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How To Write A CV That Secures You An Interview
Nikki Murran offers her expert advice on how to write a CV that actually gets you an interview
Whether you’re looking for something new or eyeing a promotion, your CV is your first chance to impress. But how do you make sure it doesn’t get lost in the recruiter’s inbox? Let’s break down how to write a CV that’ll have them calling you in no time.
1. Start with a strong introduction
Think of your CV summary like the opening lines of a conversation – this is your first impression. You’ve got about 30 seconds to grab attention, so keep it short and punchy. Skip the overused phrases (“I’m a hard-working team player”) and focus on what sets you apart. Highlight your top skills or recent achievements in a few lines.
2. Focus on achievements, not just responsibilities
Anyone can list their job duties, but it’s the results that matter. Instead of saying, “I managed a team,” outline the size and their accomplishments. The more measurable, the better. The goal is to show how you contributed to the company’s success, not just that you showed up.
3. Skills: What makes you stand out
Your skills section should reflect what you bring to the table – both hard and soft skills. Hard skills are technical (Excel, project management software, etc.), while soft skills focus on your people skills (think communication, leadership, and problem-solving). Tailor this section to the job you’re applying for, but don’t be afraid to highlight your unique strengths. If you’re particularly good at handling difficult customers or great at driving store standards, make sure it’s front and centre.
4. Education and training: Don’t underestimate it
Your education matters, but how much you go into detail depends on your experience. For recent grads, the education section should be near the top, with details on your relevant coursework, or standout projects. If you’re further along in your career, it’s fine to list your lead education level and move on – unless you’ve recently completed any professional certifications or courses, in which case, they deserve a mention. Continuous learning shows you’re committed to growing in your career, so don’t hide that.
5. Work experience: Tell your story
Your work experience is the heart of your CV. Instead of just listing job titles and responsibilities, frame each role as a story of growth and impact. Talk about the projects you led, the targets you overcame them, the wins you achieved, and the lessons you learned. Use bullet points for clarity, but keep it focused on the results. Highlight how your past roles make you the right fit. But don’t overdo it – keep it concise and avoid unnecessary details that could distract from your accomplishments.
6. Personal touches: Show a little personality
Yes, your CV should be professional, but a touch of personality can help you stand out. A line or two about your interests or hobbies can give employers a glimpse of who you are beyond the job title. Are you a marathon runner or an avid swimmer? Maybe you volunteer at a local charity? It’s not about fluffing space but giving the recruiter something to remember you by. Just be sure the personal info is appropriate for the job you’re applying for.
7. Formatting: Make it easy on the eyes
A well-organised CV is easier to read and more likely to get a second glance. Keep your layout clean and simple, with clear headings and enough white space to make it look less like a wall of text. Use bullet points to highlight your skills and achievements, but don’t overdo it – less is more. And please, no rainbow-coloured fonts or funky designs.
8. Proofread: Double-check before you hit send
Before you send off your CV, proofread it like a detective hunting for clues. Typos and grammatical errors are a big red flag, so read through your CV multiple times, and ask a friend to take a look. A fresh set of eyes can catch things you might have missed.
9. Make your CV count
Your CV isn’t just a document – it’s your ticket to getting noticed. With the right balance of professionalism and a little personal flair, your CV can be the key to unlocking the interview door. So spend time on your headline, showcase your achievements, and keep things clear and concise.
For more information call us on 01 814 8747 or email nikki@excelrecruitment.com.
5 Soft Skills That Make Or Break A Grocery Retail Team
Nikki Murran outlines the top soft skills that shape how we interact with others in a retail environment that can in turn make or break a store’s reputation.
I’ve spent years hiring for grocery retailers, and if there’s one thing I’ve learned, it’s this: you can teach someone how to scan a barcode, but you can’t teach them how to care about a customer – at least, not easily.
Soft skills, those non-technical abilities that shape how we interact with others, are the secret ingredient to a successful grocery retail team. They’re the difference between a customer walking out happy and heading straight to Google to leave a scathing one-star review about how “the lad at the checkout was as cheerful as a grim reaper.”
