How To Ensure A Successful Recruitment Drive

“They don’t make them like they used to” is a phrase I’ve heard repeatedly over the past few weeks while running a project for a new store opening. Our client needed to hire a batch of sales assistants—eager to work and learn, though with little experience. However, after a month of effort and hiring only one out of the twenty staff needed, she called me in, exasperated and seeking help. 

She couldn’t figure out what had gone wrong, so I reviewed the recruitment drive before starting a new one for her. After going through all the applications and her interview notes, it became clear that she was looking for something that simply didn’t exist: an army of her younger self. She envisioned 20 staff members who would take every hour offered, work at 100% effort from sunrise to sunset regardless of culture or leadership style, seek no progression or feedback, and feel grateful for the opportunity to “earn their stripes.” 

On the other hand, the candidates were looking for managers who would motivate, inspire, and mentor them. They wanted working hours that fit around their lives, the right to disconnect after their shifts and above-average pay. 

So, who is right? 

Evolving attitudes  

Here’s the thing: not only has the job market changed, but attitudes have also evolved. There’s no absolute right or wrong here. Both employers and employees are entitled to define their own wants and needs. What ensures a successful recruitment drive is communication, compromise and clear expectations. Once these are established, everything else becomes easier. 

In today’s market, particularly with younger candidates, there’s a prevailing rhetoric that a job is just that: a job. The “above and beyond” mentality is often perceived as a ploy to extract extra unpaid work. Conversely, many retailers I’ve worked with see this “above and beyond”—staying 10 extra minutes after a shift, working through a busy weekend, or the understanding that we can’t discuss progression opportunities until the store’s stock take gets finished—as a sign of genuine interest in making retail their career. 

This mismatch between expectations can lead to frustration on both sides. Employers may interpret employees’ reluctance to go the extra mile as a lack of commitment, while employees may feel undervalued or exploited when they’re asked to do more than what’s in their job description. The reality, though, is that none of these perceptions are the main issue. It’s all about communication and ensuring that both sides are clear and honest about expectations. 

Weekend work 

As the middleman in the recruitment process, I interpret for both sides. For example, when a retailer says they want someone willing to work weekends, I clarify: do they mean every weekend? Both days? Usually, the answer is no. They’re simply looking for someone open to some weekend shifts and a level of flexibility—a team player. On the flip side, candidates often hear “weekend work” and assume it means every single weekend, which leads them to self-select out of the process. When candidates learn they can trade a full weekend for the next one off, or that working a Saturday guarantees a Sunday off, they’re often happy to compromise. 

It’s not that either side is unreasonable—it’s that they’re often speaking past each other. Issues arise when both candidates and clients speak in absolutes, looking for extremes. If either side insists on rigid terms for one factor, they need to show flexibility on others. For example, if someone wants a job with no weekend shifts, or if a store wants staff willing to work every weekend, then compromises on pay or other benefits are usually necessary. As I said, it’s all about compromise and communication. 

Work-life balance 

This isn’t just about retail, either. The broader labour market is undergoing a cultural shift. Employees are increasingly prioritising work-life balance, mental health, and fair compensation. They’re more likely to seek workplaces where their values align with the company’s culture and leadership style. Employers, meanwhile, often yearn for the “good old days” when staff were seemingly more willing to adapt to business needs without question. 

What’s important to remember is that compromise doesn’t mean settling. It means finding a balance where both parties feel their needs are being met. Retailers who embrace flexibility often find that their employees are more loyal and engaged, while job seekers who are open to negotiation can land roles that better align with their priorities. 

So, what do I recommend? 

The first step for all parties is to rank your needs and wants. Identify what’s most important to you in a job or in a potential employee. Go down the list and distinguish between your absolute must-haves and the areas where you’re more flexible. This applies to hours, pay, responsibilities, and even long-term goals. 

This approach provides a clear starting point for negotiations. By being upfront about what’s non-negotiable and what’s open to discussion, both parties can quickly determine if they’re a good match. 

On appeal 

For employers, it’s also helpful to showcase what makes your company an appealing place to work. Highlight mentorship opportunities, career development paths, or any perks you offer that could make the role stand out. For candidates, being transparent about your expectations and showing a willingness to learn can go a long way. 

With clear communication, upfront expectations, and a reasonable dose of compromise, I’ve managed to find perfect matches for countless clients. It’s a win-win for everyone involved! 

