Category: Grocery Retail

Online Interview

How to ace an online interview – Nikki Murran, Director | Grocery Retail

Posted on | by Editorial Team

Post-Covid, online interviews have become a much more commonplace occurrence. Here, our Director of Grocery Retail Recruitment, Nikki Murran, shares her top tips to ensure you create a positive impression during your online interview

There have been many residual factors left in our post-Covid lives, from the normalisation of working from home to a nostalgic fondness for homemade banana bread. One of the main shifts we saw in the recruitment industry was the acceptance of online interviews.

Pre-Covid I can’t think of one client who would have been satisfied to move to the job-offer stage without looking the candidate in the eye and shaking hands. But now, we still have about 35% of our interviews held online. Of that number, 20% of those are concluding their process, whether it be an offer or rejection, without having ever met the candidate face to face.

In March 2020 I was scrambling to understand the world of Zoom and Teams. I had used them previously but was by no means an expert. One of the first interviews I had set up was for a candidate who was amazing at baking and could run a high-volume, fast-paced bakery with his eyes closed but could absolutely not work email. I had to talk him through every step, and this was his first ever time using a laptop – I promise we laughed more than we cried but I think we have all become so much more proficient around online meetings now! (He got the job by the way!)

So, it would seem that online interviews are here to stay, in some capacity anyway. In many ways, they offer countless benefits to the recruitment procedure. They allow candidates to interview on lunch breaks or shortly before or after their shifts, they speed up the entire recruitment process, and they cut down on travel time and cost. But is there a downside? Do candidates who travel to interviews and attend in person have an upper hand over those who log on? Our figures would show that they do. Often the candidate attending in person has made more of an effort and thereby indicates more of an interest in the role and ultimately, in a potential hire, this is always more attractive.

So, the question remains – Do candidates really get a full chance to get their skills, experience, and personality across through a screen? I think this really depends, so, over the last couple of years we have been compiling the following tips for online interviews to help candidates bridge that gap between the real world and the digital one!

Suited and booted: When it comes to what you wear, the same rules apply as an in-person interview – well at least for your top half!

Profile picture: This is your new handshake! Make sure it is appropriate as this will be your first impression while they wait for you to log on!

Accept invitations: If the interviewer sends you an invitation on MSTeams – click to accept in a timely manner – not mere moments ahead of the interview. It confirms your attendance and interest. You can also add a note when replying saying thank you for the invitation and that you are looking forward to meeting them.

Can you hear me? This is frustrating for everyone – test out your platform (Teams/Zoom etc) with a pal and make sure you are up and running on audio and video beforehand. Technical issues nearly always cause candidates to fluster and throw them off before interviewing.

Technical issues: If you do have technical issues – don’t get flustered. If they can see you are trying to log on most interviewers are happy to bear with you while you get sorted or re-arrange if you can’t. Just be sure to contact them in real-time to let them know you are trying to log on.

Eye contact: It is very tempting to watch yourself or your interviewer during an online interview, but looking directly into the camera is the only way to appear as though you are keeping eye contact.

Backdrops: Ideally choose a neutral backdrop, a plain wall without lots of pictures, try not to sit in your childhood bedroom with your boy band posters surrounding you, or opt for the space backdrop with shooting stars behind you! If you have no blank wall – just opt for the blurred background setting.

Close all other apps on your computer: Getting email notifications during your interview is distracting and can make noise causing you to lose sound. Close everything!

Prepare, prepare, prepare: The level of preparation that is done for an in-person interview is the same level that should be completed for an online interview. Investigate who you will be interviewing with, research the company via their website and be aware of the latest news about them. Visit their stores and their competition. Have a copy of your CV, the job description, and questions you would like to ask. Be prepared for questions about your salary expectations, reasons why you are leaving your current role, length of your notice period, your motivation to move on (if employed), your career ambitions, etc. (Know your CV!)

Bad habits: Don’t eat, chew gum, smoke, or vape – this is still an interview!

Avoid interruptions: Be sure all pets and small children are locked up. Well, no, but perhaps ensure you have a quiet space where you will not be disturbed or distracted by snack requests.

Body language: Don’t slouch or squirm too much (it comes across as disinterested) even if your chair is uncomfortable.

Pick a comfortable chair.

