Tag Archive: interviews


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By Jez Styles, AdMore Recruitment– Specialists in Retail and Hospitality Recruitment, Search & Selection, Talent Management and Career Development.

I read an article late last year that has kept coming back to me in recent months. The article (a study by Lauren Rivera) from the December issue of the American Sociological Review suggested that Employers are often more likely to hire a person they would want to socialise with than the ‘best’ individual for the job. The article didn’t suggest that employers were hiring the wrong people, but that they would prefer to hire someone that they have bonded with, would perceive to be a future friend or who made them feel good about themselves.

Given the amount of focus on CVs, interview techniques, innovative job searches (etc, etc) most candidates could be forgiven for focussing on the ‘technical’ side of looking for a job. Getting ‘in front’ of an employer is for most candidates the primary focus and in an increasingly results driven culture it is easy to forget how important it is – to put it simply – that you and the employer like each other. Talk to any recruiter and they will confirm, if there is a shared past or common interest the candidate has a much better chance of getting the job. I believe this is particularly true in Retail where often there are no technical qualifications to differentiate one candidate from another.

So, if you are looking for a job, what can you do? Here are a few tips on how to build rapport and give you the best possible chance of landing a job offer!

  1. First impressions are crucial –  I wrote about how to create a great first impression (read here) in the first ten seconds previously. It is fairly obvious but if you don’t get the first impression right you will face an uphill battle to build rapport. You really want your interviewer to have an immediate gut reaction that they like you.
  2. Positive Body language – Smile, make eye contact, and lean in when you want to really engage. Again, you are appealing to the interviewer on a subconscious level. Where possible you should try to match your interviewer…
  3. Mirroring & Matching – This often seen as a bit of a ‘dark art’ but it is quite simple to do. The best way to learn how to do this is to just focus on one element at a time in every day conversations until you are a little more adept at combining several elements. Where possible you should match voice tone, speed and sound; breathing rates & body posture; speech patterns including specific buzz words and the level of detail. The interviewer will see a similarity in how you come across which was central to Lauren Rivera’s research.
  4. Use the person’s name wherever possible – There is a huge amount of research available but in essence people like to hear their own name. This is linked to how your brain reacts on a subconscious level and is linked to your development as a child. Read here for more information.
  5. Take a genuine interest in the interviewer and focus on them not the organisation – It is worth setting yourself some specific objectives about what you want to find out about the ‘person.’ The simple fact is that people tend to like talking about themselves. Be prepared to ask follow up questions and show genuine interest. Show empathy and indicate wherever there is common ground. Again, any chance you get to indicate commonality will give the interviewer the impression you could be a potential friend in the future.
  6. Similar activities , similarity matters – It is worth doing some research, via contacts and social media, in to what the interviewer does in their spare time and what they are passionate about. Are they a sports fan, do they go to the opera, do they have kids (and therefore do none of the aforementioned activities!)? Where possible you should get this in to the conversation. Once again, if there is a similarity of interests the interviewer will be inclined to move you up the shortlist.
  7. Compliment the person – Everyone likes praise (method of delivery is crucial for some though). If the opportunity arises give some compliments. Keep it relevant to the interviewer and try not to be too sycophantic!

Overall, keep in mind that you want to generate a sense of similarity between you and the interviewer.

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Previous blogs on interviewing:

Top ten tips for candidates from Assessment Centre Veterans

Top Tips For A Competency Based Interview

Top 10 tips for a successful Telephone Interview

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By Sophie Mackenzie, AdMore Recruitment– Specialists in Retail and Hospitality Recruitment, Search & Selection, Talent Management and Career Development.

 

For those of you who are as yet unaware of glassdoor.com, it is a US based site whose aim is to create a community providing a source of information about prospective employers, job roles and salaries based on anonymous reviews from employees. They have recently launched their UK site, glassdoor.co.uk .

The format of each review comprises Pros and Cons and Advice to Senior Management along with star ratings given for the following criteria: Compensations & Benefits, Culture & Values, Career Opportunities, Senior Leadership, Work/Life Balance and CEO Rating.

