right off the bat. Unfortunately there is no way to test the interview and beyond.

I think, however, that this theory about a "quota" is BS. No company is going to sit around calling people in for interviews if they don't potentially plan to hire them.

If your theory about some "ETL interview quota" is correct, then you should be able to apply for ETL with no degree at all and also get called for an interview. Even though there is zero chance of you getting the job with no degree, based on your theory they would call you anyway just to meet this supposed interview quota. I'm sorry, it's just not realistic. Target doesn't believe in wasting time. They are not going to have some completely illogical rule telling HR they have to interview a certain number of people even if they have no intention of hiring them.

Sorry if I wasn't clear. What I was trying to say, to quote a scientific term, is that a properly designed experiment to establish proof would have to test the "null hypothesis":

What is a null hypothesis?

The site above explains it pretty well, but to clarify it for this example, you have to form a hypothesis like the following:

"Target will hire a young, inexperienced person off the street with just a college degree. Those with substantial retail experience will get passed over because either they cost too much, or won't be easily trained into Target culture."

You satisified the first sentence. However, it could be argued that other plausible explanations, random chance, noisy error-prone measurements, etc., can cause a non-null result (e.g., recruiters will contact everyone that submits an application and appears basically qualified, or the recruiter had a slow day and needed to look busy at work). To make a stronger case for your hypothesis, you would have to test for the second sentence, which is the null result. Testing for the null result in a scientific experiment is sometimes accomplished via an experimental control, such as giving a control group a placebo, or reversing the initial conditions to see if the result is reversed, etc. This is also known as making the test of your hypothesis "falsifiable." If you believe that the outcome is that both inexperienced and highly experienced applicants would both get contacted for interviews, possibly even made job offers, then your experiment is inconclusive, non-falsifiable, non-scientific, and unfortunately doesn't prove anything. Stating that some required conditions can't be fully tested (e.g., getting a candidate through interviews and to a job offer) unfortunately means that this is not a conclusive experiment.

If I've mistated your hypothesis, how would you restate it, and how would you state its reverse (or nullity) such that it could be falsified?

 

[filmer88]

To add to Parker's statement about Target not wanting to pay an experienced person with much retail background, because it would cost too much $$$ I think it is safe to say that is 100% true! I mean if you look at what we get for our "fun" events at Target, it doesn't look like they spent more than $10 to organize the activities , and even when they cater they will find the cheapest place. Also if you have read about the electronic W-2's (which I did enroll in, because it is more accessible for me), they want employee's to do this, because for corporate it is such a "big" expense for them to print out and mail all those pieces of paper. You would think that would just be a drop in the bucket for them. That's why suggestions that we thrown in, more than not, get thrown into the garbage. If they don't see it as making sense (which things that do make sense, make too much sense to them), then they aren't going to throw so much as a nickel at the idea.