Before you say goodbye: Ensure you’ve expressed your interest in the role and thank them for their time – oh and keep your fingers crossed!

You can check out this feature in the most recent addition of ShelfLife magazine here. You can view all our live jobs here. For more information call us on 01 814 8747 or email info@excelrecruitment.com

killer interview questions

The best ways to tackle those dreaded ‘killer questions’ in an interview

Posted on | by Editorial Team

Despite today’s candidate driven market, thorough interview preparation remains vital for prospective employees. Our Director of Grocery Retail Recruitment, Nikki Murran, advises how to answer classic ‘killer questions’ with ease  

Last week I got a call rejecting my candidate from a role he had interviewed for, and I was perplexed. He had done a similar role, was in the right location, right salary range, and was actually a great guy and perfect culture fit! What could have gone wrong?

Then I got the feedback from the interviewer and immediately understood. When the candidate was asked what he liked about the brand, he admitted he hadn’t visited any stores or done much research. The candidate really wanted this job. I had recommended to him that he visit a couple of stores beforehand and I had sent him plenty of information, but he was busy in his current role and never found the time. So, he never got the job!

In this candidate-driven market, one could be forgiven for thinking the same level of preparation as in previous years is no longer required in interviews. But as I witnessed last week, this is absolutely not the case. With higher salaries on offer and more benefits available than ever before, employers want to see candidates present themselves in the best light possible to warrant these ever-improving packages!

With that in mind, below are some questions, which, when prepared well, can make all the difference in landing that dream job:

Why us?

One of the most common questions in an interview – and one of the easiest to answer – is “why do you want this job”. This is an opportunity for you to be honest with what motivates you and to make sure this is what is in line with what your potential new employer is offering. It is also a great opportunity for the interviewer to determine how well you have researched and understood their vacancy and their business. I always recommend visiting the store and its competition in the local area beforehand, speaking to people who work within the brand and can tell you more about the culture, and to have a good trawl through Google to see what you can find out. Not only will you come across as more engaged, but you will have a much better idea if this is the right role for you!

Talk me through your experience or tell me about yourself

This is my favourite interview question. This is not the moment for you to tell the interviewer how you enjoy long walks, and once won a chicken wing eating contest, but rather an opportunity for you to highlight your successes in your career to date. Do this by chatting through each role you have held, and more importantly, about the achievements you have had in each of these roles, include stats and figures to back it up where you can. Think of it as a highlight reel rather than a CV summary! This question often comes up early in an interview and if you have prepared a couple of points of your career successes it can be a great way to settle into your interview, while also using the time to tell the interviewer how great a candidate you are!

What would you say is your weakness?

Everyone hates this question. To be fair, it is an awful question, and for that reason, I never really recommend answering it. Rather, when asked about what your weakness is, I would suggest sharing a weakness you used to have, and an example of how it is now one of your strongest points! For example, “I used to be somewhat disorganised, however, a couple of years ago I started a system where I prioritize my tasks each evening for the next day and now, I would say organisation is one of my top strengths!” I know it’s a bit of a politician’s answer – but as I said – it’s an awful question!

Teamwork

Most roles involve either managing teams or working within a team. So, it’s realistic to expect a question on this in any interview. Whilst you can’t prepare an answer for every potential question, I would always recommend having a couple of examples of your management skills, leadership style and team development at the front of your mind before the interview. This means you are ready to discuss them when the topic arises.  Developing the team around you so that they are empowered, motivated, and progressing is no easy feat – so if you have been doing this successfully be ready with stories to share about how you are achieving it.

Listen and stop talking!

Whilst this is not technically a question – it is good advice nonetheless, so I have included it! Many candidates rush to answer questions in interviews. In doing so they end up not understanding the question or worse, jumping into an ill-thought-out answer that runs off on a tangent that they can’t claw back from. Take a couple of seconds after the question is asked to make sure you heard it correctly and, to decide on your answer before launching into it. No one ever lost a job because they took a couple of seconds to put their answer together! If anything, it shows that you are thoughtful and deliberate.

Next – stop talking! The aim of the interview is absolutely not to fill all the silence, or have the interviewer need to interrupt you to ask their next question. Once you have answered the question – stop talking! Be quiet and wait for the next question. Often, interviewers need to cover certain topics in order to assess your suitability. If you don’t give them the opportunity to control the interview you are taking the risk that you won’t cover what is needed to decide if you are the right fit for them.

