Category: Blog

What is a Merchandise Planner?

Posted on | by Aisling Rafferty

There is a surplus of jobs to candidates as the demand for Merchandise Planners is higher than ever. A Merchandise Planner is a highly skilled and niche job, that offer well-paid and rewarding career paths. Establishing a career as a Merchandise Planner affords you the opportunity to be immersed in a competitive and progressive industry. Merchandise Planners are imperative to the functionality of the Fashion Industry. Their premise in a company or organisation is to ensure that the logistics in place drive profit. They are highly numerical, data driven, deciphering highly complex reports and quantitative figures and determining business based decisions on all of these facets. Another noteworthy point is the confusion between Visual Merchandisers and Merchandise Planners which we recently covered here.

Merchandise Planners have an enviable skill set. There is often misconception that to work in fashion you must be predominately creative. Merchandise Planners think and solve. They are commercially minded and analytical. While Retailers needs creativity, they also need profit and that is driven and determined by a Merchandise Planner. They will ensure that stock is in the right place at the right time. They will be astute and apace with cultural trends and demographics. They can determine in advance what stock will be needed and where it will sell best.

A store located in a young, urban and creative city will sell alternative stock than a rural location with a median population that is considerable older. The Merchandise Planner will ensure that the correct type and quantities of stock are in place in both locations to optimise sales and profit.

Merchandise Planners are high in demand. They have an amalgamation of many skills and are rewarded with competitive salaries and benefits, some which include.

  • Constant job openings with the biggest retailers, all year round
  • Paid travel and mileage
  • Being appreciated for their niche expertise
  • Broad career path and numerous choices
  • Attractive salary scale

What you need to become a Merchandise Planner

Third Level Preferred.
Degree Type Ideally within Business, Supply Chain and/or Finance
Key Skills Analytics ability, Reporting, Data analysis and proficiency, ordering systems, advanced Microsoft Office especially Excel, Negotiation. Numerical skills, Understanding of Retail Maths and how to convert to profit
Salary Entry Level: €24,000

Median Level: €50,000

Top level: €90,000
Experience 1-3 years within Retail

 

Have we got you curious? We’ve written this blog on steps to become a Merchandise Planner and outlines exactly what we look for when receiving applications for the ongoing Merchandise Planner jobs we have available. Want to work in an International buying office with the world’s biggest retailers. Merchandise Planners are just as crucial to the operation as Retail Buyers.

 

How to become a Retail Fashion Buyer

Posted on | by Aisling Rafferty

One of the questions we are presented with time after time is ‘How do I become a Fashion Buyer’. It is an area of immense competition and quality candidates are highly sought. However, it is not something you can walk into. Candidates require a specific skill set, retail experience and an obvious talent and desire to source. We hope to steer prospective candidates in the right direction by compiling this and many more snippets of advice within Fashion Buying. (Our Video is available to view here after you read this informative piece!). We are specialists in this field and on a weekly occurrence, place Fashion Buyers is the best International Retailers. All Retail Buyer jobs can be viewed here.

Buyers are responsible for creating an exciting and timely product assortment that meets and/or exceeds sales and profits for the company. Their role is to execute the company’s strategy while remaining customer focused. They intuitively respond to customers, market trends and develop action plans that drive category specific growth and profitability and are ultimately responsible for the success of their department.

There are two types of Buying. The first type is Selection Buying. This means you select styles and ranges from brands e.g. Nike, Levi’s etc. for your store. You will base what you buy on historical sales information such as what colours, styles etc are right for your customer, trend and also information from the brand itself (they can advise you on what their other customers are buying into for the season. This is how businesses like Brown Thomas and Arnotts for example operate.

The other type of Buying is Development. This is when buyers develop product pretty much from scratch based on past sales performance, trend information and strategy with suppliers/factories who are generally based in the places such as Turkey, Hong Kong, China, Bangladesh and India to name just a few.

The product/samples that are developed are then used in the company’s own/private label ranges e.g. Savida at Dunnes Stores, Atmosphere at Penneys. Sometimes you have a designer from your company with you, sometimes not so you need to be very creative and commercial. You really need to know your sales inside out, be really customer focused (what would they like to buy?) and be a good negotiator in order to get the best cost prices, deliveries, terms that you can. High volume textile retailers such as Penneys, Dunnes Stores and Heatons work like this.

Most retailers use both types of buying to offer their customers choice and value. To do either type though you need to be passionate about product, have a creative yet commercial aptitude, be business minded but most importantly you need to have a good eye and possess the innate ability to identify a ‘winner’.

