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Key Holder Job Description

How to Hire a Key Holder

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Key Holder Job Description

We are looking for a reliable Key Holder. As Key Holder you are responsible for ensuring that the store is clean and organised, you take charge in assisting cashiers in periods of high customer volume and manage the alarm system, including setting and disarming it, amongst other duties.

The Key Holder will need to be the first person at the store and the last one to leave, requiring a high level of conscientiousness and responsibility.

Key Holder Duties and Responsibilities

  • Retail experience.
  • Basic computer literacy.
  • Presentable demeanour and friendly nature.
  • Diligent, hardworking, and responsible attitude.
  • Excellent interpersonal skills.
  • Good written and verbal communication.
  • Attention to detail.
  • Excellent organisational skills.

Key Holder Skills and Requirements

  • Open the store/shop and begin preparations for the day.
  • Leave the workplace late to close.
  • Assist and support with customer service.
  • Ensure that the store is clean and organised.
  • Manage the alarm system, including setting and disarming it.
  • Make sure that the security system is in working order.
  • Assist cashiers in periods of high customer volume.
  • Supervise the cleaning and delivery staff and oversee them outside of business hours.
  • Identify problems with working conditions.
  • Work with management.
  • Offer support and training to new employees.
  • Perform product demonstrations to customers.
  • Assume managerial responsibilities in the event of management absentees.
  • Respond to emails and phone calls.
  • Retail experience.
  • Basic computer literacy.
  • Presentable demeanour and friendly nature.
  • Diligent, hardworking, and responsible attitude.
  • Excellent interpersonal skills.
  • Good written and verbal communication.
  • Attention to detail.
  • Excellent organisational skills.

Personalising Your Key Holder Job Description Advise

The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.

When creating your bespoke description and advert, you should cover and promote these points:

Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.

Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.

Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.

Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.

The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.

Career progression: Including the career path will entice candidates looking for career growth. 

Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources. 

Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.

Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.

Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.


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