Of course you have. Because knowing how consumers spend – and what they spend on – is important to anyone tied to the retail industry. Retailers can use this data to analyze spending patterns and trends across demographics, policymakers can examine the impact of policies on consumer spending, and others invested in the industry can track how spending on goods changes each season and how consumers split their budgets.

The NRF Foundation’s Retail Insight Center recently launched new pages dedicated to actual consumer spend data from the Bureau of Labor Statistics’ Consumer Expenditures Survey. The Retail Insight Center, sponsored by KPMG, offers easy access to this complex data.

View the data in the Retail Insight Center

The consumer spending data goes back 48 months (organized by quarter) and is available for filtering by consumer demographics, including consumer age and gender. Simply log in or create a free account to access data and build your own customized charts.  Here are just a few of the categories you’ll find:

• Grocery item spending on cereal, meats, bread and milk
• Spending on specific clothing and accessories items like men’s pants, infant shoes and women’s dresses
• Household item spending on laundry and cleaning supplies or paint and wallpaper

Coupled with other Retail Insight Center resources, the use of this new consumer spending data is extensive. You can find all of this under the “Consumers” tab in the Retail Insight Center (see a full list of categories under the “Actual Spend” menu).

Our first stop is North Carolina, where today, NRF President and CEO Matthew Shay, along with North Carolina Retail Merchants Association President and General Counsel Andy Ellen, will reveal the first video compilation of our time spent in the state. North Carolina is an important arena for the retail industry for a few reasons. First, the retail industry is the largest private employer in the state, second only to state government. Additionally, more than 60 retail brands have headquarters or distribution centers across the state and 30 of North Carolina’s top employers are retailers.

As part of our time in the state, I talked with Tim Belk, chairman and CEO of Belk, about what North Carolina has meant to the brand. Belk has been a fixture in the state since 1888, growing from one store to 300 across the South – and nothing is more important to the company than their core values and giving back to the community that helped them start their business.

Belk noted, “Being involved in our communities – it’s one of our six core values. It started with my grandfather and its part of our DNA today. My grandfather believed that if you get involved in a community and help it grow, then your business will benefit in the process.”

As a flagship brand for retail in North Carolina, Tim Belk helped us introduce our first Retail Across America series. Watch the intro below, or view the full series at thisisretail.org/northcarolina.

Generating excitement about retail careers. When we announced the launch of the campaign at last year’s Global Retailing Conference, Xandria Leopold, a retail consumer sciences student at the University of Arizona, shared with the Arizona Daily Star that she was excited about the campaign because, “it makes me proud of retail.”

Retailers on Capitol Hill during NRF’s 2013 Washington Leadership Conference

Impacting Capitol Hill perceptions of the industry. In May of last year, our annual fly-in offered our members a chance to tell lawmakers what retail meant to them and the results were pretty powerful.

Showcasing retail’s impact on communities. As thousands of retail loss prevention employees gathered for our yearly conference last June, we asked them to share stories of how their companies and teams support the communities they serve. The responses were so overwhelming that NRF even donated $1,000 to support “Strokes for Strokes.”  At the same time, I had the opportunity to talk with Boston Police Department Night Commander William Gross about the immediate assistance area retailers provided in the wake of the Boston Marathon tragedy. His story was awe-inspiring.

Explaining the full impact of policy decisions on Main Street. In October, Congress decided it was time to take a break from work.  Our members were able to use This is Retail to share their thoughts on the real effect the government shutdown had back home. As Andrew Brewer, owner of Onion River Sports in Montpelier, Vt., pointed out, “When you’re far enough removed from real life, from what’s really happening on Main Street America and you’re trying to solve these huge problems, you forget the real effect it has on people.”

Uncovering stories from brands large and small. Take a look behind the scenes at some who have helped reveal some of the more “invisible” jobs in retail – ones those outside the industry might never know existed.   

