Category: Blog

Tips for efficiently screening CVs

6 Tips for Efficiently Screening CVs

Posted on | by Excel Recruitment

We receive anywhere from 10 to 50 applications per job advertisement. This year in August alone, we received over 4,000 CVs for Grocery roles. Dealing with this volume has made us experts at identifying the best candidates from these applications. Below are some tips for retailers advertising their own jobs and looking for effective ways to review CVs and screen candidates to ultimately find the best fit for their roles.

1. Start with the “No” Pile

It’s almost inevitable that you will receive applications from individuals who aren’t qualified fir the role. Many of our roles attract over 1000 CVs, but only a small percentage of these candidates match the requirements, and even fewer make it to the interview stage. A great way to filter out unqualified candidates is to create a CV checklist of the minimum requirements, such as skills, experience, and eligibility to work. Any CV that doesn’t meet these criteria can go straight into the “No” pile. Those that show potential but don’t meet all the requirements can be placed in the “Maybe” pile, while CVs that fully meet your criteria should go in the “Yes” pile. This process will make the next stage of the selection much easier. Note: For employer branding, it’s important to respond to all applicants who don’t fit your criteria. Send them a polite email thanking them for their interest and informing them that their application has been unsuccessful.

2. Reviewing Resumes of applicants

Next, compile a wish list of skills or attributes you’d like to see and rank them in order of importance. Use this list to compare against the skills on CVs and rank them accordingly. While reviewing, make notes of any specific questions you have about the candidates. This will ensure you’re prepared for the next stage of the process. Keep in mind that many of the traits you value in an employee may not be visible on a CV. Personally, I believe in speaking to as many candidates as possible. Depending on the number of CVs left in the “Yes” and “Maybe” piles, you might decide to skip this step and simply call all the candidates for an initial phone screen.

3. Potential Red Flags to Watch for in CVs

There are certain warning signs that may outweigh a candidate’s skills and experience. While these may be deal-breakers, they are issues you might want to explore further during the interview:

Unexplained Employment Gaps: Some employment gaps may be perfectly logical, but others may raise concerns. In some cases, long career gaps have had more problematic reasons.

Job Hopping: Frequent job changes can indicate ambition, but it may also suggest a lack of commitment. After investing time and effort in the hiring process, it can be frustrating if the employee moves on shortly after starting.

Stagnant Careers: A career without progression in responsibilities or advancement may indicate a lack of drive for professional growth.

4. Checking Applicants Digital Footprint

All our recruiters use LinkedIn to learn more about candidates – so you should too! Visiting an applicant’s LinkedIn profile can provide valuable insights into who they are, the posts they engage with, and the people or organisations they follow. It’s also reassuring to see if their CV matches their LinkedIn profile – surprisingly, discrepancies are common. I’ve seen candidates claim to be store managers on their CVs, but their LinkedIn profile says department or trainee manager. Sometimes, candidates omit roles from their CV that are listed on LinkedIn. Additionally, endorsements ad recommendations from other professionals can act like mini- references or third-party reviews, which are always a bonus!

5. Pre-Screening Candidates Over the Phone

Once you’ve narrowed down your pool, its helpful to pre-screen candidates with a short phone call before inviting them to an interview. This will give you a better sense of their communication skills, humour, listening abilities, and professionalism – qualities that are hard to assess from a CV alone. A typical pre-screening call should last between 15-30 minutes, depending on the role. During this call, ask questions to identify candidates who are a good match for your team, and be sure to give them a clear picture of the job so they can confirm their interest.

Some questions you might ask:

• Is the location accessible for you in the long term?

• Are shift patterns / contracted hours compatible with your current schedule?

• Does the job description align with your skills and interests?

• Is the salary for this position within your acceptable range?

• Why are you searching for a new position?

• What motivated you to apply for this vacancy?

• What are your top three responsibilities in your current or most recent job?

• What do you enjoy most about your current role?

6. Beware of the Current Hiring Market

While this is the last point on my list, it is by no means the least important. Always stay aware of the trends in the current hiring market when filling a vacancy. It can be frustrating to sift through countless CVs without finding a suitable candidate. Even if your organisation is attractive and the opportunity is excellent, there’s always a chance that the perfect candidate simply isn’t on the market at the moment. With this in mind, don’t just aim to hire the ‘dream candidate’. Consider hiring for potential. If a candidate is the right cultural fit, their technical skills can often be improved with on-the-job training. (Or, of course, you could always call your favourite recruiter – wink, wink – and let us find the dream candidate for you!)

For more information call us on 01 814 8747 or email nikki@excelrecruitment.com.

C-Store Awards 2024 Shortlist

2024 C-Store Awards Shortlist

Posted on | by Excel Recruitment

We are excited to reveal the shortlisted nominees for the 2024 Shelflife C-Store Awards!

The ShelfLife C-Store Awards are now in their 23rd year and Excel Recruitment is proud to be a sponsor of such a prestigious event within the convenience retail sector. As usual, the standard of entries is exceptionally high, showcasing the talent, creativity and diligence within convenience retail industry.

This year’s C-Store Awards ceremony takes place on the 21st of November at the Royal Marine Hotel. Congratulations to all of this year’s nominee’s we wish you all the very best of luck.