Other than that – be yourself and good luck!

You can check out all our live jobs here. For more information call us on 01 814 8747 or email info@excelrecruitment.com

Staff Retention

Ensuring Staff Retention – Nikki Murran, Director | Grocery Retail

Posted on | by Editorial Team

At a time when staff retention is firmly under the spotlight in Ireland’s retail industry, our Director of Grocery Retail Recruitment, Nikki Murran, analyses candidate feedback to give her thoughts on how to cultivate long-term employee loyalty. 

I recently marked 10 years with Excel Recruitment, and I was amazed by how many people were surprised by this. The recruitment industry can be notorious for high staff turnover, but I always thought we were lucky as we have great staff retention.

But is it luck? Or is there a roadmap, a set of instructions other companies can mirror, which leads to the holy grail of staff longevity?

A hot topic amongst retailers in recent months has been staff retention. One of the most frustrating parts of being an employer or indeed manager is when you invest months in onboarding and training new people, only for them to move on within their first year. It often feels like time entirely wasted – you are only starting to get a return on your investment on the hours of training and they are gone! But why are they going?

Looking at feedback from candidates who have declared themselves “ready to move on” there are some interesting observations that might answer this:

Whilst most retailers indicate the one thing they are doing to retain their people is to increase their salary, it’s very often the last motivation cited by candidates looking for a move. Now don’t get me wrong – if someone feels they are undervalued or underpaid – it’s a top priority! But for the most part, retailers are paying their teams fairly to attract them in the first place. So, whilst salary increases may keep them from leaving – it won’t actually get them to stay if the other factors aren’t right.

Work-life balance is the number one reason candidates go to the trouble of typing out a CV. Since the pandemic there has been a huge shift toward finding a better work-life balance. I don’t think that’s news to anyone. Most of the larger retailers have reduced their management’s contracted hours and many candidates are actively seeking out roles with these businesses. But it’s not all about the contracted hours. Something as simple as a fair distribution of evening and weekend shifts can be one of the best tools to retain staff.

Flexibility is probably the perk we hear most from candidates who decline a job move. In fact, I’m sure it’s part of what got me to the 10-year mark with Excel! With small kids, mornings can be hectic – actually, anytime is hectic – but a little flexibility in my working week means I can balance interviews, meetings, bedtime stories, and school drop-offs. In a store setting, it definitely takes a bit more rota planning and tweaking – but I’m sure many would opt for this rather than doing yet another interview or induction!

The little things go a long way also. While candidates don’t explicitly say it – it’s the small things that add up and ultimately form the culture of the company. They say things like – “I like it here”, “I’m happy where I am”, or “It would take a lot to make me move”. These things don’t cost retailers a lot – it’s showing kindness and gratitude for work done. Small tokens for staff on certain days and staff lunches or parties don’t often seem like a big deal but for such small gestures, these things come up more often than you might think when we ask candidates to tell us about their current jobs.

Another subject that comes up time and again is the annual leave quota. I was surprised initially by the strength of this one, but I have had ever-increasing numbers of candidates turning down job offers as they didn’t want to lose their extra annual leave days. Often these extra days come with length of service. So many retailers don’t offer any additional days past statutory but take my word, the ones that do – have a better grip on their staff. When you think about it, it’s the ideal benefit, as you are giving those days to your most experienced people, the ones you really don’t want to lose. The more experienced and valuable they are – the more days they accrue – the harder it is to walk away from them! (and you!)

I was probably only with Excel for six months when I knew that this was somewhere I could stay long-term. I had gone to my CEO with an idea about a flyer and his nearly immediate response, was “if you think it’s a good idea, do it!” That sort of empowerment may seem unimportant, but to me it was pivotal. I felt valued. As the years have gone on and I’ve brought plenty more ideas his way (some better than others and some truly awful) I’ve always felt heard, I’ve always felt valued, and I’ve always felt like my opinion mattered. It’s hard to walk away from that.

For more information or expert advice please email info@excelrecruitment.com or call 01 814 8747. To view our available roles click here

Quiet Thriving Nikki Murran

Quiet Thriving- Nikki Murran, Director | Grocery Retail

Posted on | by Editorial Team

For the last two years, we have heard across many media platforms, stories of “quiet quitting.” This idea that you coast along, doing the bare minimum, never going above and beyond, well it never sat well with me.

