Tag: retail

Grocery Retail Salary Guide 2025

Navigating the Irish Grocery Retail Landscape in 2025

Posted on | by Excel Recruitment

Each year at Excel Recruitment, we conduct a comprehensive, industry-wide survey to gauge market trends for the coming year. This year, we are excited to share the findings from our 2025 salary guide, which reflect the anticipated impacts of the most recent National Minimum Wage increase. This year’s survey revealed several noteworthy insights. The Irish grocery retail sector is undergoing significant transformation as it heads into 2025. Amid rising operational costs and fierce competition, the industry remains resilient, with a clear focus on fresh food offerings, talent acquisition, and adaptability. Below outlines the key salary trends, challenges, and emerging priorities that are likely to shape this evolving landscape in the year ahead.

Key Trends Shaping the Industry:

1. Investment in Fresh Food and Talent

Fresh Food sections have emerged as the cornerstone of many retailers’ strategies, aiming to enhance margins and attract discerning customers. The guide highlights a 20% increase in fresh food roles during late 2024, underscoring the industry’s commitment to innovation and quality. Retailers are hiring chefs for the first time, as well as prioritising bakers and butchers, to elevate their offerings. Despite a tight labour market, these roles remain a top priority, reflecting their importance in delivering competitive advantages.

2. Flexibility as a Priority

Flexibility continues to drive employee attraction and retention. Since 2019, 60% of retailers have adjusted contract hours to cater to candidates seeking improved work-life balance. For job seekers, flexibility is crucial, with 25% ranking it as their top consideration when exploring career opportunities.

3. Diversity, Inclusion and Employer Branding

Irish retailers are placing greater emphasis on diversity and inclusion during recruitment, recognising the benefits of a workforce that mirrors their customer base. Employer branding has become a key differentiator in a competitive labour market, with companies leveraging their culture and values to attract top talent. Advanced tools like AI and data analytics are also being employed to enhance recruitment processes and broaden the candidate pool.

4. Rising Operational Costs

The sector faces ongoing challenges from increasing costs. A 6.3% rise in the national minimum wage (now €13.50) is having a cascading effect on wage structures. Additional regulatory pressures, such as pension auto-enrolment and expanded sick leave benefits, are further straining margins. Retailers are also contending with higher costs associated with combating theft and anti-social behaviour, necessitating increased investment in security measures.

Salary Trends Across the Sector:

The 2025 salary guide provides an in-depth look at compensation across roles, from entry-level positions to senior management, highlighting notable trends across store formats:

Store Managers in smaller supermarkets earn between €45,000-€60,000 annually, while those in large supermarkets command €70,000-€120,000, depending on experience. Fresh food managers in larger supermarkets earn €38,000-€48,000, reflecting the heightened focus on premium offerings in this area. Specialist roles such as bakers and butchers earn €16.00-€17.50 per hour, with managerial roles in these specialities reaching up to €45,000 annually. These positions are vital for differentiation and customer satisfaction. Hourly wage roles, including sales assistants and deli supervisors, also show adjustments, with pay ranging from €14.00 to €16.50 per hour based on experience.

Challenges and Opportunities:

Navigating wage increases – Since 2020, the minimum wage has risen by 32%, significantly impacting retailers’ operational costs. While these increases aim to improve employee welfare, the compel business to re-evaluate their overall compensation strategies to maintain competitiveness.

Enhancing the employee experience – Transparency and comprehensive benefit offerings are becoming increasingly important during recruitment. Employees are more likely to accept roles when provided with clear information on compensation and benefits. Retailers that prioritise work-life balance and flexibility will be better positioned to attract and retain talent.

Technological integration – the growing use of AI and other technological advancements is revolutionising recruitment. These tools allow companies to target suitable candidates more effectively, optimising hiring processes and ensuring alignment with the sectors broader focus on innovation and sustainability.

Combatting retail crime – rising theft and anti-social behaviour are forcing retailers to allocate significant resources to security. While these measures are essential for safeguarding employees and customers, they add to the industry’s financial burdens.

Future Outlook:

Despite these challenges, the Irish grocery retail sector remains optimistic about 2025. Investments in fresh food, talent and innovation are expected to bolster customer loyalty even as costs continue to rise. Retailers’ focus on sustainability and aligning with consumer preferences ensures a competitive edge in the market. Moreover, technology and commitment to diversity and flexibility highlight the industry’s forward-thinking approach to workforce management. Those who adapt to these trends will likely emerge stronger, even in a tight labour market.