Check out the list of shortlisted nominees below:

 

Best Forecourt Retailer 2024 (Small) – Sponsored by PCS

Aherne’s Londis, Brittas Road Services, Brittas Road, Thurles, Tipperary

Wallaces Costcutter, Wellingtonbridge Retail Centre, Maudlintown, Wellingtonbridge, Wexford

Applegreen Service Station, Merrion Road, Booterstown, Dublin 4

Daybreak Broomfield, N2 Broomfield, Castleblayney, Monaghan

Nearby Castleblayney, Monaghan Road, Castleblayney, Co Monaghan

Mangans Centra/Texaco Service Station, Dublin Road, Edenderry, Offaly

Clarkes Londis, Oriel, Dublin Road, Dundalk, Louth

Reidy’s Centra, Corgrig, Foynes, Limerick

XL Cloghan Service Station, Ferbane Road, Cloghan, Offaly

Spar Corrib Oil Parkway, Dublin Road, Singland, Limerick

Maxol Killeens, New Line Road, Killeens, Wexford

Costcutter Bansha, Costcutter Bridge Supermarket, Barrack Street, Bansha, Tipperary

Gala Mcguires Of Rosskey, Dromod Road, Knockmacroy, Rooskey, Leitrim

Applegreen Gala, Rakeelean, Ballyconnell, Cavan

 

Best Forecourt Retailer 2024 (Large) – Sponsored by PCS

Skellys TOP/Mace, Virginia Road, Ballyjamesduff, Cavan

Maxol Ballincollig, Main Street, Ballincollig, Cork

Texaco/Centra Pelco, Unit 15C Corporate Park, Ballycoolin, Blanchardstown, Dublin 15

Corrib Oil/SPAR, John Joe Sheehy Road, Cloonalour, Tralee, Kerry

SPAR Bradys, Coolquay, The Ward, Dublin

Lee’s Centra/Applegreen, Garranmore, Pallasgreen, Limerick

Caseys Londis, Caseys Retail Group, New Westport Road, Castlebar, Mayo

O’Briens Costcutter Service Station, Bandon Road Junction, Bishopstown, Cork

Cosgroves Centra Mountain Top, Letterkenny, Donegal

Maxol Filling Station, Dublin Road, Dundalk, Louth

Costcutter N20 Mallow Plaza, Limerick Road, Cork

Donnellans Centra, Loughville, Lahinch Road, Ennis, Clare

Applegreen Enfield West, M4 Enfield Westbound Kilmore, Enfield, Meath

Applegreen Ballymount, M50 Service Area, Ballymount, Dublin 12

 

Best C-Store 2024 (Mini) – Sponsored by Cuisine de France, National Lottery, and Cheez-It

Centra Central Park, Block P Central Park, Leopardstown, Dublin 18

Londis Aughrim, Main Street, Aughrim, Wicklow

Mace Ballycahill, Moneydass, Thurles, Tipperary

Mace Clongriffin, Marrsfield, Clongriffin, Dublin 13

O’Reillys Mace, Strand Road, Laytown, Meath

Mace Beaumont, 12/12a Shantalla Road, Beaumont, Dublin 9

 

Best C-Store 2024 (Small) – Sponsored by Cuisine de France, National Lottery, and Cheez-It

Brodigan’s Londis, Quay Street, Dundalk, Louth

Spar Parkwest, Parkwest Business Plaza, Clondalkin, Dublin 22

Gala Keel, Keel East, Keel, Mayo

Mace, Thomas Street, Limerick

XL New Inn, Ballinasloe, Galway

Mace Sandymount, 24 Sandymount Green, Dublin 4

Daybreak Dungarvan, Youghal Road, Dungarvan, Waterford

 

Best C-Store 2024 (Medium) – Sponsored by Cuisine de France, National Lottery & Cheez-It

SPAR Clancy Quay, The Watchtower, Clancy Quay, Island Bridge, Dublin 8

Londis DCU, DCU, Glasnevin, The Hub, Whitehall, Dublin 9

Scully’s XL, Main Street, Daingean, Offaly

Spar Corrib Oil, 8 Market Street, Listowel, Kerry

Mace, Whitefield Hall, Bettystown, Meath

SPAR Donacarney, Donacarney Village Square, Donacarney, Meath

SPAR Little Island, Eastgate Business Park, Little Island, Cork

O’Reilly’s Centra, 33/35 Johnstown Road, Cabinteely, Dublin

 

Best C-Store 2024 (Large) – Sponsored by Cuisine de France, National Lottery & Cheez-It

SPAR Carpenterstown, Castleknock, Dublin 15

Londis Castleknock, Phoenix Park Way, Phoenix Park Racecourse, Dublin 15

Dillon’s Londis, Fethard-on-Sea, Hook Head, Wexford

Broderick’s SPAR, Main Street, Croom, Co. Limerick

 

Best Food to Go Retailer 2024  – Sponsored by Cuisine de France

Caseys Londis, Caseys Retail Group, New Westport Road, Castlebar, Mayo

Broderick’s SPAR, Main Street, Croom, Limerick

SPAR Clancy Quay, Island Bridge, Dublin 8

MACE Thomas Street, Limerick

Donnellans Centra, Loughville, Ennis, Clare

Applegreen Enfield West, M4 Enfield Westbound Kilmore, Enfield, Meath

Wallaces Costcutter, Wellingtonbridge, Wexford

SPAR Little Island, Eastgate Business Park, Little Island, Cork

Applegreen Ballymount, M50 Service Area, M50 Business Park, Ballymount, Dublin 12

Spar Junction 14, Mayfield, Monasterevin, Kildare

Daybreak Dungarvan, Youghal Road, Dungarvan, Waterford

Texaco/Centra Pelco, Unit 15C Corporate Park, Ballycoolin, Blanchardstown, Dublin 15

Londis Castleknock, Phoenix Park Way, Phoenix Park Racecourse, Castleknock, Dublin 15

Mangans Centra/Texaco Service Station, Dublin Road, Edenderry, Offaly

O’Briens Service Station Costcutter, Bandon Road Junction, Bishopstown, Cork

 

Best Impulse Offering 2024  – Sponsored by Excel Recruitment

Daybreak Dungarvan, Youghal Road, Dungarvan, Waterford

Texaco/Centra Pelco, Unit 15C Corporate Park, Ballycoolin, Blanchardstown, Dublin 15

Londis DCU, DCU, Glasnevin, The Hub, Whitehall, Dublin 9

Spar Little Island, Eastgate Business Park, Little Island, Cork

Daybreak Edgeworthstown, Longford Road, Edgeworthstown, Longford

Spar, The Galway Plaza, Carrowkeel, Kiltullagh, Athenry, Galway

Daybreak Broomfield, N2 Broomfield, Castleblayney, Monaghan

Spar Junction 14, Mayfield, Monasterevin, Kildare

Londis St. James Hospital, The Concourse, St. James Hospital, Dublin 8

Mace Sandymount, 24 Sandymount Green, Dublin 4

Reidy’s Centra, Corgrig, Foynes, Limerick

 