It is a simple format and undoubtedly can prove a useful resource when researching companies or preparing for interviews.

Under each company profile, it includes a Recent News section which is useful for ensuring you are up to date with latest Press Releases, results or general news.

Understandably, the large, global businesses have the most reviews (often in their thousands) with some sectors being more broadly represented than others, particularly the Management Consultancies, Technology companies and Financial Services. I would guess therefore that reviews on these businesses are a pretty accurate reflection of working life within those companies.

Within Retail, the major UK brands are represented although many have a limited numbers of reviews – I’m sure this will change as more people in the UK become aware of its existence. Until there is a significant body of material on each company, I think it will be a while before it provides enough insight to accurately reflect what it is like to work for a particular company.

In their Community Guidelines, glassdoor are clear that participants should write balanced reviews without reverting to bitter or overly personal accounts of their own experience. Reviewers must be current or former employees of that business within the past 3 years and so there is reason to assume that the integrity of the reviews is good.

As always with reviews, you must take each contribution in context and look at the overall theme which emerges from a number of reviews. Other factors to bear in mind are the level of the person reviewing (junior candidates will have a different perspective than senior managers although their opinion is no less insightful or valid). Equally with the Interview section, where people provide sample interview questions and insight into their application process, it is wise to be cautious. Interview processes can change and your preparation still needs to be thorough enough to deal with any unforeseen eventualities.

We are all becoming increasingly reliant on reviews whether that is before booking a holiday or buying something and they can be an incredibly powerful tool. Recently, before leaving on holiday, I accidentally stumbled upon some Tripadvisor reviews on my destination. They were so bad that I was tempted to cancel, however I kept an open mind and sure enough, I had a lovely time albeit with my eyes wide open and expecting the worst! With something as important as your career, the more research you can do the better, and as long as you keep an open mind, glassdoor.co.uk should prove to be a useful addition to your ‘career toolbox’.

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How to avoid joining the wrong business

8 great smartphone apps to support candidates in their job search

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By Russell Adams, AdMore Recruitment– Specialists in Retail and Hospitality Recruitment, Search & Selection, Talent Management and Career Development.

In a market where organisations are increasing their proportion of direct hires, do you still need to be talking to recruiters and what are they actually doing for you?  Are they really adding any value and what are they doing that you couldn’t do yourself? Indeed with LinkedIn it is now easier than ever before to be found by organisations looking to hire. So are recruiters really adding any value? The answer to that question will definitely depend on who you are talking to. Sadly the industry is lightly regulated and with no formal qualifications it is very easy for poorly trained individuals to operate without much scrutiny or redress. As we are all aware, the market is still tight. With strong competition for most roles it is likely that you will need to engage the services of recruiters in order to try and access the best opportunities in the market.

So what should a good recruiter be doing for you?

Career Advice

A specialist recruiter should be able to give expert career advice and both challenge and assist you in your career goals and objectives. They should be highly knowledgeable in your field and very well connected.  Your recruiter should be a career partner and not just an agent that will place you in a role.

Recruiters can and should provide impartial career advice. When paid commission you need to appreciate that some may have a short term attitude and advise what is best for them and not for you as the candidate. However, the best recruiters will take a look term approach, appreciate that people will remember great advice and certainly never forget bad advice. Although in the short term they may lose out on a fee, longer term if they do the right thing then you are much more likely to engage them when you are looking to recruit. So look out for the signs that they are thinking long term.

Recruiters can if they are willing provide advice across a range of areas including advice on CV’s and Interviewing. They typically do not change for these services but do it as a way of adding more value to the candidates. Again they are likely to only provide in depth advice to those individuals who they have built a relationship with.