2013 scholarship recipients, clockwise from top left: Stephanie Brovender, Jonathon Wolheim, Daniel White, Christine Liberto

These talented and passionate retail employees from ANN Inc., Apple, Walmart and The Container Store were among the first to receive Dream BIG scholarships and are taking classes in business, project management, human resources, marketing and finance as they pursue bachelor’s and master’s degrees.

Stephanie Brovender is a senior manager of talent resources at ANN Inc. who’s studying business management. She’s finding that she’s already applying classroom ideas to her everyday work life. “I learned a ton about management style and hiring the right talent. As a new, first-time manager, I was able to apply much of what I learned to managing my new team,” Brovender says. Her advice to future Dream BIG scholars? “Go for it! It’s easy to work it into any schedule and you’ll really enjoy the classes.”

Apple Manager Jonathon Wolheim is working toward a B.S. in Global Leadership. “It’s great to be gaining a deeper perspective on the basis for the numbers that are used to gauge success. This greater awareness has led to higher levels of inspiration and engagement in conversations with my team,” Wolheim says. “Dream BIG is a truly amazing opportunity that doesn’t come along often, and one that stands to make a profoundly positive impact on your life.”

Walmart Pharmacist Christine Liberto is studying for an MBA that will help her combine retail and customer service skills with management and business strategy. “Balancing career and attending school can be very challenging but if you stay motivated and are willing to put in the time and effort it is definitely worthwhile,” Liberto says. “My favorite course so far taught me that taking a positive approach will bring positive change.”

Daniel White, store manager for visual sales at The Container Store, is pursuing an MBA in Marketing. “My organizational leadership class included a 360-degree assessment with feedback from our friends and colleagues. I have had 40 people respond and the comments have been enlightening,” White says. Even the scholarship application process was an opportunity for self-appraisal. “Applying for Dream BIG allowed me to really evaluate what I wanted out of my career and where to focus my energy. The essays gave me time to reflect on how I arrived and who I admire.”

Hear more from last year’s recipients in this video. We’ll award 20 scholarships this year, and all retail employees – in any full-time or part-time position – are eligible. Learn more and make plans to submit your own application by April 8.

We reached out to Macy’s recruiting team to find out. Here are eight ways to make a meaningful “virtual” connection with  recruiters:

Macy’s Manager of College Relations Dara Silverglate at Retail’s BIG Show Student Program

1. Introduce yourself. At our upcoming Virtual Career Fair, candidates will have eight minutes to chat with a recruiter, so each minute is valuable. Taking the initiative to start the conversation is a great way to get a recruiter’s attention.
2. Have your elevator pitch ready. You’ve got 30 seconds to sell yourself in order to land the job of your dreams – what do you say? Start by telling the recruiter who you are, what you do, and exactly why you’re the candidate they should hire. A well-delivered elevator pitch could turn into an elevator ride to your dream job.
3. Plan questions to ask ahead of time. Asking questions is a clear indication of interest. A common mistake job seekers make – both virtually and “in real life” – is not taking the opportunity to ask a potential employer questions about their company and specific roles.
4. Share your skills and interests. Do you have strong math skills? Are you interested in digital retail and e-commerce? Would you like to build your leadership skills? Tell the recruiter! Sharing your strengths and opportunities to grow will allow the recruiter to determine which role in their company is the best fit for you.
5. Research, research, research. Go beyond a company’s corporate website to learn more about a prospective employer. Many retailers – including Macy’s – share career information and advice via their Facebook, Twitter and LinkedIn accounts. The more you know about an employer and the career opportunities they offer, the better.
6. Be passionate, positive and enthusiastic. While you don’t have to end every sentence with an exclamation point, genuinely expressing to a recruiter how excited you are about the chance to connect will go a long way.
7. Keep it professional. Written communication says a lot about your professionalism and experience. Casual abbreviations like LOL, smiley faces and emoticons could be a #dealbreaker.
8. Follow up after the event or interaction. Even if it’s as simple as a “thank you,” say something to seal the deal, and let the recruiter know you valued the opportunity to speak with them. Are you on LinkedIn? Share your contact details and stay connected.