Customer Service 2024 – Sponsored by Smart Bits

Mace Bettystown, Whitefield Hall, Bettystown, Meath

O’Reillys Mace, Strand Road, Laytown, Meath

XL New Inn, New Inn, Ballinasloe, Galway

Dempsey’s Gala, 1 Patrick Street, Portarlington, Laois

Gala Keel, Keel East, Keel, Mayo

Mace Sandymount 24 Sandymount Green, Dublin 4

Centra Central Park, Block P Central Park Leopardstown, Dublin 18

O’Briens Costcutter Service Station, Bandon Road Junction, Bishopstown, Cork

Londis Aughrim, Main Street, Aughrim, Wicklow

Spar Donacarney, Donacarney Village Square, Colpe Road, Donacarney, Meath

Mace Beaumont, 12/12a Shantalla Road, Beaumont, Dublin 9

Reidy’s Centra, Corgrig, Foynes, Limerick

 

Best Fresh & Chilled Department 2024 – Sponsored by Invest NI

SPAR Rathcoole, Main Street, Rathcoole, Dublin

Centra Central Park, Block P Central Park, Leopardstown, Dublin 18

O’Briens Costcutter Service Station, Bandon Road Junction, Bishopstown, Cork

Caseys Londis Caseys Retail Group, New Westport Road, Castlebar, Mayo

Talty Stores (Mace), Lissycasey, Ennis, Clare

Cosgroves Centra, Mountain Top, Letterkenny, Donegal

Reidy’s Centra, Corgrig, Foynes, Limerick

Broderick’s SPAR, Main Street, Croom, Co. Limerick

Spar/Corrib Oil, John Joe Sheehy Road, Cloonalour, Tralee, Kerry

Applegreen Service Station, Merrion Road, Booterstown, Dublin 4

Spar Little Island, Eastgate Business Park, Little Island, Cork

Applegreen Ballymount, M50 Service Area, M50 Business Park, Ballymount, Dublin 12

 

Best Off-Licence Retailer 2024 – Sponsored by Salescare/Toshiba

Caseys Londis Ballina, Circular Road, Ballina, Mayo

Costcutter Dunmanway, Market Square Town Centre, Dunamanway, Cork West

O’Reilly’s Centra, 33/35 Johnstown Road, Cabinteely, Dublin

Spar/Corrib Oil, Market Street, Listowel, Kerry

Mangans Centra/Texaco Service Station, Dublin Road, Edenderry, Offaly

Talty Stores Ltd (Mace), Lissycasey, Clare

Cosgroves Centra, Mountain Top, Letterkenny, Donegal

Reidy’s Centra, Corgrig, Foynes, Limerick

Broderick’s SPAR, Main Street, Croom, Limerick

Londis Castleknock, Phoenix Park Way, Phoenix Park Racecourse, Castleknock, Dublin 15

 

Best News Department 2024 – Sponsored By EM News

Londis Mater Hospital, Level 1, The Mater Hospital, Eccles Street Dublin 17

Londis KCR, Terenure Road West, Dublin 6W

XL Eyre Square, XL, 112 Eyre Square Shopping Centre, Eyre Square, Galway

Scully’s XL, Main Street. Daingean, Offaly

Bradys at Coolquay, Spar, Coolquay, The Ward, Dublin

Nearby Castleblayney, Monaghan Road, Castleblayney, Monaghan

Londis St. James Hospital, The Concourse, St. James Hospital, Dublin 8

Londis Aughrim, Main Street, Aughrim, Wicklow

Broderick’s SPAR, Main Street, Croom, Limerick

Lee’s Centra/Applegreen, Garranmore, Pallasgreen, Limerick

Skellys TOP/ MACE, Ballyjamesduff, Co Cavan

 

Best New C-Store Concept/Offering 2024 – Sponsored by Stocktaking.ie powered by RGIS

Lee’s Centra/Applegreen, Garranmore, Pallasgreen, Limerick

O’Briens Costcutter Service Station, Bandon Road Junction, Bishopstown, Cork

Londis Castleknock, Park Way, Phoenix Park Racecourse, Castleknock, Dublin 15

Applegreen Ballymount, M50 Service Area, M50 Business Park, Ballymount, Dublin 12

Spar Donacarney, Donacarney Village Square, Colpe Road, Donacarney, Meath

Mace Beaumont, 12/122a Shantalla Road, Beaumont, Dublin 9

 

Cuisine de France Best Bakery Section 2024

SPAR Merrion Row

SPAR Carpenterstown

SPAR Longwood

 

Best Staff Development Award 2024 – Sponsored by Bank of Ireland

Lee’s Centra/Circle K Caherconlish, Limerick

Casey’s Londis, Balla, Mayo

Applegreen M4 Enfield, Meath

Lee’s Centra, Pallasgreen, Limerick

Daybreak Dungarvan Co. Waterford

Lee’s Centra/Circle K, Limerick Road, Charleville, Cork

Lee’s Centra/Circle K Caherconlish, Limerick

 

National Lottery Store of the Year 2024

Hoey’s Spar, Moorfield Shopping Centre, Newbridge, Kildare

Nearby Johnstown Shopping Centre, Navan, Meath

Bergin’s Food Fair, Clonmel, Tipperary

Broderick’s Spar, Main Street, Croom, Limerick

Texaco S/S, Bunclody, Wexford

 

Best Community Initiative 2024 – Sponsored by Payzone

Nearby Creeslough, Letterkenny, Donegal

Lee’s Centra/Circle K, Limerick Roadd, Charleville, Cork

Nearby Castleblayney, Monaghan

Doughty’s Mace, Wilkinstown, Navan, Meath

Maxol Dublin Road, Mullagharlin, Dundalk, Louth

Lee’s Centra, Pallasgreen, Limerick

Daybreak Dungarvan, Waterford

Spar, The Crescent, Mulhuddart, Dublin 15

O’Donnells Mace, Crolly Service Station, Donegal

 