At the end of the day, the job market will continue to evolve. Success lies in recognising these changes and adapting accordingly. Whether you’re an employer or a job seeker, remember it’s not about recreating the past—it’s about building a future where both sides can thrive. 

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

Retail Career Pathways

Building Career Pathways In Retail

In the dynamic world of retail standing out as an employer means more than just offering competitive pay

Firstly, show your team that there’s room to grow, from that first day on the shop floor they can see the possibility to become a store or even regional manager. More and more we hear from candidates why clear career paths matter and from clients how they can transform your business. Not all employees can be store manager in your store – but by discussing their ultimate goals and short term options you can work together to really motivate them, get the best out of them and ultimately support them in their long-term goals.

A real-life example

Last week, I received a call from a candidate I had placed with a retailer eight years ago as a trainee manager. During her first year, the retailer sat down with her to discuss her long-term goals. At the time, she mentioned she was beginning to explore opportunities outside retail because she felt somewhat aimless. Together, she and the retailer explore various options and eventually identified her passion for training. Over the next year, the retailer gave her small training tasks, such as mentoring new starters and rolling out minor updates to the team. The following year, she was tasked with compiling a training manual for new staff, alongside taking on a new role as a department manager. In her third year, the retailer supported her pursuing a diploma in training and appointed her as the store’s trainer. She became responsible for everything from induction sessions to manual handling and HACCP (Hazard Analysis & Critical Control Point) training. After six years with the store, the retailer recommended her for a group training role with their parent company. This case study highlights the transformative impact of a little investment and guidance from the retailer. Not only did it shape her career, but it boosted her productivity and extended her tenure with the company from what might have just been one year to six impactful years.

Why career progression is a game-changer

Retail can sometimes be seen as a stop-gap industry – where you fill your years in education – waiting for your ‘real’ career to kick off. But that couldn’t be further from the truth. When employees see a clear path ahead, they’re more engaged, stick around longer, and are motivated to climb the ladder. Plus, promoting from within boosts morale and saves on hiring costs.

Steps to create clear career paths

So, how can retailers ensure that their employees see retail as a viable option? As a career where they can grow and progress?

1. Share your stories

Most retailers I know started their career on the shop floor or till and worked their way up. There is nothing more inspiring than hearing these success stories from your manager, seeing real-life examples can help new employees picture their future within your store. Why not make these stories part of your hiring process by sharing them during the interview stage? It can double as a great hiring tool as well as motivational tool.

2. Map out the journey

Show your team the steps from entry level roles to management. For example, starting as a cashier, moving to shift supervisor, then assistant manager, and finally store manager. Lay out the skills and experience needed for each role so everyone knows what’s expected in order to progress. Laying this out in black and white makes it feel more attainable to staff.

3. Invest in training

Equip your staff with the tools they need to succeed. Offer training in areas like customer service, leadership, and inventory management. Whether its on the job training, online courses, or workshops, make learning accessible. Additional training is a double win – not only do staff feel that you are investing in them, but you also have a more skilled workforce in your store.

4. Promote from within

Show your team that hard work pays off. Regularly review performance, identify rising stars, and give them opportunities to take on more responsibility. This could be through temporary leadership roles or special projects. Not every employee needs a salary or title bump at every review. But, giving employees a little extra responsibility, a small section to take ownership of, or a project to oversee can make them feel empowered and valued.

5. Mentorship matters

Pair up newcomers with seasoned staff who can offer guidance and share their experiences. A mentor who started in an entry level position and moved up can be a powerful motivator.

6. Celebrate success

Recognise and reward achievements, whether it’s completing a training program or earning a promotion. Public shout outs, bonuses, or other incentives can go a long way in keeping morale high. One of my clients walks the shop floor with ‘free lunch’ vouchers in his pocket and anytime he sees a staff member working hard, offering great customer service, or has their section in great shape he hands out the vouchers. He has seen a huge boost in not only performance but staff morale since he started this initiative.

7. Personalise career paths

Not everyone wants to follow the same path. Some might aim for management, while others prefer specialised roles. Have regular check ins to understand individual goals and tailor development plans accordingly. Think outside the box where you can – not everyone wants to end up as store manager – perhaps some of your staff would like to end up in retail HR, food safety champion or retail/deli chef – all paths that you can help them work towards within your store.