Buyer’s skill-set

  • Be customer focused and have the ability to identify the appropriate product/trend that will appeal to the customer and ultimately drive sales
  • Have the ability to develop and build desirable and commercial ranges
  • Be able to work in a fast-paced, pressurised environment constantly juggling tasks and being able to prioritise accordingly, for the immediate and long term needs of the business
  • The ability to work and communicate with a broad mix of people from different functions in a business and understand how they contribute to the bigger picture e.g. Marketing, P.R., Quality Assurance, Online etc.
  • Being numerical and having the ability to analyse sales reports, the overall market (your direct competitors) and trends to reach commercially sound decisions which drive the business forward
  • Having a really good eye for detail – this is really important as, for example, even a button, the wrong level of red, fabric type etc can put a customer off and can lose sales
  • Possessing strong leadership skills and have an ability to delegate accordingly
  • Managing suppliers and constantly evaluating them to ensure you are getting the best terms and return for the business from each

As a recruiter, the type of people we put forward for trainee buying roles ideally would have the following key things on their CV-

  • A Fashion buying & merchandising course – there are a lot of these available so shop around. Some are affiliated with the major retailers so it can be a good way to gain an internship and perhaps a job. Do your research and explore which is the best one for you. Try and speak to ex-students if you can and see what they are up to post course
  • Retail experience (even if part time during school or college)
  • Office experience – this can show your IT skills, using internal systems, proficiency using Microsoft Office programs – Excel in particular etc.

As fashion buying is such a competitive area and roles at trainee level don’t come up very frequently, I would recommend that candidates who don’t hold these requirements apply directly to retailers that they would like to work for to try and gain experience that way.

This blog was written by Clare and Sarah, in Excel Recruitment.

Can Cell Phone Operators Retail?

Posted on | by Aisling Rafferty

Our Managing Director discusses a recent Retail visit in Dublin City Centre.

Recently, I had to visit a city centre store of our company cell phone provider to pick up a couple of new handsets last week and the visit made me think – Can cell phone retailer’s retail?

Whilst waiting on the paperwork, the sales consultant explained this wait was due to the company’s new slow software, happily showing me the computer screen as it churned slowly. I had no choice to observe what was going on around me. In the 30 minutes there, four different and potential customers came into the shop.

Customer 1– Young Chinese guy looking for a plan that would include value minutes to China. Sales consultant tells him he should use Skype or Whatsapp! Customer leaves bewildered.

Customer 2-Young Girl in her 20’s looking for €20 call credit. Sales consultant tells her that there is a problem with their systems and whilst he can sell it to her, she won’t be able to register it for use! Customer leaves bewildered.

Customer 3– Mature lady in her fifties. Has lost her phone needs to buy a new phone pronto. Sales consultant notes that she doesn’t have the required ID. Customer leaves frustrated.

Customer 4– Female Student. Wants to pick up nice smart phone on prepay. Sales consultant delights on telling her that the one she picked is €500. Why not go bill pay. Student explains that she is a student and has no credit history etc for Bill pay. Consultant shrugs her off and offer no alternative. Customer leaves frustrated.

When I looked at the shop itself I noticed only around 20% of the handsets on display actually worked, the rest were just bland blank glass as smart phones are these days when not turned on. The accessories were not merchandised with the handsets, instead held on wall hooks that were under lock and key at the tills. Shouldn’t you merchandise the accessories by their phones? Don’t all retailers want additional sales? Isn’t there a cracking margin in accessories?

So in conclusion, I don’t think Cell phone operators can retail. Shame really when they have so many shops yet so many disgruntled customers.

Merchandise Planners and Visual Merchandisers: The Difference

Posted on | by Aisling Rafferty

Excel Recruitment are the leading Retail Recruitment Company in Ireland. We receive applications from all levels of professionals in the Retail and Fashion industry from Sales Assistants to CEO’s daily. One thing we have noticed over time is the confusion some people have surrounding Visual Merchandisers and Merchandisers (also called Merchandise Planners). Our Digital Marketing Manager Clare, together with our Head Office and Merchandising Recruiter Sarah, have compiled this blog for easy understanding and to eradicate any confusion that surrounds the two roles. We have jobs for all levels of Merchandise Planners, full remuneration packages and flights if applicable which you can view here www.excelrecruitment.com

What is the difference between a Visual Merchandiser and Merchandiser?