From both my time in retail and recruitment, I’ve seen how the right soft skills can make or break a store’s reputation. And yet, they’re often overlooked in hiring. So, let’s talk about the most crucial soft skills in grocery retail, why they matter, and how to spot them before you bring someone onto your team.
1. The art of customer service skills
Back when I worked in retail, I remember training a new team member—let’s call him John. John was efficient, quick on the till, and got through customers like a machine. The problem? He also had the warmth of a self-checkout kiosk with a malfunctioning card reader. John was great at the technical side of the job but completely lacked customer service skills. And that’s where retailers get caught out. You can train someone on how to use a till or restock shelves, but if they don’t know how to engage with customers, the store’s atmosphere suffers.
How to spot it: Ask candidates about an example where they dealt with a difficult customer. If their response is along the lines of “I told them to take it up with management,” you might want to rethink your choice.
2. The ability to stay cool under pressure
Grocery retail is not for the faint-hearted. The Christmas rush, the unexpected delivery delays, the moment when a queue stretches to the back of the store because the card machines have gone down – it takes a special kind of person to stay calm in these moments. I once had a candidate tell me in an interview that they “don’t really like stressful situations.” I had to politely explain that grocery retail is essentially one long stressful situation with occasional breaks for lunch. You need staff who can handle pressure without melting down. Whether it’s a late delivery or a surprise EHO visit; when the manager is on lunch, having people who can think on their feet and stay composed is critical.
How to spot it: Ask about a time they had to handle a difficult situation under pressure. If they don’t have an answer, they might not be the right fit for the retail team.
3. Teamwork – the gift of getting along
Retail is a team sport. If you’re getting hired in a store, you’ll know that teamwork is more frustrating than having a coworker who mysteriously disappears every time the floor needs mopping or a customer needs help. Good teamwork isn’t just about getting along with colleagues; it’s about pulling your weight and stepping up when needed.
How to spot it: Ask about a time they helped a struggling coworker. If they can’t recall one, it might mean they never did.
4. Resilience – The gift of not taking everything personally
Grocery retail can be a tough gig. You’ll deal with customers who are in bad moods, suppliers who are late, and managers who are under pressure. Sometimes, you’ll get blamed for things that aren’t your fault. I once had a customer yell at me because we ran out of strawberries. (As if I had personally eaten them all.) If you’ve worked in retail, you’ve probably had similar experiences.
Resiliency is key. The best retail employees don’t take bad customer interactions to heart. They shake it off and move on to the next person in line with a fresh smile.
How to spot it: Ask candidates how they handled criticism or a difficult customer interaction. If they say, “I’d probably get annoyed and tell them off,” you’ve got your answer.
5. Initiative – The ability to see a problem and fix it without being told
One of the best employees I ever hired was a young woman who, on her first week, started cleaning behind the tills every time there was a lull. No one had asked her to, she just saw it could do with a clean! That kind of initiative is golden. The best staff aren’t the ones who just do what they’re told; they’re the ones who think ahead and take action when needed.
How to spot it: Ask what they would do if they finished their task early. If their answer is “Wait for someone to tell me what to do,” they might not be the proactive type.
Technical skills can be learned on the floor, but soft skills – customer service, teamwork, resilience, initiative – are what truly make a great retail employee. For more information call us on 01 814 8747 or email nikki@excelrecruitment.com.
Bridging The Gender Gap in Grocery Retail Leadership
I grew up in retail—stacking shelves, working the tills, and doing everything in between before eventually making my way up to senior management. If you’ve worked in retail, you know it’s not for the faint-hearted. It’s fast-paced, unpredictable, and comes with a side of unique customers.
However, one thing is certain: grocery retail wouldn’t function without hardworking, engaged employees.
And guess what? Studies have shown that women are more engaged than men in nearly every role below senior leadership. They’re often the ones driving store culture, keeping teams motivated, and ensuring that everything—from fresh produce to payroll—gets sorted. But something weird happens when women move up the ladder: their engagement starts to drop. Meanwhile, men’s engagement increases.