Best Protein Section 2024 – Sponsored by Fulfil

Costcutter, N20 Mallow Plaza, Limerick Road, Cork

Mangans Centra/Texaco, Edenderry, Offaly

Londis DCU, DCU Glasnevin, Whitehall, Dublin 9

Centra Central Park, Leopardstown Dublin 18

Centra, 121/122 Capel Street, Dublin 1

Applegreen, M4 Enfield Westbound Kilmore, Enfield, Meath

Spar Bradys at Coolquay, Coolquay, The Ward, Dublin

Spar/Corrib Oil, John Joe Sheehy Road, Cloonalour, Tralee, Kerry

 

Best New Food & Drink Start-Up Award 2024 – Sponsored by Centra

Fierce Mild Non-Alc

Blynk+

 

Best Product 2024 – Sponsored by XL

Deep River Rock

Lost Mary

Cadbury Dairy Milk

Fulfil

Lucozade

Coca Cola

Tayto

Monster

Red Bull

Insomnia

 

Retail Technology Supplier 2024 – Sponsored by Maxol

Almotech

CBE

Kelsius

Leaders

CashGuard

Payzone

PCS

QuestZone

Retail Solutions

Station Master

 

New C-Store Product Launch 2024 – Sponsored by Spar

Chef Spice Bag Ketchup

O’Haras Baker 51 Range

Liquid Death

GetPro

Fit Foods High Protein Pudding

Tayto Mighty Munch

Doritos Flamin’ Hot

Lucozade Celsius

Cheez-It

Avonmore Vitamin & More

 

Best C-Store Wine 2024 – Sponsored by Barry Group/Costcutter/Carry Out

19 Crimes

Campo Viejo

Santa Rita

Dada

Castillero del Diablo

Barefoot

Yellow Tail

Oyster Bay

McGuigan

Blossom Hill

 

Best Supplier 2024 – Sponsored by Gala

Mondelez

Britvic

Suntory

Coca Cola HBC

Aryzta

Tayto Snacks

JTI

Richmond Marketing

Heineken

Aurivo

 

Marketing Campaign 2024 – Sponsored by Mace

Cuisine de France

Tayto

National Lottery

Nordic Spirit

Pepsi

Cadbury

Lucozade

Coca Cola

Guinness 0.0

Propercorn

 

Best Sustainability/Environment Brand 2024 – Sponsored by Nearby

Zeus Packaging

O’Donnells

Coca Cola HBC

Tirlan

Bewleys

Britvic

Deli-Lites

John Player

Nestle

Bunzl

ShelfLife - 30 years of retail recruitment

30 Years of Retail Recruitment

Posted on | by Excel Recruitment

In honour of Shelflife’s 30th year milestone this month our Director of Grocery Retail Recruitment, Nikki Murran, thought it would be fun to reflect on the changes in recruitment over the last three decades.   

When our founder Barry Whelan started recruiting, we had a fax machine, recruiters smoked at their desks and everyone wore a full suit every day, there was no zoom calls, every interview was in person and What’sApp didn’t exist!  

The evolution of technology has obviously had some of the biggest impacts on how we recruit, from how we advertise, how candidates apply and how candidates are referenced to how we communicate between candidates and employers. But there has also been a shift of focus to include soft skills, a heightened awareness on diversity and inclusion, the emergence of employer banding and of course remote working has been added to the mix. 

The market has flipped several times over the last 30 years. If you look back to 1994, the year of Shelflife’s first publication, unemployment was nearly 15%, so jobs were in short supply, with an abundance of candidates on the market. Some notable retailers of the day would have included Crazy Prices, Quinnsworth, St Bernard’s Dunnes Stores and Superquinn. Notably Aldi and Lidl had not yet joined the market.  

By 2001 the unemployment rate has drop as low as 4% where is would stay for the next number of years while Ireland experienced the Celtic Tiger Era. Similar to today’s market, candidates where scarce and many turned away from jobs in the retail sector. Until 2009. By 2009 Ireland was experiencing a recession and unemployment was back to 12% and continued to stay at this level over the following 8 years, peaking in 2013 at nearly 14%. During this era, it was a client driven market with employers once again having ample candidates available for every open job. The last ten years has seen a steady decline in unemployment, bringing us back to today – near perfect unemployment and retailers again shouting out for talent to remain in the industry!  

30 years ago, retailers looking to attract candidates would place an ad in the Irish Independent – on a Thursday – which included an address you could post your CV to and a landline number for more information.  Today we have a multitude of professional online job board forums, as well as a dedicated social media platform in LinkedIn. Mind you, the old process of an “apply within” sign is still holding firm! I guess some things don’t change after all.  Radio Ads also went through a phase in the early 2000’s but later died out too.  

One of the more amusing trends I have noticed over the last decade is how candidates present themselves for interview.  As recent as 10 years ago, every candidate wore a full suit, and every man wore a tie to an interview. This was a given, even for trainee managers or apprentice butchers and bakers coming straight from school – they borrowed a suit if they didn’t have one. Today, more and more candidates show up in much more casual attire – sometimes too casual. Fashion retailers no longer wear suits, but dress to match the brand they represent, junior candidates believe a pair of jeans and their best runners is a full effort and whilst some still wear suits, it appears ties are mostly a thing of the past!  

Over the last 15 years, as the unemployment figures have come down, candidate’s behaviours have shifted substantially, nearly directly in line with the unemployment trend. The market is now full of passive candidates, rather than active. With the emergence of CV databases like Indeed and LinkedIn, increasing numbers of candidates have an expectation of being approached or headhunted, rather than compiling a CV and submitting it. With the acceptance of online interviewing, there is now a reluctance to travel too far for interviews. Whereas go back even 12 years and I don’t ever recall a candidate refusing to come to Dublin to meet me, weather they were travelling from Donegal or Cork, regardless if the job was for Deli Supervisor or Store Manager, they came, no questions asked. 