For those interested in a full copy of this year’s salary guide click here

How to identify true retail leaders

How to Identify a True Retail Leader

Posted on | by Excel Recruitment

Did you ever have an unbelievable manager? Someone who inspired you, who got the best out of you, and pushed you to work better, faster, and smarter? 

As retail recruiters we regularly speak with excellent managers—retail leaders managing teams of 2 to 200 staff while keeping operations running smoothly 365 days a year. But lately, I’ve been asking myself: what separates a good manager from a truly outstanding one? More importantly, how do we identify them when hiring?  

Look for Leaders, Not Managers—The “Let’s Go” Approach 

One of the most significant distinctions is between those who lead and those who merely manage. A leader says, “Let’s go,” while a manager says, “Go.” Leaders lead by example, inspire through their own enthusiasm, and are genuinely invested in empowering their team to achieve their best. They use inclusive language like “we” and spend a great deal of their time nurturing and developing others. 

On the other hand, managers typically rely on their authority to get things done, focusing more on directing others rather than leading them. They may micro-manage, use language that centres around “I” and often spend time with their team without truly investing in them. When hiring, look for people who inspire others, not those who simply manage tasks. 

Look for Someone Who Leaves a Trail of Promotions 

Another tell-tale sign of an outstanding manager is their ability to identify, nurture, and develop talent. Great managers are not threatened by the growth of their team members; instead, they empower and encourage them to grow—even if that means outgrowing their current role. They take pride in seeing their people succeed and move on to bigger and better things. When interviewing candidates, ask for examples of people they’ve promoted or mentored. Outstanding managers will have plenty of examples to share, as their legacy often involves a trail of individuals they’ve helped advance in their careers. 

Ask About Their Biggest Achievement and How They Accomplished It 

One simple yet revealing question can be: “What’s your biggest achievement, and how did you accomplish it?” Pay close attention to how they frame their answer. If they fail to credit their team or at least acknowledge their contributions, that’s a red flag. No retailer worth their salt should claim that they single-handedly keep a store running without acknowledging the hard work and dedication of the entire team. 

A great manager understands that success is a collective effort, and they’ll be quick to give credit where it’s due. This humility and recognition of their team’s role are key indicators of a leader who empowers others rather than seeks all the glory for themselves. 

Ask Them Directly: “What Makes You a Great Manager?” 

This question can be eye-opening. When you ask someone what makes them a great manager, you’re looking for specific responses that reflect an emphasis on open, transparent communication, trust, empowerment, and development.  

Body language can also reveal a lot. Great managers light up when they talk about their teams’ successes. They’re excited to share stories of growth, achievement, and the ways their team members have thrived under their guidance. This excitement is a powerful sign of a manager who is genuinely invested in their people. 

Positive Mental Attitude 

You’ve probably heard the cliché that attitude is everything. While it may sound overused, there’s truth in it, especially when it comes to management. Have you ever had an excellent manager who was a glass-half-empty type? Most likely not. The best managers are often optimists, full of positivity and a can-do attitude that they spread throughout their team. 

A positive mental attitude is contagious. It can lift a team’s morale, especially in tough times, and it’s something you’ll want to look for in a manager. The energy a manager brings to the workplace has a profound effect on the culture and productivity of the team, so make sure they bring good vibes with them! 

Adaptable Management Style 

In today’s dynamic work environment, a one-size-fits-all approach to management no longer works. Different team members respond to different styles of leadership. Some may need more hands-on guidance, while others thrive with autonomy. A great manager understands this and adapts their style accordingly. 

However, adaptability doesn’t mean inconsistency. A great manager strikes a balance by remaining flexible in their approach while being consistent in their values and expectations across the board. During interviews, ask candidates for examples of how they’ve adjusted their management style to meet the needs of different individuals on their team. 

Borrowed Beliefs: The Gold Standard of Leadership 

In my opinion, this is the gold standard for managers—if you can find this in a candidate, it’s not just a green flag; it’s a sign that you should move to offer them a role immediately. 