Job Search

In addition to some of the added value areas, fundamentally you want your recruiter to give you access to the best jobs in the market. So, do plenty of research and ask plenty of questions; what roles are they recruiting? Who are their key clients? Are they recruiting the types of roles you are interested in? The competition out there is fierce and through building a strong relationship with key recruiters in your sector you can try and ensure you gain access to these roles. A good recruiter should always call you back. In the current market, recruiters are incredibly busy, there are large number of candidates on the market chasing relatively fewer roles, however if you agree up front how to communicate and how frequently then you should be able to find a way that works for both parties.

 Process Management

A good recruiter should “coach” you through the recruitment process.  They should be using their in depth knowledge of the client and the individuals within it to guide and advise you on how to position yourself. They should be able to give you a strong insight into the culture and how you will fit.  The are also likely to get in depth feedback from the client after each stage so make sure they are sharing this information with you, so you can understand what you may need to do more or less of.  In fact a really good recruiter will always think long term. The better ones will coach you through a process even when they aren’t representing you but it is with a client they know. They will appreciate the long term benefits of doing this and the potential for the future.

 Offer Negotiation

Whilst there are a multitude of reasons for moving jobs, increasing your salary and benefits is often an important aspect.  Your recruiter should be instrumental in negotiating the right salary for you.  They should know the client well and will have a real feel for what the client may be willing to pay for someone with your skill set.  But make sure they are clear about your parameters because as much as you want to receive the best offer you also don’t want to put yourself in a situation where you are jeopardising a potential offer because the recruiter is demanding an unachievable  salary on your behalf. Also make sure you understand the full package. The benefits on offer may vary considerably from your current role and other roles you are considering and it is wise to look at the package as a whole. This will both influence your thoughts around basic salary but also may give you some leverage. Make sure you have this information early in the process. Like any negotiation the Recruiter will be aiming to find middle ground that is acceptable to both you and the client. It is ok to push but get a feel for where those boundaries lie.

Post Placement

A good recruiter won’t just place you and collect their fee, they will support you through your notice period and then though your induction into the business. They should provide you with an insight into the key players in the business you are joining, the culture and advice on how to integrate into the business. They should keep in touch and ensure that your induction runs smoothly, feeding back to the client where appropriate.

Conclusion 

Identifying and then building a relationship with the right recruiters will be critical if you are determined to make the best career move possible.

So how can you ensure your recruiter is doing all these things for you? Firstly please choose wisely. It is best to get recommendations and check their credentials.

Secondly to gain this level of advice, support and opportunity you need to invest time in building a relationship with the recruiter. This is easier said than done when working in a demanding and consuming role, so select a small number of well connected recruiters. For some additional advice on job hunting please read our recent blogs Looking for a job in 2013and How to avoid joining the wrong business.

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By Jez Styles, AdMore Recruitment– Specialists in Retail and Hospitality Recruitment, Search & Selection, Talent Management and Career Development.

Whenever I brief a candidate that there is an assessment centre in a recruitment process I tend to encounter a range of responses. I use the word ‘range’ pretty loosely as in truth the vast majority of candidates dread an ‘AC’ at worst and are ambivalent at best. Occasionally, when working with sales driven businesses you will encounter candidates that positively live for ‘out of the comfort zone’ experiences. Overall, I think my favourite response is from the AC veterans, the guys who have assessed other candidates, been assessed on multiple occasions and probably helped to write exercises previously. They know how it works, what they need to do and more importantly…how to impress. And yes…sssshhhhhh… some even enjoy the experience!

Here are some tips from AC veterans I have worked with:

  1. Prepare. Ask your recruiter for a copy of the competencies/qualities that are being assessed on the day. There is a good chance that the day will include an interview so you will have a great opportunity to really impress. If you are unable to clarify the competencies then ask for a job description or research the business. For further tips for an interview click here; Top tips for a competency based interview
  2. Get your mind-set right. Sales based candidates can skip to point three…this is not a competition. Most companies use assessment centres because they are looking for multiple candidates and/or because it gives a different insight in to candidate behaviour. If you enter an AC with the belief that you need ‘to win’ there is a good chance this will influence your behaviour in the inevitable group exercise and also social situations. It is better to think about being the best you can be. Also, avoid comparing your performance to your peers on the day. Most AC’s have a benchmark score for passing the day so if you beat everyone else but still do not benchmark you will fail.
  3. You are always being assessed. I have attended numerous ACs where candidates have hit the benchmark score, but in the ‘wash-up’ an assessor has recounted a conversation or observation that has created a negative impression. Avoid taking a cigarette break if you can. If you do take a break be aware any conversation you have is still being assessed. Similarly, if lunch is included be sure to maintain good manners and dare I say it sensible food choices. If an overnight stay is involved – stay clear of the alcohol! Finally, be aware of your body language, do not lean, slouch or invade people’s space. Think about your facial expressions when part of any group conversations or exercises – be positive and smile…a lot!
  4. Network. At the start of the day you should make a note of all the assessors, ideally name and job function. Over the course of the day you should spend time with each individual. It is crucial that you prepare a bank of insightful questions prior to the day. They might be geared towards an HR or Operations Director or other relevant function. Assessors will tend to remember the people that have asked intelligent questions and truly engaged them. It is also worth spending time getting to know the other candidates; there are networking opportunities for the future.
  5. Plan each task. In the heat of the moment it is easy to just launch in to a task. However, it is crucial that you take the time to read all relevant instructions. I assessed an AC last year where 5 individuals in a Group task all failed to read one crucial piece of information which led to them all failing the task. You should plan your time and allow for unexpected changes to the structure of the exercise (normally about ten minutes before you are due to finish!). All exercises are generally designed to put you under pressure to complete within a tight time-frame. Do not panic and importantly, ensure you complete the exercise. Finally, if you are offered various materials you would be wise to use them. An obvious one would be the provision of a flipchart for a presentation. Use it!
  6. Nail the Group exercise. Most candidates hate Group Exercises, often describing them as fake or ‘not a reflection of real life.’ While this may be true they are also remarkably affective at putting candidates under pressure which results in a multitude of interesting behaviours that you would not see in an interview or other exercise. There are a few things you can do to ensure you are perceived positively. Most importantly do not ‘over dominate’ the exercise. Avoid (contrary to popular belief) being the person that writes notes or prepares the flipchart presentation, you will quickly end up being side-lined from the conversation. Use your peers name when addressing them and invite the quieter participants to voice their opinion. Express your own ideas and ask for feedback. Ensure the group is on target to complete the task on time and if required steer the group to complete tasks as required. Finally, stand by the group’s ultimate decision/conclusion. Do not fall in to the trap of criticising other group members if faced with ‘apprentice’ style questions from the assessors.
  7. Do not let one bad exercise ruin your day. Confidence is crucial on an AC day and a single exercise will not usually determine your success or failure. If you perform badly on one exercise you must pick yourself back up and move forward.
  8. Take Psychometric exercises seriously. Psychometrics are being increasingly used in advance of AC days to either highlight areas to explore over the course of the day or to provide additional evidence of capability.
  9. Be positive. Over the course of the day you will have numerous conversations and will experience a range of emotions.  It is important that you remain positive and that you express this. Do not fall in to the trap of making any negative comments about the assessors, the AC, other delegates, current employer, ex-boss or your consultant. I have witnessed numerous candidates ‘de-selecting’ themselves through a flippant remark to the wrong person.

I hope this helps and please share your tenth tip in the comments below or via our Blog page on LinkedIn:

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Click one of the links below for further blogs from AdMore:

Do Today’s candidates have a ‘hierarchy of needs?’

8 Great Smartphone apps to support candidates in their job search

How to avoid joining the wrong business

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By Jez Styles, AdMore Recruitment– Specialists in Retail and Hospitality Recruitment, Search & Selection, Talent Management and Career Development. 

