In retail and supply-chain hiring, application speed and clarity decide outcomes. Matching skills to Target Jobs and Career Opportunities and submitting a clean Workday application puts your profile in front of recruiters without delays.
Roles span stores, distribution, and corporate teams, backed by defined training paths and a standardized candidate journey. Current details below reflect Target’s official hiring process, benefits pages, and job descriptions.
Role Types and Where They Sit
Large stores rely on guest-facing and operations roles that keep shelves stocked and service lines moving.
Cashier and Guest Advocate positions emphasize payment handling, returns, and problem solving during peak periods.
Sales Floor and General Merchandise roles focus on zoning, restocking, and item location support using handheld devices. Fulfillment Experts pick and pack digital orders for Drive Up and delivery, often coordinating closely with inbound teams.
Centers
Distribution centers power replenishment and next-day delivery promises, with Warehouse Associate, Inbound Expert, and Overnight Stocking positions handling pallet moves, scanning, and load accuracy.
Several postings specify equipment use and early-morning or overnight schedules that require reliability under time pressure.
Corporate teams cover software engineering, HR, finance, and marketing, supporting store technology, workforce planning, and brand campaigns from office hubs. Target publicly lists 1,989 U.S. stores, 66 supply chain facilities, and “400k+” team members, signaling large internal mobility once hired.
Requirements That Commonly Apply
Most store roles consider candidates at 16+, while many equipment-intensive, overnight, or fulfillment postings explicitly require 18+.
Distribution and inbound job pages frequently state “must be at least 18 years of age,” so confirm each listing’s age line before applying. Expect standard right-to-work checks and a background screening after an offer, triggered through the Workday Candidate Home.
Skills that consistently help include open availability, clear communication, guest service, and comfort with handheld devices. Bilingual ability, time management, and teamwork examples translate well across store and supply-chain postings.
How to Apply on Workday
A clean, complete application speeds recruiter review and interview scheduling. The steps below summarize Target’s official Target application process, including what happens once an offer is issued.
The company runs applications through Workday, allows manual entry, resume upload, or LinkedIn autofill, and may include brief skills assessments.
Offers and pre-hire tasks are issued inside the Workday Candidate Home, where you’ll acknowledge documents and launch screenings.
| Step | What to do | Where it happens | What Target sees |
| Search & select | Filter by location, department, and schedule; open the job page. | Target careers website | Role match and basic fit |
| Create or sign in | Set credentials, then start a new application. | Workday | Candidate profile is created |
| Fill details | Autofill from resume or LinkedIn, then confirm work history and availability. | Workday | Completed application packet |
| Submit & watch inbox | Look for recruiter emails or portal updates about next steps. | Email + Candidate Home | Routing to recruiting team |
| Offer & pre-hire | Review offer letter, acknowledge, and complete screening tasks. | Candidate Home | Status moves to onboarding |
Target’s official pages confirm Workday intake options (manual entry, resume upload, previous application reuse, LinkedIn autofill) and that pre-hire screening and offer acknowledgment occur in Candidate Home.
What Happens After Submission
Applications move to a recruiting queue for review and potential outreach. Messages may arrive by email only, or a recruiter may call to outline the team and schedule.
Interviews can be phone, virtual, in-person, or recorded video; Target’s guide notes recorded sessions typically run about 30 minutes with timed responses. STAR formatting, Situation, Task, Action, Result, keeps answers structured and comparable for hiring panels.
Internal candidates route through the Workday Career Hub and are reminded to apply only via the internal careers site and attach a Talent Card. Aligning with a current leader remains the advised first step for internal mobility.
Interview Prep That Signals Readiness
Strong preparation highlights reliability and guest focus while staying concise under timed prompts. Aim for clear examples, measured pacing, and availability that covers weekends and closing blocks.
- Build five STAR stories covering guest rescue, conflict de-escalation, multitasking, tech use, and teamwork.
- Rehearse a 60-second “why Target” answer that references service, pace, and learning culture.
- Confirm devices and lighting before recorded interviews; treat timeboxes like mini-presentations.
- Calibrate attire to business casual for store roles; carry printed resumes for in-person rounds.
- Prepare one question per interviewer about training, scheduling, and performance expectations.
Offer, Screening, and Day-One Onboarding
Successful candidates receive an email directing them to open the Workday offer letter, accept terms, and launch pre-employment screening tasks.
Several artifacts and help notes show the background check running through a vendor link surfaced inside Candidate Home, with orientation details included after clearance. Store reports and templates indicate that employment can remain contingent on completion if county searches lag.
Onboarding begins with Target Welcome orientation, followed by safety, compliance, and role-specific training. Teams pair new hires with a trainer or mentor, then schedule the first week to align coverage with traffic peaks.
Pay, Scheduling, and Benefits
As of October 2025, Target’s stated entry wage framework remains a market-based range of $15–$24 per hour, originally announced in 2022 and reiterated by multiple industry summaries.
Benefits pages outline medical, dental, and vision coverage for eligible team members, plus 24/7 virtual care, store discounts, retirement plans, paid time off, and a well-publicized education assistance program called Dream to Be.
Eligibility varies by role and hours, so confirm the plan grid linked from job postings.
Tips That Improve Selection Odds
Competitive stores move quickly during seasonal waves and promotional events. Tight alignment to listing keywords and schedule flexibility raises the callback rate.
- Mirror keywords from the job description, especially tech tools, service expectations, and shift windows.
- Keep Target Workday login alerts enabled; respond to interview slots and tasks the same day.
- Ask for a team-member referral to attach context to your application within the same location.
- Expand reach using nearby stores and distribution facilities to widen interview volume.
- Update resumes with quantified outcomes, such as items per hour, queue times, or recovery tasks.
FAQs for Target Candidates
A short primer clarifies common sticking points around eligibility, interviews, and next steps. Use it to make fast decisions during high-volume hiring windows.
- Can applications go to several stores at once?
Yes, submitting to multiple stores and roles increases interview chances, particularly when availability spans evenings and weekends across nearby ZIP codes. Maintain separate tailored resumes to match duties and schedule patterns. - What is Target hiring age across roles?
Store roles commonly start at 16, while many inbound, fulfillment, and overnight postings require 18 due to equipment and hours. Distribution center FAQs and job pages reinforce the 18+ requirement consistently. - How are Target interview questions usually structured?
Behavioral prompts dominate, and recorded interviews are timed; prepare STAR summaries that demonstrate guest rescue, prioritization, and learning agility within one minute each. - What happens during the Target background check?
After offer acknowledgment in Candidate Home, the screening vendor link appears as a task; completion timing can depend on county record availability, and employment remains contingent until checks clear.
Conclusion
Clean applications, prompt responses, and availability matching peak traffic convert interest into offers. Keep an eye on Workday for tasks, answer recorded prompts with tight STAR stories, and confirm schedule flexibility for nights, weekends, and holidays.
Benefits, training, and internal mobility provide clear growth paths once on the team. Target’s site lists “400k+” team members and nearly two thousand U.S. stores, indicating ongoing scale despite market cycles.