Now, why is that? Well, for starters, leadership roles can feel isolating. Women often don’t get the same level of support, recognition, or opportunities as their male counterparts.
A 2022 McKinsey & Lean In report found that for every 100 men promoted to management, only 87 women move up with them. And in frontline retail, where leadership pipelines are critical, the gap is even wider.
The reality of retail’s gender gap
The gender pay gap isn’t doing us any favours either. In Ireland, women earn, on average, 12.6% less than men. Even in an industry where women make up a significant portion of the workforce, they’re still underrepresented in leadership roles and underpaid when they get there.
And then there’s the “double shift”—the fact that many women in senior roles are still handling the majority of household and childcare responsibilities. According to Eurostat women in Ireland spend nearly 13 more hours per week on unpaid domestic work than men. So, when long, unpredictable hours come into play (hello, Christmas trading madness), women often have to make tough decisions about career progression versus family life.
The leadership ‘Engagement cliff’
Women tend to start their careers in retail with high engagement, and they bring that energy into middle management. But when they hit senior roles, the support system thins out. Research suggests that this drop-off happens because senior women often feel unheard, undervalued, or excluded from decision-making.
There’s also the pressure to conform to leadership styles that don’t always align with how women naturally lead. While men are often praised for being decisive and assertive, women in leadership can face criticism for the same traits. A Harvard Business Review study found that women in executive roles receive less actionable feedback and are more likely to be judged on personality rather than performance. So, in other words, “you’re too nice” or “you’re too tough” are actual career blockers.
And let’s not forget the invisible workload: the expectation that women in leadership will also take on extra emotional labour—mentoring junior employees, driving diversity initiatives, or being the “approachable” manager. All of this adds up, and it’s no surprise that many women leave senior roles sooner than men.
What can retailers do to fix this?
The good news? There are practical steps grocery retailers can take to stop this talent drain and keep their best leaders engaged:
Flexible work arrangements – Job sharing, hybrid options, and predictable scheduling can help women balance leadership with life. This isn’t about “special treatment” but about removing unnecessary barriers to retention.
Pay transparency and equity audits – If men and women are doing the same job, they should be paid the same. Full stop. Retailers should proactively review salary structures to close any hidden gaps.
Mentorship and sponsorship programs – Mentorship is great, but women also need sponsors—senior leaders who actively advocate for their promotions, not just offer “advice” over coffee.
Leadership training that works for women – Traditional leadership programs tend to be built around outdated ideas of authority. More inclusive training can help women lead authentically without feeling like they have to mimic outdated leadership styles.
At the end of the day, retail is a people business, and if we want to keep our best talent engaged—especially women in leadership—we need to make real changes. The numbers don’t lie: women bring high levels of engagement, strong leadership, and invaluable experience to the table. But if the system is set up in a way that causes them to burn out, disengage, or leave, then retailers are only hurting themselves. Closing the gender gap isn’t just the right thing to do—it’s a smart business move. More diverse leadership leads to better decision-making, stronger teams, and ultimately, better-performing stores. Because when women thrive in leadership, everyone benefits—including the bottom line.
How To Ensure A Successful Recruitment Drive
“They don’t make them like they used to” is a phrase I’ve heard repeatedly over the past few weeks while running a project for a new store opening. Our client needed to hire a batch of sales assistants—eager to work and learn, though with little experience. However, after a month of effort and hiring only one out of the twenty staff needed, she called me in, exasperated and seeking help.
She couldn’t figure out what had gone wrong, so I reviewed the recruitment drive before starting a new one for her. After going through all the applications and her interview notes, it became clear that she was looking for something that simply didn’t exist: an army of her younger self. She envisioned 20 staff members who would take every hour offered, work at 100% effort from sunrise to sunset regardless of culture or leadership style, seek no progression or feedback, and feel grateful for the opportunity to “earn their stripes.”
On the other hand, the candidates were looking for managers who would motivate, inspire, and mentor them. They wanted working hours that fit around their lives, the right to disconnect after their shifts and above-average pay.