The most challenging, and by it’s very virtue interesting recruitment is often when you are resourcing for an employer whose brand does not quite match up with candidate perceptions. This can work two ways. A business may have a great employer brand but in truth be a difficult to place to work and develop a career. Conversely, there are many businesses that have a poor employer brand but are actually a great place to work. This mismatch often arises for two key reasons; firstly businesses change – a company may have had a high staff turnover previously but due to a change of CEO/HRD the underlying problems have been removed. The second reason is that many people confuse the customer brand with the employer brand. Yum! Brands (The parent company of KFC) are a great case in point. Potential employees think ‘fried chicken?’ but do not necessarily know the fantastic, employee- focused career opportunities they offer.

So, what can you do to educate candidates?

I was recently invited to a Retail networking event at Harrods. I’ll declare my hand early; I used to work in Harrods. It was an amazing experience and I can honestly say that it was the most theatrical and exciting place to ‘retail.’ However, it would seem that many candidates do not see Harrods as being an employer of choice. Following a period of change at Harrods (click here for more information) the Resourcing team have decided that now is the time to win hearts and minds.

The event was by invitation only (thanks to Linda Treen for the invitation!) and was aimed at attracting the top talent from retail that had thus far declined to attend a formal interview. It was typically Harrods – held in the Georgian restaurant where we were offered some beautifully crafted bacon rolls served with coffee and tea. The Retail Director, Paul Thomas, kicked off the day with introductions. This was perhaps the most powerful part of the day. There were 8 Harrods employees present; they came from Asda, Zara, Tesco and a collection of large and small retailers. Not the typical luxury backgrounds one might expect. They also had interesting career paths; it would seem that the path from Operations to the Support functions was well travelled. I guess that is the benefit of having the core of your business and its supporting Head office within a few miles of each other.

Following the introductions, a chap by the name of George Hammer talked about his own experience of setting up the Urban Retreat salon concession in Harrods. George is a classic entrepreneur and was quick to cut to the chase. Harrods is not an easy place to work quite simply because the standards and expectations are so high. As he put it, if you want to work somewhere spectacular you will have to take a risk. This is an interesting point, as this is absolutely about confidence. If you are confident in your ability then why would you not be successful? His most memorable quote being; “be exceptional, do not be average.” George is clearly an extremely successful entrepreneur, he was the founder of Aveda amongst many other concerns, however he seemed to connect with the audience and many of the candidates present were clearly impressed by his honesty and his passion for Harrods.

Paul Thomas went on to talk about his own career path (Asda – Saturday boy to Store Manager, Sainsburys, Harrods Food Hall) and then fielded some questions. Paul was candid about his own decision to join Harrods with the admission of a wobble during his notice period prior to joining – had he made the right decision?  He was keen to tackle the negative perceptions within the room. A few candidates opened up and to Paul’s credit he dealt with these in a way that encouraged others to raise their own concerns.  He talked about the operational roles being narrower, yet deeper, than normal. He discussed perceptions around a more mature workforce and the ‘stuffy’ stereotypes. He noted that in the four years since they have started measuring employee engagement, they have seen a marked improvement in scores. This willingness to meet these questions head on certainly engaged the audience.

I noted with interest the number of candidates that were keen to formally register their interest in Harrods following some further informal conversations. I suspect that the Resourcing team were slightly surprised to get such an immediate result. Jenny Parry, Head of Resourcing, told me that she was primarily hoping to get the message out there that Harrods is evolving.  Judging by the reaction from the candidates attending, I think they certainly achieved this. It would be interesting to know what other retailers are doing to actively manage their employer brand in what is proving to be a period of intense change in the retail industry, comments below please!

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By Jez Styles, AdMore Recruitment– Specialists in Retail and Hospitality Recruitment, Search & Selection, Talent Management and Career Development.

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This list is geared to individuals whom are actively looking for a new position. It’s not rocket science but as with everything in life, balance is crucial. If you are able to do a bit of everything on this list you will increase your chances of securing a new position immeasurably.