There has also been more unsavoury candidate behaviour – many retailers have plenty of stories of no-show interviews, counter offered candidates and new starters leaving after a week. At the risk of sounding old, these things didn’t happen when I worked in retail – or certainly not to the extent of today’s candidates. It’s hard to know if it’s an era thing or reflective of today’s economy or perhaps both?  

I’ve enjoyed watching the changes by clients over the years as they have moved from a wish lists for potential candidates which included all hard skills to a much broader wish lists, which now, nearly always, include softer skills. Most roles I had registered when I started recruitment cited things like – experience with store ordering, stock takes, floor standards, newspaper returns etc. Now, skills such as having an ability to lead people, bring their team in on the journey and increase customer engagement are much higher on the priority list. The best retailers have gone from being excellent managers to outstanding leaders instead.  

And finally – formality – the whole level of formality has changed – we have gone from cover letters addressed to “Dear Sir” 30 years ago, to today’s world of Text and What’sApps!  

I wonder what the next 30 years will look like!  

For more information call us on 01 814 8747 or email nikki@excelrecruitment.com. You can view all of our live jobs here.

Expert Tips for Hospitality Businesses Preparing for Award Judging

Expert Tips for Hospitality Businesses Preparing for Award Judging

Posted on | by Excel Recruitment

With the great array of award ceremonies now occurring within the Irish hospitality industry, our team at Excel thought it would be valuable to share some tips on how businesses can best prepare for judging. Our team come from backgrounds such as chefs, bar managers, contract catering area managers, and various other hospitality professionals, giving us a wealth of industry experience that positions us well for judging these awards on a nationwide level.

For many years, our senior team has been involved in judging bars, hotels, restaurants, and contract catering facilities for numerous award ceremonies across the island of Ireland. So, we asked some of our team members to share their top tips for those entering these awards. Given the strong quality across the board, the need to stand out is important.

Top tips for entering industry awards:

1. Inform your staff: Ensure all staff members are aware that your business is participating in the awards. They should treat every customer as if they were a judge or VIP. From the moment the awards open until the closing date, guarantee all customers receive fantastic service. Often, when a judge submits their waiver form at the end of their visit, staff members are unaware that their property has even been entered for an of the award and that a judge will visit.

2. Engage with the judge: After the judge has handed in the waiver form, take the opportunity to interact with them. Ask for feedback on their experience and learn from their insights as an independent industry professional.

3. Update your information: Check when doing your submission that the opening times and menu offerings advertised on your website are accurate and relevant during the judging period. This consistency will help judges accurately assess your establishment.

4. Showcase your business: Don’t be afraid to engage with the judge and talk about your business. Highlight areas they may not have seen and give them the opportunity to have a look at these areas and discuss your past successes and future plans. Judges will appreciate your enthusiasm and the opportunity to get a comprehensive view of your business.

5. Enter all relevant categories: Make sure you’re entering all the relevant and correct categories for your property. For example, if you offer bar food, enter the bar food category, don’t fall into trap of entering a gastro category if not relevant for your premises. Additionally, if there are specific areas where you excel, such as a great breakfast offering or spa attraction, ensure you enter those categories. Judges can only assess the categories you have entered, so don’t miss out.

6. Impress your visiting judge: The judges’ visit on the day creates the overall score for your property; however, that is not the entire judging process for the category you have entered. All judges come together to deliberate for the overall winner, so it’s crucial to make a strong impression on your visiting judge. Which is particularly important when the judges convene to discuss and defend their choices.

7. Utilise judges’ feedback: Even if you’re not lucky enough to win on the night with the steep competition, review your feedback and the judges’ comments. Feel free to ask for additional feedback; judges are usually happy to provide extra thoughts and advice. This can be invaluable for improving your business and preparing for future awards.

By following these tips, your business can better prepare for the award judging process, stand out amongst your competitors, and make the most of the opportunity to showcase your excellence in the hospitality industry. For more expert advice or help with your staffing needs, reach out to our team at info@excelrecruitment.com or call us on 01 871 7676.

AI vs Human

AI vs Human Customer Service

Posted on | by Excel Recruitment

In today’s fast-paced retail environment, the battle between AI and human customer service is often framed as an either-or scenario. But our Director of Fashion and Non-Food Retail, Aislinn Lea, says the real magic happens when these two forces work in tandem.

The rise of AI

Artificial intelligence, with its ability to mimic human cognitive processes, has revolutionised the retail industry. AI systems handle large volumes of data quickly and efficiently providing rapid responses to routine customer queries and identifying patterns that might go unnoticed by human agents. Tools like: AI chatbots and virtual assistants are already a staple in many retail businesses, offering 24/7 support and consistent, accurate answers to frequently asked questions. Implementing self-checkout tills is a clear example of how automation can change the retail landscape. Designed to improve efficiency and reduce costs, self-check-out systems allow customers to scan and bag their own items, supposedly speeding up the shopping process. However, this technology often falls short of expectations, where shoppers frequently encounter malfunctioning machines that require human assistance, leading to frustration and longer wait times.

Is human touch replaceable?

Despite AI’s impressive capabilities, human intelligence brings something that AI cannot sympathy, critical thinking, and nuanced judgment. These qualities are crucial when dealing with complex customer issues that require a deeper understanding and a personal touch. Take for example, a high-end fashion boutique. A customer walks in looking for the perfect outfit for a special occasion but is unsure where to start. AI might provide suggestions based on previous purchases or current trends, but it cannot match the personalised experience offered by a seasoned sales associate. The human agent can read the customer’s body language, ask probing questions and offer heartfelt advice, creating a shopping experience that feels both unique and memorable.

The challenges of AI

AI chat bots can significantly enhance customer service but can be frustrating if not well trained. “AI is only as good as its training model” Aislinn emphasises. Executives must align AI investments with costumer needs, understand online enquiry preferences and balance self-checkout versus traditional interactions. Retailers face a trade-off between self-checkout cost savings and the need for customer interaction and theft prevention. The true advantage lies in freeing staff from tills to assist customers directly on the floor, creating a more humanised approach. As AI models improve with human guidance, customer experiences will continue to enhance.