People often understandably confuse the term Merchandisers with Visual Merchandisers. They are both roles that are generally found in a Retail Head Office.

Merchandisers (also can be called Merchandisers Planners) need to be highly numerical, commercially minded and analytical. They must possess the ability to work in a fast paced and constantly evolving environment.

Visual Merchandising on the other hand, is a highly creative role where their main remit is to develop, deliver and communicate visual concepts and strategies to promote retail brands, products and services in-store, in catalogues or online. They also tend to work in a pressurised work surrounding and can often be found on the shop floor ensuring displays, photographics and fixtures etc. are correctly executed.

  • Merchandise Planners will think and solve They make business decisions based on facts accumulated from analysing reports and figures. They will have reasoning and an ability to solve complex based on accurate reasoning.
  • Visual Merchandisers will act, develop and deliver visual concepts that are in line with company strategies which in turn will drive sales. They work alongside Buyers, Merchandisers and Marketing to ensure that the key messages for a brand or product are clearly executed to drive sales in store and online.

In a nutshell…

Merchandisers/Merchandise Planners are responsible for having the right stock in the right place at the right time to maximise sales and to minimise mark down.

Visual Merchandisers are concerned with promoting the identity of brands and new products both instore and online in order to boost sales.

Potential candidates should ensure they understand the difference between visual merchandising, retail merchandising and shop-floor merchandising before applying to jobs. The latter two are concerned with volumes and allocation of stock and its location and functional arrangement on the shop floor, rather than the visual and creative impact a visual merchandiser makes. There are interfaces between the roles and teams may work closely together to achieve maximum sales and profitability.

Excel Recruitment want to hear from Merchandise Planners across all level from Trainee to Senior roles. View all our jobs here: www.excelrecruitment.com or attach a CV to info@excelrecruitment.com

Merchandiser

LinkedIn Etiquette

Essential LinkedIn etiquette. The definite ‘dos’ and the definite ‘don’ts

Posted on | by Aisling Rafferty

 

Essential LinkedIn etiquette. The definite ‘dos’ and the definite ‘don’ts

LinkedIn is a recruiter’s staple, their bread and butter for sourcing candidates for prospective jobs. Understandable some people shy away from yet another ‘social network’. To an outsider, LinkedIn may be viewed as one of yet another plethora of online mediums where you are asked to share personal information with the world. But it is not to be overlooked. LinkedIn is the most enveloped Social Medium platform, encapsulating all demographics and tiers of professionals. It is therefore a fundamental for recruiters and candidates, in fact any prospective or current job seeker.

It is the most infinite source of jobs you will see across any platform and more specifically jobs that are tailored to your interests and experience. Job Boards cost money for companies to advertise. LinkedIn doesn’t and is often the only platform where you will see jobs advertised. Furthermore, with Pulse (LinkedIn’s personalised feed for news and insights) you see what is tailored specifically to you. Apportion a fraction of the time you spend on Facebook/Twitter/Instagram or Snapchat to LinkedIn. The Difference? Tangible results, beneficial connections and perhaps the catalyst for landing your new dream job.

Approach Slow

If you are a new user, go slow. At first LinkedIn can be hard to navigate and get your head around. Build rapport and trust, as you would in real life. Establishing relationships on LinkedIn can prove majorly beneficial, so remember you can’t get that first impression back. The expression ‘all guns blazing’ might be useful to remember here. Do not ask for too much too soon. There is an etiquette to adhere to and which is expected by others. However, don’t be afraid to reach out either. LinkedIn was built on the foundations of networking and connecting. Connecting with useful HR managers, following companies and broadening your online community will put you on the radar. Finding your equilibrium between these points will land you with sound LinkedIn activity.

Photo

LinkedIn isn’t Facebook. Nor is it Tumblr or Twitter. It’s also not Tinder. It is a community of professionals and you are pitching yourself amongst your peers. A sound profile photo is imperative. A quick ask around in our office suggests ‘duck face selfies’ or ‘extreme close ups’ aren’t a winner. Don’t worry about a professional photo either. A headshot standard solo headshot will suffice, that shows your enthusiasm, energy and ebullient nature.