Overall, the best way to successfully connect with a recruiter is to adequately communicate who you are and why you’re the perfect match for a particular company. And, don’t forget to take advantage of virtual interactions by writing out your introduction, elevator pitch and questions in advance.

Want to know if these tips will work? Test them out on April 2 at NRF’s second Virtual Career Fair. A dozen top retailers – Bridgestone, Gordmans, H-E-B, HSN, IKEA, J. C. Penney, Kmart, Macy’s, Neiman Marcus, Nordstrom, Total Wine & More and Walgreens – have signed on to chat with job seekers and hire for summer internships and entry-level positions. Registration is free and open to any student or young professional across the country.

According to the Bureau of Labor Statistics, there were more than 350,000 job openings in the retail industry as of December 2013. To fulfill the need for talent, retail recruiters have taken to online recruiting, exploring new and exciting ways to connect with the modern-day job seeker.

Here’s a breakdown of the top three online channels retailers are using to attract and recruit talent, and the “omnichannel recruiters” doing it right:

Social Media is a fast-growing platform for retail recruiters to not only to find job candidates but to vet them as well. According to a survey performed by Jobvite, “social job seekers” – people who use social networking to look for employment opportunities – are on the rise. Candidates are increasingly turning to LinkedIn (23 percent), Facebook (19 percent), Google+ (16 percent), Instagram (16 percent) and Twitter (13 percent) to learn more about prospective employers.

With more than 300,000 followers, Walmart makes the most of their LinkedIn page. In addition to highlighting open positions, they use the page to  keep applicants informed of company news and initiatives and also showcase stand-out employees. Meanwhile, Macy’s is a prime example of retailers successfully using Twitter to promote career opportunities. Regularly tweeting with @MacysCollege, recruiters connect with millennials by micro-blogging their events and activities during collegiate visits, sharing career advice for young workers and even allowing interns to tweet their personal experiences working for the company from the account.

It's great to see our future interns and former Macy's Magnates on campus! pic.twitter.com/vyEj5swXjJ

— Macy's College (@MacysCollege) February 20, 2014

Blogs have proven to be a “fan favorite” among retailers who want to showcase their company culture and promote the value of their work environments as the importance of companies being the right “fit” for employees continues to grow.

At Benefit Cosmetics, the “Friends with Benefit” blog encourages job seekers to “get to know the personalities behind (the) fun-loving world of makeup” with employee-written posts that detail job roles and functions within the company. The Career Blog by Target provides tips and best practices for job candidates to determine how their skills and passion align with the positions currently available. And you certainly can’t talk about retail bloggers without mentioning The Container Store. Their “What We Stand For” blog is proof of their employee-first culture in action. It’s regularly updated with posts highlighting the advancement of employees, leaders they admire – and, of course, things they stand for like national “We Love Our Employees Day.”

Learn more or register for NRF’s Virtual Career Fair.

Virtual Career Fairs are becoming increasingly popular among retail recruiters seeking to connect with job candidates across the nation without having to spend time or money on travelling. Virtual career fairs allow employers to connect live and one-on-one with hundreds of jobs seekers at one time. As retail recruiters continue to pioneer new ways to reach top talent online, NRF is committed to meeting them half way.

In 2013, NRF hosted an inaugural virtual career fair for students and young professionals that attracted 830 job candidates and 19 retailers. In a post-event survey, 100 percent of recruiters who responded said they would participate in another virtual fair. Given the success of the first event, NRF will host its second virtual career fair on April 2. Macy’s, Nordstrom, Gordman’s and H-E-B have already signed up to participate, and there’s still time for more companies to join.

If your company is seeking high-performing students and young professionals for its training and development programs, internships, or entry-level positions, register for the NRF Virtual Career Fair. The early registration rate expires this Friday, and space is limited, so secure your spot today.