Striking the right balance

The key to successful customer service in the retail industry lies in finding the perfect balance between AI and employees. AI excels in handling high volume, routine tasks with speed and precision, allowing human agents to focus on customer service’s intricate, emotionally charged aspects. When AI  is used correctly, it allows employees to provide a level of service that is both efficient and deeply personalised. The goal is not to replace humans with AI but to empower them to create an even better customer experience. As the retail industry evolves, AI and human intelligence collaboration will become increasingly important. Businesses that embrace this partnership will be better equipped to meet the diverse needs of their customers, offering a seamless blend of efficiency and personalised assistance. While AI has undoubtedly transformed the landscape of traditional customer service, the human touch remains irreplaceable. The best outcomes are achieved not by choosing between AI and humans but by combining their strengths to create something truly remarkable.

If you need assistance with retail recruitment solutions, please contact Aislinn Lea at aislinn@excelrecruitment.com

Generational Classification Recruitment Strategy

Generational Classification Recruitment Strategy

Posted on | by Excel Recruitment

The algorithm on my Instagram knows that I enjoy watching those little reels where they compare certain aspects of people’s lives depending on their Generational classification. You know the ones – Millennials pick up the imaginary phone as though it’s an old-fashioned handset, whereas Gen Z’s swipe across their fictional smartphone screen? 

Lately, though, I have been watching more and more skits about Gen X and Gen Z versus Millennials in the workplace and interview scenarios, and whilst some are hilarious – some ring a little too close for comfort!  

I’m not sure when I started noting my candidate’s generation – not their age you understand, but whether they fall into a Gen X, Millennial or Gen Z category, but it has certainly become another tool I use when gaining insights into a candidate’s motivations – a tool I have found particularly helpful in fact.   

Now I am not one to cast blanket stereotypes, but I do see certain trends across each generation – each has their own set of values they use to determine if a new company or role is the right fit for them. Ultimately, each individual will have their own preferences, but by understanding more about candidates from seventeen to seventy it allows us to understand how to better attract all of them to our retail roles!  

Baby Boomers (1946-1964) are generally the most experienced candidates on the market. They bring a wealth of knowledge, experience and stability to any store.  Boomers have a reputation for having an incredible work ethic and loyalty. I often notice on many of their CVs they have lovely longevity with their employers, but this can show me that they are slow to leave their current job, so may be harder to attract.  

Boomers tend to value stability and tangible benefits like a steady salary, healthcare, and pension. They tend to look for roles where there is a clear structure, and often they prefer cultures with more formalized processes and where face-to-face communication is the most commonly used channel.  

If your candidate is a boomer, your best chance of securing them is an in-person meeting, where you go through the package, run through some of the company structure and processes, and perhaps a quick meet and greet with some of your long-standing store staff as they are leaving the interview. This process should line up well with their values.   

Generation X (1965-1980) are usually fantastically resilient and pragmatic. This generation tends to be known for their independence and ability to work independently. It usually follows so, that they lean into roles where they can have a level of autonomy and responsibility.  

Gen X often presents as valuing career growth and development opportunities and will seek out roles where there are clear progression paths outlined for them. They are happy working in a tech-savvy space and expect their role to be supported by modern technology. They also have a high value placed on work-life balance, flexibility and family-friendly supports.  

If your candidate is a Gen X, your best approach is to spend some time-sharing success stories from your current staff and their career trajectory. You should also outline the level of responsibility in the role and how that responsibility could have the chance to grow with time. I would also recommend highlighting any flexibility the contract offers, such as weekends or evenings off or going through the potential shift pattern.  

Millennials (1981-1996) tend to prioritize meaningful work, and really seek out companies and cultures that align with their own values. They are often classified as being highly ambitious, not just for their own career but for any project they are responsible for. They have also a reputation for working well collaboratively.  

Millennials expect seamless digital experiences in their jobs, and support from their employer to avail of continuous learning and upskilling throughout their career. Millennials usually expect their company to have a strong moral compass, a solid culture and be socially responsible. Millennials tend to appreciate feedback, recognition and acknowledgment on an ongoing basis.  

When engaging with a Millennial candidate I would certainly look for opportunities to showcase your company’s culture, and ideally discuss any mentorship programmes where they would get ongoing feedback on their work. Millennials, like Gen X, tend to appreciate flexibility, so it might be a good idea to touch on this in interview stage here also.  

Generation Z (1996 – 2012) are our most recent entrants into the market. The tend to be more adaptable than other generations when it comes to new technology, new systems and new ways of work and are thought to be the most creative of the generations.  

Gen Z candidates generally look for more freedom to allow them to be innovative and like to be given the opportunity to multi-task. They often place enormous value on a company’s contribution to society, and their openness to diversity and inclusiveness. Gen Zs tend to lean into social media where possible and respond positively to companies with a positive social media presence. They also, often seek roles where rapid career progression is available and mentorship is offered.  

For a Gen Z candidate, you might find success through a company introduction which outlines your company’s inclusiveness, diverseness and corporate responsibility. When explain the role it would be worthwhile highlighting any opportunities for creativity such as displays, or perhaps links to social media, such as running the store’s Facebook or Instagram page.  

Some final pointers to note:

Whilst some of this categorization may prove useful, it is imperative not to allow stereotypes to determine your hiring process. Plenty of candidates I have met do not align at all with their generation as they are shaped, for example, by their parents’ values instead of their peers. 

From assessing each of these generations, it’s clear that there are some common themes worth outlining in all your interviews as they seem to cross all today’s candidates.  All groups placed a high value on flexibility, all cited continuous learning and career growth as an important value and, regardless of generation, a company’s inclusiveness and diversity has become more of a factor as candidates consider their options in today’s market.  

For more information call us on 01 814 8747 or email nikki@excelrecruitment.com.

how to attract the best retail candidates

How we attract the best candidates to our retail roles

Posted on | by Excel Recruitment

Recruiting the best candidates for retail roles is essential for the success of any retail business. Having the right team in place can make a significant difference in customer satisfaction, sales, and overall store performance. Below is a guide that you may find helpful to structure your recruitment process in order to attract and hire top-notch talent for your retail positions.