  1. Create a professional, simply formatted yet interesting CV. There are thousands of books and articles available to give you some direction however in short, it should be no more than three pages, have accurate contact details and have a summary of responsibilities and achievements for each of your roles (include full details of your most recent roles and just job title and company name for positions beyond the last ten years).
  2. Keep a record of all your applications and follow up! Emails will generally suffice; however call agencies/recruiters where you are particularly passionate about a vacancy.
  3. Register with roughly 3-4 key agencies. Ask for recommendations from your network. If you want the best from an agency it is better to be introduced via a senior contact. This places a greater level of obligation on the consultant to look after you. Ensure the agencies/recruiters cater for vacancies in your job function, industry and seniority level.
  4. Meet people. Meet old contacts from your network, consultants and potential employers. Speculative meetings may seem a waste of time initially but you never know where it will take you.
  5. Work your Linkedin Profile. Linkedin can be enormously time consuming however it is essential that you spend at least 10 minutes on various activities per day. In short, make new connections and get involved in various group discussions. This will raise 2nd and 3rd degree connections’ awareness of you. The best time of the day to do this is lunchtimes; a lot of the larger agencies only allow their staff to use LI between 12-2pm.
  6. Make direct approaches and applications. Most businesses have reduced the budget for agency hires and as a result they actively look to source candidates directly, particularly at mid management level. Draw up a target list of businesses that interest you and contact their resourcing team. It is wise to check with your network before doing this to ensure you are not missing a ‘warmer’ introduction.
  7. Apply for roles where there is an obvious and direct fit. The number of applications per vacancy is currently so high that employers will tend to choose the candidates who are the closest match for the position. If you are keen to apply for a role where there is not a close fit you should write a concise covering letter explaining why you are interested. It is often better to focus on why the business interests you rather than why you think you could do the job. This will enable you to stand out from other applications and adds personality to your approach.
  8. No matter how frustrated you get do not allow this to come across when dealing with contacts. Your contacts will work a lot harder for you if you come across positively in all your conversations.
  9. Set up email alerts and ‘favourites’ lists for vacancies. Do this with job boards, agencies and a select group of target employers. Check this daily and apply the moment the role appears. I recently received over 50 strong applications for a role within 48 hours of placing an advert with a specialist job board. I closed the advert down immediately as I would have been unable to review further applications.
  10. Prepare an ‘elevator pitch.’ You never know when you will receive that all important call about an application and you only get one opportunity to make a good first impression. Keep it short, informative and structured. Ensure that when you have the opportunity, however brief, you build rapport quickly with the recruiter and ensure they leave with the best impression of your personality and attitude. They will feel more confident about representing you if you are positive to deal with.

I hope this helps. If you think I have missed anything more obvious please add to the comments below. Happy job hunting!

Jez Styles

www.admore-recruitment.co.uk

Linkedin Group

Having recently written a blog about the retail recruitment market I am now turning my attention to the hospitality sector to see whether the market is as tough for candidates looking to find new roles.

As in the retail sector, I think most candidates are often pleasantly surprised when they first come onto the market to find another position, by the volume of roles that appear to be out available matching their skills and experience.  However as has been highlighted in the recent Hospitality Employment Index statistics provided by the Caterer.com and People 1st, the competition for these roles is higher than ever.

I am afraid to say that on the surface the statistics do not make encouraging reading. The number of overall vacancies is down some 8% compared to last year and in some categories such as management roles in the restaurant sector they are down a massive 45%.  Unfortunately the competition for roles has also increased with the number of applications only falling by 2% during the same period.

However, as always we should try and put some perspective on these headline grabbing figures.  What the statistics show is that the current job volumes are some 30% higher than in 2009. To some extent during the recession we have seen a much stronger focus on retention and development in the sector. This may be an additional factor in explaining the underlying statistics. As always these statistics only show part of the picture and just reflect the volume (and level) of roles posted on the job board.

Looking at the performance of some of the key players in the market, despite the miserable weather and conflicting expectations brought by the Olympics, the market has held up well.  Looking at recent announcements, Greene King reported a like-for-like sales increase of 5.1%, Mitchells and Butler LFL of 3% and The Restaurant Group LFL of 3.25%. As always there are winners and losers however with continued growth in some areas of the market the need for high calibre individuals remains strong.