Here are five things you need to know about the Dream BIG scholarship program:

1. The scholarship ISN’T for students. It’s for you.
If you work in retail, you can apply for this scholarship program. You can work in a corporate office, own your own store, work in a distribution center, a store, from your own home or a satellite office. As long as you are employed by a retailer, full-time or part-time, this scholarship is for you. Any level, any position – sales associate, senior director, loss prevention manager, pharmacist, designer, marketing coordinator – just to name a few. Start your application here.

2. It’s competitive.
The applications we got last year were seriously impressive. To apply for Dream BIG you have to submit three essays about your retail career aspirations, why you love retail and your biggest inspiration. You also need a letter of recommendation from someone who works in the retail industry and knows you well. Pulling together a great application takes time. The judges are looking for passion, originality and high quality writing. But if you’re lucky enough to be selected as a recipient you’ll be in great company. Our recipients from 2013 were the brightest and best out of hundreds of applications. You can hear from some of them in this video:

3. It’s a full ride.
We’re not giving you some money toward a degree – we’re giving you a full-tuition scholarship for a bachelor’s or master’s program (including an MBA) with the University of Phoenix. And because of the flexibility of the University of Phoenix programs, you can continue to work and live at home while you study.

4. It’s judged by retail leaders.
CEOs of retail companies and other industry leaders are going to read your essays and find out what your retail career aspirations are and why you love retail. They know their stuff. They’re looking for people they might hire one day, people who have passion and enthusiasm for the industry they love too. This is your opportunity to shine and make a seriously good impression. No pressure.

CEB’s Model of High Performance: Individual Task Performance + Network Performance = Enterprise Contribution

At the last meeting of the Retail Recruiter Network, the Corporate Executive Board presented and shared research on “Selecting High-Quality Hires for Today’s New Work Environment,” and explained that hiring for network fit – versus culture fit – can improve the quality of the hire by 30 percent. Brett Agypt, CEB’s associate director of research, delved into this concept of “network fit” and “network performance” by saying that in today’s work environment, employees – particularly newly hired employees – are increasingly relied on to coordinate and collaborate with people across multiple departments and different functions. An employee’s relationship with their manager is no longer the most important relationship. Silos are breaking down, and employees need to “fit” with their entire network of colleagues.

So, what does it mean to have network fit? CEB describes it as a new kind of high performer: a person with network fit is someone who makes contributions to the organization’s entire enterprise. How do they do that? It is a combination of individual task performance (someone who has a high output of work that is error-free) and network performance (someone who communicates good ideas and helps deliver on a collaborative product). When a new hire excels at their individual task and network performance, you have a high quality hire.

As your company starts thinking about your hiring needs, here are a few questions retailers should ask themselves:

1. Who will be in the new hire’s “network“? According to CEB, more than half of employees regularly work with people outside of their team. Recruiters and hiring managers should work together to identify the formal peers – team members and direct reports – and informal peers – colleagues in other businesses units – for a position. If you anticipate change in this person’s role in the next six months, identify how they will fit with future peers.
2. What competencies should you be hiring for? CEB’s study show that the vast majority (84 percent) of a new hire’s performance is a function of hiring for competencies that complement – and not just conform to – their peers. This means don’t try to replicate your highest performers or duplicate their skill sets. Instead, new hires should have expertise that makes up for what the team lacks.
3. Who should be on the hiring team? Aside from recruiters and hiring managers working together, CEB’s analysis shows including the peer groups in the process can give you a 10 percent better hire. Peers understand how candidates can fit with the broader work environment, so introduce prospect candidates to the people they will work closely with before they are hired.

Sure, it is perfectly OK for a manager to hire someone they want to hang out with after work – but don’t expect this to mean they will also be a high-performer. Managers should prioritize fit with peers and not just themselves. More awareness of the new hire’s fit with their peers’ competencies, values and work preferences means the whole organization will benefit from their contribution.