Write Your Job Spec 

Creating a comprehensive job specification is the first step in attracting the right candidates. It ensures that both you and the candidates share the same expectations about the position. Your job spec should include the job title, general duties, day-to-day responsibilities, a brief company overview outlining your company’s culture and values, job location, and working hours, including likely shift patterns and contracted hours. Including these elements ensures candidates have a clear understanding of what the role involves and whether it aligns with their expectations and career goals. 

List Your Must-Have Skills and Attributes 

Identifying the essential skills and attributes for the role is critical. These should be based on the duties listed in your job spec and the characteristics of successful past hires. Some examples of “Must have” skills might include the ability to work certain shift, a particular visa, command of the English language and some customer-facing experience. Your “would like to have” attributes could range from previous experience in a deli or food retail store to experience using a particular POS system, or leadership potential.  

Compile Your Questions to Reflect Your Desired Attributes 

To effectively assess candidates, develop a set of questions that reflect the skills and attributes you are looking for. For example, if Customer Service Skills is high on your must-have list perhaps you include a question such as  “Can you describe a time when you turned a dissatisfied customer into a happy one?”. You can choose the skills that are most valued by you and compose a question on each topic.  By scoring each answer, you can objectively compare candidates and ensure you are making the best hiring decision. 

Prepare Your Pitch 

The interview is a two-way process.  While an interview is an important opportunity for you to fully screen candidates, it’s equally important to sell the role and your company to them. The second half of the interview should involve: 

→ Detailed Role Explanation: Clearly explain what the job entails, including tasks, responsibilities, and expectations. 

→ Benefits and Opportunities: Highlight the benefits of working with your company, such as employee discounts, health benefits, training programs, and career progression opportunities. 

→ Success Stories: Share examples of employees who have thrived in your company, demonstrating the potential for growth and success. 

This not only gives candidates a clear picture of what to expect but also gives you the chance to portray your company as an attractive place to work.  

Reply to Each Candidate Promptly 

Prompt communication is crucial. Whether you are offering the job, rejecting a candidate, or inviting them for a second interview, timely responses are essential. News travels fast, and a local store that doesn’t respond to applications or inform candidates of their status after an interview will likely see a drop in applications as word spreads. Additionally, as a retailer recently pointed out to me, these job seekers are often our customers first. Therefore, it’s crucial to protect the store’s reputation, regardless of the interview outcome! Clear and respectful communication enhances your company’s reputation and ensures candidates are not left in limbo. 

Job Offer 

When making a job offer, be enthusiastic and positive. Outline all benefits, big or small, to show the full value of the offer. Follow up verbal offers with a detailed written offer letter which includes; job details, salary, all immediate or long-term benefits, acceptance deadline, start date, and next steps.  

Call for Backup 

For junior roles, having a second opinion in the same interview can be beneficial. For more senior roles, conducting a second interview with another interviewer helps ensure a well-rounded assessment of the candidate. 

Trust Your Gut 

While structured interviews and scoring matter, trusting your gut is important too. If a candidate feels like a great cultural fit and matches your company values, that’s a strong sign they are right for you!  

For more information call us on 01 814 8747 or email nikki@excelrecruitment.com.

Future Proof Training New Bar Skills Training Course

New Bar Skills Training Course for the Hospitality Industry

Posted on | by Excel Recruitment

Our sister company, Future Proof Training, is excited to announce their enhanced and comprehensive Bar Skills Training course, designed specifically to suit the hospitality industry. This program aims to elevate the standard of bar service, ensuring that hotel staff are not only friendly and competent but also highly skilled and attentive in what they do.

The training encompasses critical areas such as policies & procedures, allergens & ingredients, and hand & personal hygiene, ensuring adherence to industry standards and safety protocols. In addition to theoretical knowledge, the program includes practical skills like drink table service, ideal for enhancing wine service during dinners and events. Subsequently, the bar training course prepares staff for special occasions such as weddings and large gatherings. Mastering beverage service is essential for any and all occasions taking place in hotels, and the training covers practical fundamentals such as:

→ How to pour the perfect pint

→ Changing a keg and managing the fob

→ Learning how to do shorts, mixers preparation, and cocktails

→ Learning how to use multiple dispense units and much more

This course also addresses modern transactional needs with training on cash/cashless systems and tap/cash operations, ensuring smooth and efficient transactions. The training is conducted over a full day duration – simply pick the date that suits your team best to attend and the Future Proof Training team will do the rest.

In addition to bar skills training, they also offer comprehensive manual handling and HACCP training. These courses are designed to ensure that hotel staff are well-versed in essential safety protocols and food handling practices. By equipping your team with these skills, hotels can significantly reduce the risk of workplace injuries and ensure compliance with food safety regulations, ultimately leading to a safer and more efficient working environment.

Commenting on the announcement, Sharon Kavanagh, Future Proof Training Manager said, “These courses are fantastic for anyone in the hospitality industry. It makes life so much easier for hotel management by providing thorough and practical training for their staff. It’s also a great step towards enhancing the overall guest experience and maintaining high standards in service at all times.”

Get in touch with Sharon Kavanagh to enquire about training on 087 438 1084 or email Sharon at sharon.k@excelrecruitment.com! Spots fill up quickly, so act fast to secure your booking.

Recruitment Agency

Top reasons why you should use a recruitment agency

Posted on | by Excel Recruitment

Getting the best from a recruitment agency! Our Director of Grocery Retail Recruitment, Nikki Murran, shares her top reasons on why you should engage with a recruitment agency, instead of going it alone. 

I wrote an article last year listing the benefits of using a recruitment agency when adding to your retail team. A shameless plug you ask? Perhaps, but also, good information to know when you are deciding whether to engage with an agency or go it alone. 

Whilst the benefits are numerous, ranging from expert industry advice and employer branding, to access to wider talent pools and better value for money, some retailers have told me they are still hesitant to reach out to recruiters for support as they are unsure of the process or how best to proceed when dealing with a professional recruiter. So, this month, I have put together some information about how the recruitment process works and some tips to follow when you are using a recruitment agency.  