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

Expert Tips for Hospitality Businesses Preparing for Award Judging

Expert Tips for Hospitality Businesses Preparing for Award Judging

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 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.

Generational Classification Recruitment Strategy

Generational Classification Recruitment Strategy

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

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.

referee

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

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.

Top 10 Recruitment Tips

Top 10 Recruitment Tips

One of my clients is getting ready to open a brand-new convenience store. It’s such an exciting time, but he contacted me concerned that he was going to be unable to staff the store ahead of his impending opening date. I am looking after his key roles, but he asked me for some advice to help him through his upcoming staff recruitment drive.

It prompted me to put together a list for this months article of my top ten tips when recruiting staff for a retail job. Obviously, this list varies slightly with each role, but below are some nice guidelines which some may find useful.

Advertising – when you are writing a job advertisement , whether it’s for a shop front window or an online job board you should quantify the role clearly. Make sure to state the tasks, hours, location, salary and contact details and how to apply. It may seem simple but with over 1500 retail jobs on just one of the job boards as of today, it’s worth ensuring yours has the information potential candidates look for! You should seek to include details which will matter most to prospective employees such as pay and shift pattern, rather than use this space to over elaborate on what the role entails and what you are looking for.

Sell the job – ensure your advert is going to attract candidates to apply – rather than dissuade them from doing so. Oftentimes, retailers compose a job advert which is similar to a wish list of their perfect candidate. Listing endless skills and experience they must have in order to apply. This can lead to few or no relevant applications. Write the advert with the potential candidate in mind – think “WE OFFER” rather than “YOU MUST HAVE!”

Advertise in your locality – Local noticeboards, public spaces, libraries, and community colleges are all great sources of local talent and have the added bonus of hitting the exact demographic you are looking for. With “shorter commute times” one of the top reasons for making a move cited by jobseekers, it is well worth advertising locally to appeal to local hidden talent!

Look at your online job boards paid and unpaid options – these can be worthwhile to attract a decent volume of candidates, but remember they are only as good as the job advertisement you write. Make the role something YOU would like to apply to! When writing a job advert to go online ensure you are using phrases which a job seeker is likely to type into a search bar. “Sales Assistant” will always attract more applicants than “Sales Executive” and “Deli Assistant” will appear in far more searches than “Fresh Food Counter Hand.” If your store is part of a retail brand it is also worth reaching out to see if they can post the advert on their website directly for a wider reach.

Social media – This can be a really useful tool – use your company’s Facebook account and share your job (with a picture) with dedicated groups – such as job fairy boards – but remember to keep an eye on your comment section as well as inbox for responses.

Referrals – Past employees, current employees and customers can be great advocates for your business and you as an employer! Get networking!

Use an agency – (ahem, shameless plug here) Recruitment agencies are professional recruiters – At Excel we have a database of over 85,000 retail candidates and a team of specialist recruiters who understand the industry. This can be a particularly useful option when you are looking for management or specialist candidates as it can be challenging to find the right expertise on your own.

Move with urgency – in this current market you need to respond quickly to candidates who meet your criteria. It goes without saying – still go through your screening and vetting process – but it’s recommended doing them slightly quicker than before!

Job offers – when you are offering the job to your preferred candidate – offer the full package – list every available benefit and include them in your job offer letter. From free parking to free coffees, pensions and holidays – get it all down so that you can relay it to your chosen candidate and get them excited to join your business!

Retain your talent – following a survey of our database we have listed the top reasons candidates choose to remain with their current employer – the more of these you can offer to your team – the less likely they are to leave your business!

→ Career opportunities

→ A voice in the workplace

→ Progression

→ Flexibility

→ Fair pay

→ Fun perks

→ Work life balance

→ Additional Annual leave days

→ Inclusive Culture

Happy recruiting and good luck! For more information call us on 01 814 8747 or email nikki@excelrecruitment.com

You can view all of our live jobs here

How to work as a refugee in Ireland

How to work as a refugee in Ireland

Want to work as a refugee in Ireland?

If you are a refugee and want to work with Excel there are a couple of required documents that we need before we can get you started with us.

– Temporary Residence Certificate (Blue Card)

– Permission to Access the Labour Market letter

These documents must both be in date in order for you to work in Ireland.

You should apply for renewal 8-12 weeks before the renewal date.

For TRC (blue card) renewals you must apply separately. All TRC renewal requests should be sent to the International Protection Office info@ipo.gov.ie. For all Permission to Access the Labour Market letters email Lmauapplications@justice.ie

You can apply via email or by post.