Quiet quitting suggests that you are not emotionally or intellectually involved in your job, but rather you are just doing as little as possible to receive a paycheck so you can go and live your real life outside of work.

What I never understood – is whom is this benefiting? Are people happy just waiting to pass time and clock out? That seems so sad to me. Say you spend on average 40 hours a week at work, say that’s the number of hours you need to clock up to afford your life. That’s basically one-third of your waking hours. Look at that across your life.. who is happy to be unhappy for a third of their waking life? Wishing the hours, and their life away?

With two small kids, an “iron-man wannabe” husband, and a pretty busy career, I absolutely am not one to advocate for doing more hours – but surely, making the best of the hours you are in work is a better option?

Making those 40 hours the happiest they can be makes so much more sense to me.

I have been lucky to have experienced two industries in my career – with the first 10 or so years in retail and the last 10 in recruitment. Neither of these environments lent to “quiet quitting.” If for no other reason than it would have meant letting people down – my co-workers, my team, my customers, my clients, my candidates (oh, and my boss). Leaving them aside for a minute, that feeling of letting others down, it would have made ME miserable.

But perhaps these “quiet quitters” don’t feel the same? I’m not sure. But what I am sure about, positive in fact, is that when you find the right job, the right culture fit, the right balance, you can make those 40 hours a week, much more enjoyable.

I speak to countless candidates each week. Many reach out to me because they are unhappy with their job. What’s interesting to me is how often retailers, with many years of experience suggest that this is no longer the industry for them. For my side, I hate seeing good people leave this industry and so I often encourage them to list what it is they dislike, what is making them unhappy, and what they would like from a new role. 99% of the time we can find all or most of these things in the same industry, just with a different employer. The amazing part? Once I hear back from these once disgruntled retailers, their joy is back. It wasn’t the industry that was bringing them down, just that job.

Seeing this change time and time again makes me think, these quiet quitters? Have they just not found the right role for them yet? The one where they can find joy for themselves in these 40 working hours – where they get to feel challenged, and appreciated, enjoy the comradery of their co-workers, and a belly laugh with a client or customer. Me, I love seeing some candidates progress and come back to me as a client. I love seeing my team advance and grow and be promoted. I don’t think this makes me a sucker. I think it means I am finding as much joy as I can in every hour that I live, including those spent at my desk. And I don’t know about everyone else, but for me, that seems the best way to spend my days!

Which brings me on to this. I read something by Lesley Alderman in the Washington post recently – about “Quiet thriving” and it spoke to me! But it’s not as catchy a phrase as “quiet quitting” – so perhaps it won’t become the new buzzword or phrase. But for me, I definitely think it’s worth a look.

Quiet thriving is taking actions and making a mental shift to help you feel more engaged. Her ideas range from looking for the positive to finding a work buddy, setting goals for yourself to setting boundaries with your boss.

I like all these ideas and love the concept, but ultimately what I took from it is this – It’s up to you – and that’s what appealed to me most. I am a firm believer, that, for the most part – your happiness is in your hands, no one else’s.

In this overheated, employee-led market so many employers come to me asking about how they can retain their staff. Now is the time to speak up – if you have an idea or suggestion that will improve your workplace and bring more joy. Most employers will welcome anything that leads to a happy workforce! (within reason – although I was able to bring my dog into our office which led to more joy than you can shake a stick at!)

And, at the end of all this, if your employer is shutting you down, if you can’t find your work tribe to connect with, then maybe, it’s just the wrong job. Maybe it’s time to call me (unapologetic plug here, lol), maybe a move to a shiny new job will be the thing that brings you your work joy this year??

You can search our jobs list by clicking HERE.

Source: Lesley Alderman Article

Grocery Retail Recruitment Q&A

Grocery Retail Recruitment Q&A

Posted on | by Editorial Team

Our Director of Grocery Retail, Nikki Murran, featured in a recent edition of ShelfLife magazine’s Recruitment Q&A to answer some of the most prevalent questions within the grocery retail sector.