So, who is right?
Evolving attitudes
Here’s the thing: not only has the job market changed, but attitudes have also evolved. There’s no absolute right or wrong here. Both employers and employees are entitled to define their own wants and needs. What ensures a successful recruitment drive is communication, compromise and clear expectations. Once these are established, everything else becomes easier.
In today’s market, particularly with younger candidates, there’s a prevailing rhetoric that a job is just that: a job. The “above and beyond” mentality is often perceived as a ploy to extract extra unpaid work. Conversely, many retailers I’ve worked with see this “above and beyond”—staying 10 extra minutes after a shift, working through a busy weekend, or the understanding that we can’t discuss progression opportunities until the store’s stock take gets finished—as a sign of genuine interest in making retail their career.
This mismatch between expectations can lead to frustration on both sides. Employers may interpret employees’ reluctance to go the extra mile as a lack of commitment, while employees may feel undervalued or exploited when they’re asked to do more than what’s in their job description. The reality, though, is that none of these perceptions are the main issue. It’s all about communication and ensuring that both sides are clear and honest about expectations.
Weekend work
As the middleman in the recruitment process, I interpret for both sides. For example, when a retailer says they want someone willing to work weekends, I clarify: do they mean every weekend? Both days? Usually, the answer is no. They’re simply looking for someone open to some weekend shifts and a level of flexibility—a team player. On the flip side, candidates often hear “weekend work” and assume it means every single weekend, which leads them to self-select out of the process. When candidates learn they can trade a full weekend for the next one off, or that working a Saturday guarantees a Sunday off, they’re often happy to compromise.
It’s not that either side is unreasonable—it’s that they’re often speaking past each other. Issues arise when both candidates and clients speak in absolutes, looking for extremes. If either side insists on rigid terms for one factor, they need to show flexibility on others. For example, if someone wants a job with no weekend shifts, or if a store wants staff willing to work every weekend, then compromises on pay or other benefits are usually necessary. As I said, it’s all about compromise and communication.
Work-life balance
This isn’t just about retail, either. The broader labour market is undergoing a cultural shift. Employees are increasingly prioritising work-life balance, mental health, and fair compensation. They’re more likely to seek workplaces where their values align with the company’s culture and leadership style. Employers, meanwhile, often yearn for the “good old days” when staff were seemingly more willing to adapt to business needs without question.
What’s important to remember is that compromise doesn’t mean settling. It means finding a balance where both parties feel their needs are being met. Retailers who embrace flexibility often find that their employees are more loyal and engaged, while job seekers who are open to negotiation can land roles that better align with their priorities.
So, what do I recommend?
The first step for all parties is to rank your needs and wants. Identify what’s most important to you in a job or in a potential employee. Go down the list and distinguish between your absolute must-haves and the areas where you’re more flexible. This applies to hours, pay, responsibilities, and even long-term goals.
This approach provides a clear starting point for negotiations. By being upfront about what’s non-negotiable and what’s open to discussion, both parties can quickly determine if they’re a good match.
On appeal
For employers, it’s also helpful to showcase what makes your company an appealing place to work. Highlight mentorship opportunities, career development paths, or any perks you offer that could make the role stand out. For candidates, being transparent about your expectations and showing a willingness to learn can go a long way.
With clear communication, upfront expectations, and a reasonable dose of compromise, I’ve managed to find perfect matches for countless clients. It’s a win-win for everyone involved!
At the end of the day, the job market will continue to evolve. Success lies in recognising these changes and adapting accordingly. Whether you’re an employer or a job seeker, remember it’s not about recreating the past—it’s about building a future where both sides can thrive.
For more information call us on 01 814 8747 or email nikki@excelrecruitment.com.
Building Career Pathways In Retail
In the dynamic world of retail standing out as an employer means more than just offering competitive pay
Firstly, show your team that there’s room to grow, from that first day on the shop floor they can see the possibility to become a store or even regional manager. More and more we hear from candidates why clear career paths matter and from clients how they can transform your business. Not all employees can be store manager in your store – but by discussing their ultimate goals and short term options you can work together to really motivate them, get the best out of them and ultimately support them in their long-term goals.