Applying by email is advised with the word “renewal” in the subject line.

If you work without a valid permission, you shall be guilty of an offence and shall be liable on summary conviction to a class D fine or imprisonment for a term not exceeding 1 month, or both.

Please click here for more information.

Why use a recruitment agency

Why use a recruitment agency?

Having grown up in the world of independent retail, our Director of Grocery Retail, Nikki Murran, has first-hand knowledge of the difference employing a recruitment agency can make in the quest for good staff. Highlighting the advantages in the article below.

With many retailers still reeling from the cost increases they have shouldered in the last couple of years it’s understandable that they may take pause before committing to paying a recruitment fee for a new hire. Now, I may be biased, (actually I am definitely biased) but, from over a decade of experience and client feedback I absolutely see it as money well spent. Here are the reasons why:

Industry experts and market insights

When you partner with an agency, you should choose one who are specialists in their field. Or, have a specialist department that recruit for your field. My team all come from grocery retail. We all know a good store manager when we see one, we all know the difference between a deli manager and a deli supervisor, a scratch baker, and a confectioner. In the same way that my colleague who runs the fashion department can recognise the difference between a high street retailer and a luxury one! It’s what we do!

Having an industry expert recruiter on your side means they always have a read of the current market. They should keep you updated on salary trends in the market or what candidates are looking for to make a move. They should give you direction, guidance, or feedback when you register a job, making sure you are putting your store in the best position to attract the best candidates. This is surprisingly rarely about money – often it’s some flexibility around shift patterns, contracted hours, job titles, or review periods. But the point is, a good recruitment partner will help you frame your job to make it as attractive as possible, without forcing you outside of your budget!

A good rule of thumb here is if a recruitment agency hasn’t compiled a salary survey specific to your industry each year for the past couple of years, they are unlikely to be a real expert in that field.

Employer branding

With the Irish market hovering around the perfect unemployment mark the last couple of months – now is more important than ever to make sure your brand as an employer is landing well. A good agency will likely have a read of the market perceptions about your brand and will give you some honest feedback when asked. A great agency will help shape your employer brand message and project it out into the market.

We make it a point to find out all the great things about your store and role and use these to help attract the best candidates for you.

Talent pool

If you are advertising for your current open role, chances are you are confined to candidates who are job-seeking this week, candidates who are applying for roles that match their experience, candidates who are applying to the salary range you have on offer, and candidates who managed to find your job ad amongst 100’s of others. It’s a pretty narrow field when you think of it like that.

Excel Recruitment has over 90,000 candidates on our database. The vast majority of placements we make, come, not from candidates who apply at the right time, for the right role. Rather, they are from candidates who applied over the last year or so and spoke at length to a recruiter about their experience and skill set and what they are looking for in their next move. When we get the right role in – we then reach out to the right candidate – it’s like a jigsaw! So, we deal with a much larger pool of candidates for your job than you could likely hope to.

We also love the saying “Great people know great people.” Most of my own placements come through recommendations, clients recommend me to each other, and candidates do the same. In fact, most of my conversations seem to start with “such and such” passed me on your number!

Bang for your buck!

I grew up in the world of independent retail. When our family store was looking to recruit a new store manager, maybe 15 years ago now, I knew the money to cover that was coming, not from some head office fund, but out of the store’s bottom line. With this in mind, I was sure that we should try to find the right candidate ourselves before trying an agency.

We spent a considerable amount of money on advertising; in a newspaper, two online job boards and on a radio station. We spent hours sifting through applications and met every applicant who had ever worked in retail management. It was all a waste of money and time. When we reached out to Excel Recruitment (plug, sorry – but we did!) they had candidates for us within a week. The guy we hired increased the margin within 6 months, and more than covered the fee we had paid.

Really, in a management or specialist role, when you compare the cost of the placement to the value that candidate will bring to your bottom line it’s a no-brainer! Especially considering if you don’t hire someone you don’t pay anything!

Hassle-free

Time is the one thing every retailer I know is short on. Using an agency means that after one detailed phone call, you have a team of recruiters working on your role. They will advertise your job, source candidates, sell them the benefits of your business, set up interviews, follow up on feedback, offer the job at your direction, deal with messy counter offers, and complete verified reference checks. They basically take most of the pain out of the recruitment process for you!