Q: In today’s competitive marketplace, retailers are finding it difficult to secure experienced staff. What would you say are the main factors behind this and how significant is this issue currently within Ireland’s grocery industry?

A: There is any number of factors contributing to the staffing crisis, but I feel the most obvious issues are as follows:

Supply has decreased: We started the pandemic from a place of near perfect unemployment but the pandemic unemployment payment (PUP) allowed candidates to opt out of the workforce for an extended period of time. This caused a proportion of the retail sector to return home to other European countries during the pandemic and the last two years has seen a number of candidates leave the retail industry to pursue roles in other sectors.
Demand has increased: 2020 saw an additional €2 billion in grocery sales and still, to date, we are seeing an additional €200 per household per quarter being spent in the grocery sector. The DIY retail trade has also seen a substantial increase in many stores with no slowdown in sight and reports of pent-up demand still in play from 2020/21.

Q: How can your knowledge and experience within the FMCG industry help retailers to circumvent the current recruitment challenges?

A: Excel Recruitment has been recruiting for and supporting the Irish retail sector for the past 20 years. When it comes to retail recruitment, no other company has more experience in the Irish market. We are a team of retailers, recruiting for retailers. With over 85% of our business coming from repeat customers, we know we’re providing an excellent service. We take the time to understand the needs of each store by thoroughly screening the candidates from our extensive database and our team also provides honest feedback to clients and candidates throughout the recruiting process to ensure the perfect match for the role.

Q: What advice would you give retailers to ensure their employment packages stand out from competitors and can attract the best talent available?

A: Some of the key factors to take into account are as follows:
Tailor each package depending on the role / candidate
This is where we’ve seen the best successes in the market. It’s important to understand what each potential candidate is looking for in their next career move. Time and again, clients are tempted to offer more money to candidates. However, by understanding a candidate’s motivations – you may find that additional annual leave, healthcare discounts or reduced hours are more likely to secure your preferred hire.

Think outside the box
Small benefits like discounts on local gyms, canteen discounts, extra days of annual leave for birthdays, free tea, coffee and newspapers go a lot further than you may think! These small inexpensive perks are a great way to attract candidates. Be sure to list all your perks – no matter how small and include them with every job that you are looking to hire for.

Profit share
With basic salaries going up, this can be an ideal option by putting in place bonuses linked to a store’s profitability. You can offer outstanding on-target earnings without impacting your store’s wage budget.

Q: From the job candidate’s perspective, how will you help them to prepare for their best interview performance?

A: We tailor our candidate preparation depending on each individual, and the role that they are going for. By getting to know each candidate and by understanding their past experience/future ambitions, we’re positioning ourselves to support the candidate through each step of the hiring process. This can be anything from helping them to phrase answers, giving them the company background, suggesting the best stores for them to visit beforehand or teaching them how to conduct a virtual interview. And sometimes, we’re just simply a sounding board for a candidate to voice their concerns.

Q: It has become increasingly common for employers to hold multiple interviews. What specific advice would you give candidates when embarking on the second or third round of interviews?

A: I would recommend to clients to get all decision makers to sit in on the first interview so that you can conduct a thorough first round. This allows us to move at a faster pace in this overheated market and leaves no need for subsequent rounds. However, if you are a candidate who is called back for additional rounds:

  • Treat it like the first round! You may be meeting a new interviewer – and it is imperative you come across as well prepared, professional, interested and engaged as you did in the first round.
  • Don’t worry about repeating information from the first round – often the previous interviewer is anxious for the new interviewer to hear what you had to say.
  • Prepare and recap on your preparation for round one. Think about any questions you would like to have asked and prepare answers for any questions you felt you underperformed on during the previous rounds.
  • They liked you in round one, so relax, be yourself and enjoy!

Q: As we tentatively emerge from the Covid-19 crisis, do you believe that staff shortages will significantly lessen in the next 12 months?

A: No, looking forward, I can’t see any factors in play that will dramatically increase supply or decrease demand so it’s hard to see how these shortages will cease in the near future. Having said that, I do believe there are still great people available in the retail industry, if you know where to look. It’s essential to have a strong recruitment partner now more than ever to recruit talent for your business, and we will continue to help our clients and candidates in whatever way we can.

You can check out all our live retail jobs here. For more information you can contact Nikki on 01 814 8747 or email nikki@excelrecruitment.com.