Stay Active Online

LinkedIn cements your digital platform. Those most content in their jobs stay active too. Your LinkedIn will effectively become null if you are not active. Again, it also keeps you on the cusp of that HR Manager or Recruiter’s (whom you have connected with) mind. It never hurts to pop up when someone is searching for a candidate with your expertise, or being a top rank in a Boolean search. ‘LinkedIn stalking’ isn’t common place. People are curious as how to better themselves and if you are a source in their trajectory, it is quite flattering. People expect the notification saying someone has viewed their profile, likes their update, or commented on their blog post. Even if they don’t know them personally. It’s fair to presume that people view your interest as professional. If you are conscious of this, the Privacy Settings will become your best friend. If you are curious, but don’t want someone to be notified that you viewed their profile, that can be changed in seconds, however it is not advised as this is all about highlighting yourself.

There are heaps of default privacy settings you may not be aware of. Have a look around and get familiar with these. Social Talent also do informative blogs regarding these that you can find at: http://www.socialtalent.co/blog/your-linkedin-settings

Remember: LinkedIn has over 277 million users. However, it isn’t a numbers game and like anything quality will pay dividends over quantity. Focus on worthwhile connections, companies and other resources that will benefit you.

Skype Tips for Job Interviews

Posted on | by Aisling Rafferty

It’s often the case that remote interviews are harder to prepare for than physical face to face interviews. Often, nowadays, making a good first or nearer a final round interview doesn’t mean it has to be done in person as they become more common in the workforce. Somewhere down the line you will likely prepare for a Skype or remote interview if you haven’t been already. You will need to construe your points and sell yourself while no one is physically present for you to convince. Within Excel Recruitment, our consultants are using Skype interviews more than ever to screen potential candidates and to match their ability with particular roles. With roles Nationwide it is not always possible for candidates and clients to meet physically and Skype interviews act as a tool to link both. They are the first action they take in understanding the client and deciphering whether they would be a good match to continue with helping them in their job search for an active role.

Here are crucial tips that are encouraged when partaking in a Skype Interview

1. Dress the Part

Dress accordingly! It is quite hard to ascertain a company culture in an informal setting such as a Skype Interview. Dress as you would if it was a physical interview and prepare ahead of time. You are completely in control on what is shown on screen and you can set this all ahead of time. Check the prospective employer’s website, Facebook and twitter pages to try garner a feel for the company, what it would be like to work there and tailor your attire according to this. Consultants will notice this straight away as they are often fitted with criteria of finding someone who not only has the necessary attributes and experience, but also a personal and physical fit who will be an asset to their company. It is always better to err on the side of formal than casual.

The tracksuit bottoms and formal upper attire should be avoided. While most interviews concentrate primarily on a headshot, opportunities can arise where you may have to readjust your equipment, web cam etc. and where you may be on show! Full professionalism clothing will attribute to a professional mind too.

 

2. Prepare your surroundings.

Be it video or telephone, do it in a quiet, undisturbed setting with no disruptions. Things as simple as an electrical socket to charge your laptop may be overlooked in advance and prove problematic mid interview ( and show off your scruffy sweatpants!) A business-like setting is best. Avoid somewhere that is clustered and has a high volume of material on the walls and the likes. Look behind you as this is what the interviewer will see. It can be quite distracting when an interviewer is faced with clutter and mess and will reflect badly on your organisational capabilities. Hiring Managers are recruiters are very discerning in all facets of an interviews process, don’t underestimate the things that they see that you may not.

Inform those who are with you that you are in interview and to under no circumstances to disturb you. You don’t want to be disturbed by sudden interruptions, young kids, a blast of the radio or an excited uncontrollable dog that has been just ushered with the words ‘WALKIES’!

 

3. Practice

Practice a mock interview. Some people can be particularly on edge and won’t know what to do with their hands, or seating posture. Skype allow you to analyse a mock tape and this is a good tool to be meticulous in how you interact and again tailor it accordingly. Lacking a live person in front of you can mean you won’t interact how you naturally would when in a live setting. Often you will be side-tracked by the thoughts of the cameras and equipment. Stay upbeat and don’t get lost in the fact that you are smiling alone in a room. This is one of the first and most important things someone will notice during a skype interview.

 

4. Technology Glitches

Check the alignment of the camera during your preparation so you are assured you are smiling at the interviewer and making eye contact rather than staring longingly off in the distance. While there is no worries like getting lost, stuck in traffic, or failing to find the building there is the impending fear of a technical glitch. Have everything ready and prepared with ample time.

When you’re relying on video or phone equipment, there’s a good chance you’ll experience a technical glitch: a weak connection, interference or garbled signals. Hiring managers will determine what kind of candidate you are by your reactionary instincts to these situations. Avoid cursing or losing your cool. Be diplomatic, do your best to revolve and any issues that have arisen. This will be an important a facet in the interview and one you may have overshadowed.