A real-life example
Last week, I received a call from a candidate I had placed with a retailer eight years ago as a trainee manager. During her first year, the retailer sat down with her to discuss her long-term goals. At the time, she mentioned she was beginning to explore opportunities outside retail because she felt somewhat aimless. Together, she and the retailer explore various options and eventually identified her passion for training. Over the next year, the retailer gave her small training tasks, such as mentoring new starters and rolling out minor updates to the team. The following year, she was tasked with compiling a training manual for new staff, alongside taking on a new role as a department manager. In her third year, the retailer supported her pursuing a diploma in training and appointed her as the store’s trainer. She became responsible for everything from induction sessions to manual handling and HACCP (Hazard Analysis & Critical Control Point) training. After six years with the store, the retailer recommended her for a group training role with their parent company. This case study highlights the transformative impact of a little investment and guidance from the retailer. Not only did it shape her career, but it boosted her productivity and extended her tenure with the company from what might have just been one year to six impactful years.
Why career progression is a game-changer
Retail can sometimes be seen as a stop-gap industry – where you fill your years in education – waiting for your ‘real’ career to kick off. But that couldn’t be further from the truth. When employees see a clear path ahead, they’re more engaged, stick around longer, and are motivated to climb the ladder. Plus, promoting from within boosts morale and saves on hiring costs.
Steps to create clear career paths
So, how can retailers ensure that their employees see retail as a viable option? As a career where they can grow and progress?
1. Share your stories
Most retailers I know started their career on the shop floor or till and worked their way up. There is nothing more inspiring than hearing these success stories from your manager, seeing real-life examples can help new employees picture their future within your store. Why not make these stories part of your hiring process by sharing them during the interview stage? It can double as a great hiring tool as well as motivational tool.
2. Map out the journey
Show your team the steps from entry level roles to management. For example, starting as a cashier, moving to shift supervisor, then assistant manager, and finally store manager. Lay out the skills and experience needed for each role so everyone knows what’s expected in order to progress. Laying this out in black and white makes it feel more attainable to staff.
3. Invest in training
Equip your staff with the tools they need to succeed. Offer training in areas like customer service, leadership, and inventory management. Whether its on the job training, online courses, or workshops, make learning accessible. Additional training is a double win – not only do staff feel that you are investing in them, but you also have a more skilled workforce in your store.
4. Promote from within
Show your team that hard work pays off. Regularly review performance, identify rising stars, and give them opportunities to take on more responsibility. This could be through temporary leadership roles or special projects. Not every employee needs a salary or title bump at every review. But, giving employees a little extra responsibility, a small section to take ownership of, or a project to oversee can make them feel empowered and valued.
5. Mentorship matters
Pair up newcomers with seasoned staff who can offer guidance and share their experiences. A mentor who started in an entry level position and moved up can be a powerful motivator.
6. Celebrate success
Recognise and reward achievements, whether it’s completing a training program or earning a promotion. Public shout outs, bonuses, or other incentives can go a long way in keeping morale high. One of my clients walks the shop floor with ‘free lunch’ vouchers in his pocket and anytime he sees a staff member working hard, offering great customer service, or has their section in great shape he hands out the vouchers. He has seen a huge boost in not only performance but staff morale since he started this initiative.
7. Personalise career paths
Not everyone wants to follow the same path. Some might aim for management, while others prefer specialised roles. Have regular check ins to understand individual goals and tailor development plans accordingly. Think outside the box where you can – not everyone wants to end up as store manager – perhaps some of your staff would like to end up in retail HR, food safety champion or retail/deli chef – all paths that you can help them work towards within your store.
For more information call us on 01 814 8747 or email nikki@excelrecruitment.com.
Navigating the Irish Grocery Retail Landscape in 2025
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 a True Retail Leader
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.
6 Tips for Efficiently Screening CVs
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.
2024 C-Store Awards Shortlist
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