As we all know, the hospitality sector is all about people and being able to inspire, lead and motivate teams to deliver great product and great service. Many businesses continue to invest in retaining and recruiting the best people to drive and maintain that competitive edge. Being focused on recruiting middle and senior appointments we have seen strong demand for individuals since the end of the summer and are watching with interest to see how the market unfolds over the coming months.

As has been the case over the last couple of years it continues to be difficult for candidates to secure positions in different sectors, so my advice to candidates is to look at businesses where your skills and experience will be most transferable.  The expectations of clients is rightly very high as they look to drive their business by hiring candidates with experience and a strong track record of success.

Without a shadow of doubt for the vast majority of middle and senior management candidates the market out there remains tough. However, whilst the job board figures are certainly negative, as we come out of recession, the market will inevitably pick up.

Russell Adams

LinkedIn

Many of my everyday conversations are spent informing people about what is happening in the retail recruitment market. Many of the people I talk to ask me what the market is currently like for job opportunities which is interesting really, particularly given the adverse headlines that continue to hit the press. In fact it probably also reflects the conflicting signals that candidates seem to be picking up during their job search.

I think for most candidates when they first enter the market they are often pleasantly surprised by the volume of roles that appear to be available matching their skills and experience. However I think for the majority, this mild euphoria soon dissipates when they realise just how competitive it is in the market with a vast number of individuals chasing relatively lower job volumes.

So is it really as bad as people think it is? A recent report by retailchoice.com highlights some of the issues that our market is facing and I have to admit that on the whole it paints a fairly depressing picture.  Compared to last year, the number of roles advertised is down some 13% and whilst we are not down to the levels of 2009 yet, the trend unfortunately is definitely downwards. Whilst their website carries roles across a broad range of salaries, unsurprisingly it is the management roles that have been hit hardest with a fall of some 3000 roles.  This year has seen a number of large retailers go into administration such as Peacocks, Game, JJB etc. and fundamentally this has resulted in less retail stores trading and therefore the need for less management at both store and field level.

So where are people finding it toughest? Geographically there are some very different pictures. London continues to enjoy not only the highest volume of roles but also the least competition, where applications per job are at their lowest. This contrasts considerably with the North West, North East and Scotland who not only have to contend with fewer roles but much higher levels of competition.

Again, sector wise, there are quite wide disparities. Fashion has clearly been one of the hardest hit as consumers’ disposable income continues to be squeezed resulting in a 14% fall in vacancies, whilst the supermarkets have demonstrated resilience with an increase in job roles.

What is clear is that, in specialist area such as e-commerce, logistics etc. the demand and supply equation between roles and relevant candidates is nicely balanced with a good number of opportunities for people in that sector. This is further reflected across a number of other head office functions. For store and field managers the dynamics look a lot more challenging. Fewer stores mean fewer roles and the statistics show in some cases, applications are up as much as 50%.

The other interesting dynamic is the role of Linkedin; I recently read a survey conducted by Linkedin that suggested that although only 20% of candidates classed themselves as “active” , close to 80% of individuals would consider other opportunities. This was broken down as 20% “active”, 15% “tiptoer” (those candidates considering a move and reaching out to close associates) and then 44% “explorer” who are not actively looking for a job but would be willing to discuss new opportunities with recruiters. They classify the “tiptoer” and the “explorer” as being approachable.  The point here is that in reality, the 20% active candidate pool are actually competing with close to another 60% of the potential candidate pool who are also happy to be approached about job roles. Unfortunately, the increased accessibility of these individuals has only served to drive competition for roles even higher and it has been argued in a number of recent surveys that clients perceive passive candidates to be more attractive.