Look for experts specific to your industry – your regional manager or support office will usually offer recommendations. You want to make sure you are using a recruiter that understands the vacancies you have, the market and location you are recruiting for. They should also be open and honest about the climate of the current job market. A good recruiter should give you feedback about packages being offered by competitors for similar roles, give you a salary guide for your role in the market, and also be willing to work within the budgets that you have rather than push you into a salary band that isn’t feasible for your store. 

Agree terms – be sure to ask your recruiter about the costs involved, when they are due, and what sort of policy is in place for candidates who leave. Your recruiter should be transparent with all this information from the outset.  

Information is king – Share as much information as you can about the business, your store, your team, the role, the package, and the benefits on offer. This allows your recruiter to upsell your business to the best candidates on the market. The more information you give them, the more attractive your job becomes to prospective employees.  

Wish list – Be sure to provide your recruiter with a detailed wish list of the sort of candidate you require. Include everything from culture and soft skills that are important in your store to ideal systems you would like them to have used previously. It’s also worth ranking items on your “wish list.” 

Keep an open mind. I always explain to my retailers, any candidate I send you should be able to DO the job. By the time we have screened them, we are sure they are all capable so at this point it should just come down to “fit”, which means at the end of an interview day with my candidates you should feel like any of them could potential do the job, but you will likely have a preference for who you think will work best alongside you, your team and your customer base. Some CVs may look stronger than others, but by trusting your recruiter to understand your role, and meeting all of their candidates you will get a broader picture of the market and often times a candidate who doesn’t “jump out” from a CV – will have an X factor that you can only discover after an interview. There is a reason we put each candidate forward!  

Feedback, feedback, feedback. The more feedback you provide, the better partnership you can form with your recruiter. It’s the best way for them to understand what a great candidate looks like to you. Many of my clients register jobs and just ask me to put forward the 1 or 2 best candidates as they trust I know what they want.   

Partnership approach, look to your recruiter as one of your business partners. Most of our clients have been with us for over ten years and come to us for advice, a snapshot of the current market, feedback on the knock-on effects of new legislation, or to hear what other retailers are doing to combat shortages in the market – we can be a great business partner and the more we understand your business the more support we can offer.  

Communication: regardless of how your recruitment process is going communication is always key. By keeping in touch with your recruiter during the process you can make sure they are keeping your role active and adjusting your wish list as your business needs change  

Haste: most good recruiters are able to react swiftly to your recruitment requests. In the Grocery and wider retail market, this is especially important. Be sure to agree on a timeline from the outset with your recruiter. They should outline when you should expect the first CVs and, from there, when the first interviews should be expected. In today’s market, it’s imperative that you move through the process promptly or you risk losing candidates.  

Hopefully, this helps with your next hire! For more information call us on 01 814 8747 or email nikki@excelrecruitment.com. 

referee

The Do’s & Don’ts to consider before choosing your referee for your CV

Posted on | by Excel Recruitment

Who you choose as a referee could put your job offer in jeopardy. Our Director of Grocery Retail Recruitment, Nikki Murran, outlines the Do’s and Don’ts to take into consideration before you give your prospective employer contact information of who you decide to speak on your behalf. 

Before my life as a recruiter, I worked in retail as an Area Manager for one of the large discounters for over five years. This week I received a phone call asking for a reference for a Store Manager who worked in my district 15 years ago. Whilst I remember him well, and fondly, I did wonder if I was the best person to give this reference all this time later. I know I would not like to be measured now by the 15 year ago version of me! My management style has evolved, my emotional intelligence has been fine-tuned and I am a lot less easy to overwhelm!  

It got me thinking of some Do’s and Don’ts when it comes to reference checking that I could share this month.  

Do be honest – starting with your CV. Make sure your CV is accurate, including dates and titles. Don’t be tempted to exaggerate or overstate – it will come out, if not during the interview or reference stage then certainly when you start your new job! Most employers appreciate honesty and would much prefer to invest in training to cover any skills gaps rather than a candidate trying to blag their way through an interview for a role they are not ready for. Dishonesty is usually easy to detect and will lead to immediate rejection from an interview process.  

Don’t give referees whom you did not report to. I can’t count the number of times candidates have supplied a colleague’s details rather than their line manager – whilst this is usually done without malice it comes across as otherwise. Consider which of your references can best discuss the traits and qualities you possess that directly relate to the job you are applying for. 

Do make your ex-employer aware you are providing their details and that they are comfortable speaking on your behalf. For example, I remember talking to a referee who didn’t remember the candidate and another who was shocked to have been used as they had finished up on awful terms. Before you submit a reference list to a prospective employer, it’s a good idea to contact each and give them an update on your recent career and the role you are applying for. For example, if you are applying for a job that involves a strong focus on fresh foods you could highlight this and remind your reference of some relevant success you had in their business. This is likely to make for more engaged referees willing to speak on your behalf.  

Do make sure your referees are contactable! It goes without saying, but if you haven’t flagged to your referee to expect a call they may not answer or return in a timely manner putting your job offer in jeopardy! Make it easy for an employer to speak to your references by providing clear contact information for each individual, including the person’s name, phone number and e-mail address. You might even note the best time of day to reach him or her. 

So what about Do’s and Don’ts when you are the one conducting references on a prospective employee? As a recruitment agency, we always carry out thorough reference checks on all our candidates, but what about when you are recruiting directly? Our advice here is to make sure when contacting a referee, you have a list of questions ready that are relevant to the role the candidate is being considered for. For example – are they reliable, trustworthy, good with customers etc.  

You should highlight the role the candidate is being considered for as well as a quick update of where they have worked since they left the referee’s employ. This will give them a better framework to base the reference around. 

We also always ask if they would recommend them for re-employment. It requires a definite response so it usually gives a fairly direct assessment of their opinion of the candidate!  

Finally, it’s also always worthwhile to determine why a candidate left their previous role as it can give some understanding of what motivates or de-motivates them.  

For more information call us on 01 814 8747 or email nikki@excelrecruitment.com. You can view all of our live jobs here.