You can check out this feature in the most recent edition of ShelfLife Magazine here. For more information call us on 01 814 8747 or email nikki@excelrecruitment.com

You can view all of our live jobs here

childcare in retail

The realities of juggling childcare while working in retail

With the summer holidays upon us, our Director of Grocery Retail, Nikki Murran, reflects on the realities of juggling childcare while working in retail and looks at what the government could do to help parents and carers in this situation

This summer we planned out our childcare for my 8-year-old – it was like a military operation; involving spreadsheets, booking summer camps (these can be harder to secure than Taylor Swift tickets!), carpool agreements with neighbours, and roping in of grandparents to make up the difference. It was going to be a balancing act, but we were confident we had it covered and my kiddo would likely be a football star by the end of it. (Based on the number of hours he would be playing and the amount of money we were spending anyway!)

The first day of the first camp started with thunderstorms and a cancelled camp. Thankfully Nana was happy to help, and we figured it was a once-off. Day 2 he fractured his wrist. After the doctor explained it was 4-6 weeks of downtime my devastated son asked in the car – what about football camp? GAA camp? Golf camp? Hurling Camp? Athletics Camp?  “What indeed!” I thought!

We went back to the spreadsheets, back to the grandparents, and back to our bosses. We both shifted our summer to add a little working from home and within a few hours – problem solved.

It made me think, though – what if I was still working in retail? Working from home would not have been an option. What if we both were? What about the 300,000 people working in retail in Ireland this summer? How many of them have kids? What do they do on thundery days or when an arm gets fractured, or a chickenpox appears?

In a recent survey conducted by Excel Recruitment, it was found that 6 in 10 workers feel the cost of childcare is unaffordable. The survey also found that 58% of couples with children said their partner had to give up work due to the cost of childcare – and in 62% of these cases, the person that left the workforce was female.

My 3-year-old daughter is in a wonderful creche – they love her, she loves them, they paint, dance, go to the beach, the park, and plenty more. It’s expensive, like a second mortgage expensive, but they have early drop-off and late collection. However, it still means that one of us does a later shift so we can drop – and the other does an earlier shift to be back in time for collection. If one of us worked in retail, I can’t help but wonder how we would manage.

How do single parents, working in retail or hospitality juggle it all? How do they find childcare at the weekend? In evenings? On Christmas Eve? New Years Eve? All these peak trading days?

With a continued staffing crisis, and Ireland reaching its lowest level of unemployment in 20 years it’s imperative that all is done to ensure those willing to work are given the opportunities to. But with the current cost of childcare and the lack of childcare outside office hours, we are blocking a large cohort of available talent from the retail sector.

The government should do more, it should fall to them to make childcare more affordable, give better support to childcare providers, incentivize more flexibility from employers, and look for more novel approaches to combat this issue.

However, the government moves slowly, and the staffing crisis is upon us now, so it falls to retailers to look for workarounds. In recent months, more and more of my clients are adjusting their hiring practice to welcome part-time staff for full-time roles. I have placed a handful of Deli Managers working 4 days, an Assistant Manager who needs Wednesday nights and Thursday mornings off while his partner (a Nurse) does her long shift, and a Store Manager who needs most Saturdays off as he coaches his daughter’s GAA team. These candidates would have been unplaceable a couple of years ago, during a time when retailers were demanding full flexibility from employees. But the time has arrived where it is now employees demanding this flexibility from employers!

The main tool retailers have in their arsenal to tackle this issue is their store rota. What is working for many retailers is doing the rota weeks in advance, rather than just for the following week – often this extra notice is enough for parents to adjust childcare needs. I’ve also heard of successes with partnering, particularly in local stores – where a role is divided between two staff members – both with kids in the same school – here, they split their job, and both worked a 3-day week – covering the store for 6 days rather than 5 and they minded each other’s kids on the respective days off – it was a win-win for all.

From the feedback we have gotten from retailers making these adjustments – the best advice on offer seems to be open-mindedness – ruling nothing out and spending just a little longer on the scheduling and giving staff more input into the rota from the outset. These tweaks may cost a little time each week, but ultimately may result in a more dedicated, loyal workforce – seems a worthwhile trade to me!

You can check out this feature in the most recent edition of ShelfLife Magazine here. For more information call us on 01 814 8747 or email nikki@excelrecruitment.com

You can view all of our live jobs here