So what advice can we give? For most senior and middle managers the competition in the market means it is proving very difficult to move sector.  Most organisations are risk adverse when it comes to appointing positions and this is understandable given the very challenging economic environment.  My advice to people is to consider businesses where your skills and experience are going to be most marketable and transferable. I would also encourage candidates to use a broad strategy to access these roles, whether that is through their own network, agencies, Linkedin or their target Employer’s website.  With such fierce competition you will need to work smart and hard to beat the competition. Our website has some advice around these aspects should you want more information.

Without a shadow of doubt, for the vast majority of middle and senior management candidates the market out there remains tough. Whilst the number s are certainly negative, as I sit here and write, more positive economic data is being released and as we do come out of recession the market will inevitably pick up . In the meantime, I appreciate it is scant consolation but you are not the only one who is finding it tough…..

Russell Adams

LinkedIn

Two years ago, after 6 years as a Recruitment Consultant, I left my job without anything to go to. This was a massive leap of faith and I must stress, this is not something I would ever recommend you do!  However, 6 weeks into my gardening leave, I found a new role and I haven’t looked back since.

The experience of looking for work and of being a candidate again was interesting, terrifying and bewildering at the same time. As a professional recruiter, I knew the job market and (thought) I understood how to market myself effectively however I still learnt a lot from the experience and here are some of the main points to consider before entering the job market.

Set your strategy

Create a project plan outlining your different approaches and the channels you are planning to use to market yourself. This should include direct channels (sending your CV directly to a company), recruitment agencies, your own network and social media.  We are in a multi-channel market place and social media has an important role to play in marketing of both products and people. If you are unsure how to use social media effectively, seek advice!

What is your Unique Selling Point?

What qualities do you possess that make you stand out from your peers? Seek 360° feedback from people you trust. In order to sell effectively, you need to fully understand your product…You!!

Define your goals

Before you do anything else, think about what kind of role you are hoping to find and what you can realistically hope to achieve. Deciding what you want to do and are qualified to do will dictate where you target your efforts and also how you market yourself.

What is your personal ‘brand’?

This is the message you convey to the market and to future employers. Your ‘brand’ should be a positive representation of your skills, experience and personality and this should be consistent across all the media you use to engage with others eg. Your CV, Linkedin, Twitter etc. Don’t forget that your brand message should also be consistent in person so think about body language, presentation and how you communicate with people around you.

Identify your target market.

Knowing which companies you want to target will help you refine your ‘message’ and ensure it is delivered to the right place. Research companies and brands to identify those which fit with your goals and align with your values.

Re-write your CV

Merely updating your CV is not enough. It may be several years since you last looked at it so it is worth looking at the whole thing and checking that it is representing you accurately and is in a format that will be well received in the current market. At the very least, you will have achievements to add and your skills and experience will have progressed. This is your shop window – it must present you in the best possible light and accurately reflect your brand message.

Create/Update your Linkedin Profile

Like it or loathe it, Linkedin is widely used by recruiters when sourcing candidates (some would argue that it is its principle function!). Your Profile must be up to date and must portray you and your experience in a positive light. I found Linkedin invaluable when I was looking for a role as it enabled me to identify key individuals in my target companies and where appropriate, make an approach.

Set yourself targets.

Like any good campaign, it should be SMART (Simple, Measurable, Achievable, Realistic and Timely). Setting specific time frames for a job search is very difficult – timescales are often a moveable feast and you will need to remain flexible and organised to keep track. Be prepared to review your time frames and re-adjust if processes are delayed or postponed. This will help you remain focused and ensure you are not putting all your eggs in one basket.

Conduct regular brand reviews

As you progress along your job search campaign, you may reassess your goals and identify new companies to target which you hadn’t previously considered. Ensure that you keep your message clear.

Review your strategy

It is important that you regularly assess the effectiveness of your strategy and if necessary, make amendments. Has your target audience changed? Do you need to try a different approach? The more exposure you have in the market, the better idea you will have of your own marketability. You may need to amend your brand ‘message’ following the feedback you have received along the way.

By managing your job search campaign in a pro-active and positive way, you will be master of your own destiny and ultimately increase your chances of landing the role you want.

Sophie Mackenzie

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