For information on this topic, visit the CEB site to download infographics and more key findings from this report.

Expect the unexpected. The Bon-Ton Stores President and CEO Brendan Hoffman says that if you want a totally predictable workday, retail is not for you. Flexibility is key. The upside? You’ll get immediate feedback and be able to make instant changes.

Birchbox Co-Founder Katia Beauchamp (left), Destination Maternity CEO Edward Krell, The Bon-Ton Stores President and CEO Brendan Hoffman, and HSNi CEO Mindy Grossman.

Get comfortable with what you don’t know. Birchbox Co-Founder Katia Beauchamp likes to see new hires absorb and learn as much as possible when they first join the company. After that, Beauchamp recommends focusing on delivering great work, then pushing boundaries, thinking bigger and becoming part of the brand’s evolution.

Balance creativity with analytical thinking and hard work. Destination Maternity CEO Edward Krell pointed out that every business has problems to solve and opportunities to grow. No matter what your role in retail, your company needs creative ideas and critical analysis. Beauchamp echoed this approach at Birchbox, where a foundation of data acts as a springboard to discover new ideas.

Seek out forward energy. HSNi CEO Mindy Grossman, the panel’s moderator, encouraged students to find companies with forward momentum, where everyone is growing and learning. The panelists stressed the importance of looking for opportunities to take on responsibility, learn new things and make connections.

Interestingly enough, all of the panelists found themselves in new leadership roles and career transitions during the 2008 financial crisis. Though their career paths are unique and none of them envisioned a career in retail, the panelists were more than qualified to give advice to anyone looking to find fulfilling opportunities in an ever-changing industry.

Four young professionals on stage at the NRF Foundation Student Program were proof of just that. Their advice to attendees wasn’t something that can be learned in the classroom – but wisdom they can carry throughout their professional lives.

Take advantage of development opportunities. Beginning as a footwear intern with HSN in 2009, Zuri Woodard shines today as an associate product merchant. But she was quick to attribute her successful oversight of high profile merchandise brand launches such as Coca-Cola to learning the ropes through the company’s development program. “It enabled me to hit the ground running, giving me the ability to identify who has the answer to help me do my job better,” Woodard said.

Persistence pays off. Alyssa Christian, now a product manager for the Juicy Couture brand at Kohl’s Department Stores, made the most of her internship. She met individually with not only her team members, but everyone who was involved in operations at her store. Her eagerness to learn how everything worked cross-functionally enabled Christian to exceed the expectations of her supervisors. The result: a full-time job offer. “My biggest piece of advice is to ask questions to everyone,” Christian said. After years of success with the Dana Buchman and Rock&Republic brands, Christian was recently moved to lead the misses and girls’ apparel launch for Juicy Couture.

Young retail professionals Vanessa Wesnak (left), Zuri Woodard, Alyssa Christian and Bryant Crews with Jerry O’Brien, Kohl’s Center for Retailing Excellence, University of Wisconsin-Madison.

Embrace your creative and analytical side. Vanessa Wesnak is an associate manager of social media marketing and communities at Urban Outfitters. The role was created as an offshoot of Marketing – because the company embraced the opportunities these platforms created to showcase products in a way that mattered to their customers. Wesnak thinks analytically by meeting marketing deadlines, and creatively crafts messages that bring personality to merchandise. Gratification comes from writing social media copy for a major lifestyle brand and seeing how this engagement can drive sales for a product they are promoting any given day, she said.

Think big – but also think locally. Bryant Crews has been promoted multiple times on his journey to his current role as store manager for DICK’s Sporting Goods near Tampa, FL. His progression professionally can be attributed to recognizing seasonal shopping trends in his community and passing this knowledge on to his bosses. Realizing that the professional baseball season starts sooner in Florida for spring training, Crews advised that his store should have merchandise available and relevant to shoppers at his store. And his supervisors listened.

Young professionals are playing an integral role in retail, impacting important business decisions – from the sales floor and all the way up to the corporate level.