Successful adaptation of staff, along with the smooth recruitment and selection process, is a necessary step to ensure low turnover in the trade network and to rapidly increase the number of staff. This article deals with the technologies for the professional and psychological adaptation of line staff employed in the Radez trade network (Mr. Volgograd).

Radez has been developing as a retail shop network since 2001 and has opened five supermarket stores and 15 discounter formats in 1, 5 years. The stores have modern European commercial equipment.

The applicant ' s questionnaire is filled to over 700 persons each month, of whom 500 are invited to interview and 60-70 are invited to attend. Like any trading organization, the Radge network is searching for work by both people with trade experience and those who have never worked in this field and have no experience at all. The quantitative ratio is shown in the diagram.

Given the number of applicants for line staff with no trade experience, it can be said that by concluding a work contract, and the worker and employer often have a high percentage of asymmetry of information on knowledge, skills and readiness to work, and the differing expectations of the two parties. The future staff member is not sufficiently clear about the work and responsibilities, the workload and the ability and needs of the staff member. These challenges help to address the adaptation programme, which is based on training programmes and mentoring.

Signing Radez and, to some extent, psychological adaptation for each applicant starts with the staff office. Two staff managers, two employees, two trainers, a trainer teacher. Recruitment specialists, staff managers, trainers are professional psychologists. Their task is to support a newcomer during the first time I've met the company. For example, it is the responsibility of the employees of the Employment Division not only to recruit staff but also to maintain an intern between 15 and 30 days, until the conclusion of an employment contract.