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Why you really get hired – looking beyond the job description

Both us, as a search firm, and our client will be working to a role brief but there are some further things that the decision makers often think about …

‘What EXTRA SKILLS, and experience do we get by hiring this person above and beyond the brief?’ For example, a retailer may want someone to manage their European store portfolio but what if a candidate had experience of managing sites all over the world?

HEADROOM -A company will consider ‘If we hire this person for this specific role, will they be bored or discontent in a years time? Will there be sufficient growth to keep them?’ High turnover is disruptive and expensive.

SUCCESSION PLANNING– ‘Does this person have the potential to grow into our senior manager/Director?’

LOCATION– ‘How far from the office do they live?’ even Regional Managers on the road most days need to be in a sensible start location to tend to their flock. It has got to be a bonus to hire someone who can spend less time in the car or on the train and more time on their work.

CREDIBILITY– New hires often have to earn the trust and confidence of those around them but the road is much easier it is when their background and reputation easily offers specific industry sector knowledge and a proven track record of success.

CULTURE & PACE– Decision making, pace, rate of change, flexibility and the levels of autonomy will all vary significantly between a large listed company in comparison to, for example, a VC backed turnaround company A hiring manager will always be assessing how a candidate has been used to working , and in which environments they have been successful.

Understanding what is important to a company you are hoping to join will give you a definite advantage so remember to always prepare well and, if you are lucky enough to be working with a headhunter, take their advice!

Retailers, seize the moral high ground – and quickly!

Tesco has earned themselves some valuable PR by coming out today (10/7) in support of the government’s new National Living Wage (NLW). This effectively will mean a new minimum of £7.20 for the over 25’s.  It was a brave act, and it is no surprise that the rest of the retail sector has been rather muted despite the huge impact this will have on their margins.

Whilst the government have compensated companies by reducing corporation tax by 1% to 19%, but will not happen until 2017 and the increase in wage rates will be implemented next year. The CBI, have said that the corporation tax reduction would NOT be enough to offset the increase in NLW. The Office of Budget Responsibility have predicted a loss of 60k jobs nationwide.

The big question is how will retailers react?  With the prevalence of much maligned zero hour contracts, staff may find their hours reduced, also there is now a much greater incentive to employ younger people!

The retail sector has struggled to present itself as a career of choice, recent exposes on zero hour practices have led the public to see jobs as low pay and unskilled, reminding me of the phrase “Mcjob” describing McDonalds. Major retailers should now seize this opportunity to support the NLW and get all the valuable PR which will result.

Retail Recruitment -Protecting your own ‘Brand Identity’

Retail Recruitment -Protecting your own ‘Brand Identity’

You can spend years perfecting your skills and honing your abilities and, just when you decide to make a career move, you can really do yourself a huge disservice by a lack of planning.

Over the years I have noticed recruitment trends change but one thing that hasn’t changed is that, there are recruiters and headhunters that will protect you and ‘your personal brand’, and there are those that won’t.

As in many aspects of life, people are attracted by the ‘exclusive’ ‘typically inaccessible’ and the ‘not easily obtained’ and this is often reflected in the recruitment and hiring process.

Choose the headhunters and recruiters you work with carefully, do they specialise in your field? Do they operate at your level of the market? Some agencies are very skilled at working in the lower salary bracket but may lack the contacts or the reputation to market higher salaried candidates). Do you like and trust them?

Be very clear to tell them that they are not to mention you by name to any contact or recruiting business until they have discussed the premise for doing so with you first. Check – are they introducing you to the right level and type of person in that organisation?

A quality introduction of a candidate to a hiring organisation whether speculative or against a specific assignment should include a good level of detail on the person – extra information that a company couldn’t know from reading his or her CV.

Despite my words of warning, a headhunter’s introduction can be powerful and positive. Remember they can highlight things about you that you can’t, for example, your high integrity levels, what your referees think of you and whether you are engaging/bright/witty/loyal and much more!

For more help and confidential advice call Gamble & Yeates – 0208 369 5199