We’ve all heard of limiting beliefs—those internal voices that tell people they can’t do something, so they don’t even try. A great manager can help their team members overcome these limiting beliefs. They do this by believing in their people so strongly that those employees “borrow” the manager’s belief in them and start to believe in themselves. This is called “borrowed belief,” and it’s a powerful tool for motivating staff. 

When employees feel that their manager has faith in them, they often become capable of much more than they initially thought possible. This belief can lead to remarkable growth and achievement within the team. It’s incredible to watch how people flourish under the guidance of a manager who genuinely believes in their potential. 

Find your leader 

Hiring a great manager is about more than just finding someone who can keep operations running smoothly. It’s about identifying a leader who can inspire, develop, and empower their team. By looking for these key traits—leadership, talent development, team recognition, positivity, adaptability, and borrowed belief—you can find the type of manager who will not only manage but truly elevate your team to new heights. 

In today’s competitive job market, finding managers with these qualities is no easy feat. But when you do, they will become the driving force behind your team’s success, leaving a lasting legacy of growth, development, and positivity wherever they go.  

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

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.

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.

Grocery Management Awards 2024

Grocery Management Awards 2024

Posted on | by Excel Recruitment

Grocery Management Awards  

Judging the Grocery Management Awards is one of my favourite events each year. It’s an opportunity to catch up with some of the best and most passionate retailers across the country.  

With some new and returning categories in the line-up this year, 2024’s GMAs are set to be one of the most exciting years yet!  

This year I reached out to a couple of our clients whom we partner with closely, to encourage them to nominate some of their team for recognition. Whilst most were thrilled to partake a couple of my clients surprised me by turning down the opportunity.  

One of these clients suggested that he didn’t know if it was worth the effort and wasn’t sure if his employees would see the value.  

It got me thinking,  perhaps for those on the fence about whether certain awards are for them and their teams, I should put together a list of benefits I have seen enjoyed by the retailers that have engaged in various awards over the past decade.  

→ Employee retention – I know I have cited this before but feeling undervalued is one of the most common reasons employees look to make a move. Perhaps you think that by highlighting an employee’s talents you will make them ripe for competitors? But we have seen the opposite to be the case over the years. A large number of the retailers nominated for these awards are long-serving employees who have be only to happy to remain in a business where they feel appreciated and their hard work is recognised on a regular basis.  

→ Employee Engagement – nothing brings people together more than award season! And I don’t just mean over a shared bottle of bubbles. Most managers we spoke to this year where at pains to stress how they couldn’t have reached such highs without their wonderful teams. We have seen again and again how store teams rally around their nominated manager to cheer him or her on for a win! 

→ Recruitment – telling new recruits that your store has a wonderful culture or a great leader in their Store Manager is one thing – but showing them your store that won “Team of the Year” or “Manager of the Year” really proves the point! 

→ Customer and community engagement – this one took me a little by surprise. When I questioned participants of previous years, they explained that the buzz the nominations created in their store led to a real sense of community with their regular customer base! With one school even going as far as making good luck cards for a manager in their local store!  

→ Boosts employee morale across the store – win, lose or shortlist – the feeling of knowing your store’s owner or regional manager felt you or your team where worth consideration for any award certainly increases a sense of morale, which spreads across the business!  

→ Innovation and productivity – From Butchers and Deli Managers to Supermarket and Wholesale Managers, every entrant in the process is asked to explain how they have driven their stores or departments forward in the last year. Many past applicants informed me that this question stayed with them over the following years and drove them to keep looking for ways to increase productivity, introduce innovation and strive for better across their businesses. Knowing that each year you will be taking stock of the last 12 months accomplishments in front of your peers and a judging panel can be a real motivator for many!  

→ Sense of purpose –  Annual awards , be they in house or external can instil a real sense of purpose to your team and helps to give them a focus for the year ahead.  

→ Sharing your story – how many of your more junior staff know the story of how their store manager progressed to their current role? Award season is a great excuse to share these stories to help motivate those starting out in retail and laying down the steps it takes to progress up the retail ladder. Most store managers are trailblazers in their own right , many with inspiring stories about how they worked from the ground up. In retail, anything is possible with a bit of hard work and determination! Sometimes it is worth taking a moment to remind your new additions of this!  

→ Fun!  If for no other reason, do it for the fun!  

Wishing you this years entries the very best of luck, we can’t wait to celebrate with you all on May 9th. 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

Posted on | by Excel Recruitment

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