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.

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

BARRY WHELAN, CEO OF EXCEL RECRUITMENT

Recruitment in the time of corona

Excel Recruitment CEO Barry Whelan gives his tips for recruitment in a socially distanced world

Even with lockdown potentially (hopefully) coming to a full end in the next few weeks, social distancing and remote working where possible are going to be the way of life for many for the foreseeable future. While things might seem all doom and gloom, there are companies actively hiring and many others planning their recruitment needs for when restrictions ease and life returns to its new normal. Whether you’re looking for a longterm leader to join your business or for an immediate scale-up of staff to meet extra demand, below are some tips for employers to help tackle safely shifting your recruitment processes during this time while still finding great talent to join their team.

Do a tech check

There are a huge number of technologies available to facilitate remote working, team meetings and video interviewing, From Zoom to Microsoft teams to Bluejeans, the list is endless. But before you fall down the rabbit hole and rush to invest in tech, assess what you need it for and whether you need it at all. Are your team structured enough that a group email thread will work? What about setting up a Whatsapp group so everyone can stay connected and in the loop? For interviewing new hires, does it need to be a video call or are you comfortable with just a phone interview? As with everything, remote working technology is only valuable if you need it.

Video call confidence

Many employers have embraced video interviews and while it’s great to be able to engage with potential new hires, it’s important to remember that video interviews should be fundamentally similar to in-person interviews. All the advice we’ve been giving to jobseekers about video interviews applies to employers and hiring managers as well. Dress the part, check whatever software and wifi connection you’re using are good to go, make sure you’re in a quiet space and that people know not to disturb you, turn your phone to silent and have a back-up plan should you need it. There are often delays and pauses in the connection that don’t occur face to face so practice not only using the tech but communicating through it.

Ask: who’s doing what?

One of the biggest headaches of remote working is keeping in contact with team members and ensuring everyone is engaged and on the same page. While it may sound obvious, ensuring everyone knows who’s doing what will save a huge amount of time, money and headaches for you and your team. Simple questions such as who’s taking charge of screening at CVs, who’s scheduling interviews/ contacting candidates etc. need to be clarified before the hiring begins. Often this happens organically when the team are all in the office at the same time, but now these details must be discussed ahead of time so everyone’s on the same page. Not only is this important to ensures a smooth running in-house but also improves the candidate’s experience.

Stay engaged with your current team

With everything so up in the air, making considered, thoughtful hiring decisions are now more important than ever. Open clear communications with teams and individuals at all levels of the business means you will be better able to identify where the real gaps and needs in your team are and work to fill these, instead of where you presume the needs are. Developing stronger communication with your team also means you’re in a better position to spot if employees may be unhappy and looking for a move and you can work to address any issues before they start sending CVs out.

Have an onboarding plan

Once you’ve done the hard work of recruiting a role, don’t forget the next crucial part of the process: Onboarding and training your newest team member. It can be quite disconcerting to start a new job at the best of times, let alone in the middle of a global crisis! Depending on your company/ the role, your new hire may be working from home without the opportunity to meet their team/ manager in person or if working in essential services may have a huge amount of information and policies or procedures to absorb. Having a clear training plan ahead of time along with regular check-ins will be key to ensuring your new team member hits the ground running.