Tag: Grocery

Retail Career Pathways

Building Career Pathways In Retail

Posted on | by Excel Recruitment

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.

Grocery Retail Salary Guide 2025

Navigating the Irish Grocery Retail Landscape in 2025

Posted on | by Excel Recruitment

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

Key Trends Shaping the Industry:

1. Investment in Fresh Food and Talent

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

2. Flexibility as a Priority

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

3. Diversity, Inclusion and Employer Branding

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

4. Rising Operational Costs

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

Salary Trends Across the Sector:

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

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

Challenges and Opportunities:

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

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

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

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

Future Outlook:

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

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

C-Store Awards 2024 Shortlist

2024 C-Store Awards Shortlist

Posted on | by Excel Recruitment

We are excited to reveal the shortlisted nominees for the 2024 Shelflife C-Store Awards!

The ShelfLife C-Store Awards are now in their 23rd year and Excel Recruitment is proud to be a sponsor of such a prestigious event within the convenience retail sector. As usual, the standard of entries is exceptionally high, showcasing the talent, creativity and diligence within convenience retail industry.

This year’s C-Store Awards ceremony takes place on the 21st of November at the Royal Marine Hotel. Congratulations to all of this year’s nominee’s we wish you all the very best of luck.

Check out the list of shortlisted nominees below:

 

Best Forecourt Retailer 2024 (Small) – Sponsored by PCS

Aherne’s Londis, Brittas Road Services, Brittas Road, Thurles, Tipperary

Wallaces Costcutter, Wellingtonbridge Retail Centre, Maudlintown, Wellingtonbridge, Wexford

Applegreen Service Station, Merrion Road, Booterstown, Dublin 4

Daybreak Broomfield, N2 Broomfield, Castleblayney, Monaghan

Nearby Castleblayney, Monaghan Road, Castleblayney, Co Monaghan

Mangans Centra/Texaco Service Station, Dublin Road, Edenderry, Offaly

Clarkes Londis, Oriel, Dublin Road, Dundalk, Louth

Reidy’s Centra, Corgrig, Foynes, Limerick

XL Cloghan Service Station, Ferbane Road, Cloghan, Offaly

Spar Corrib Oil Parkway, Dublin Road, Singland, Limerick

Maxol Killeens, New Line Road, Killeens, Wexford

Costcutter Bansha, Costcutter Bridge Supermarket, Barrack Street, Bansha, Tipperary

Gala Mcguires Of Rosskey, Dromod Road, Knockmacroy, Rooskey, Leitrim

Applegreen Gala, Rakeelean, Ballyconnell, Cavan

 

Best Forecourt Retailer 2024 (Large) – Sponsored by PCS

Skellys TOP/Mace, Virginia Road, Ballyjamesduff, Cavan

Maxol Ballincollig, Main Street, Ballincollig, Cork

Texaco/Centra Pelco, Unit 15C Corporate Park, Ballycoolin, Blanchardstown, Dublin 15

Corrib Oil/SPAR, John Joe Sheehy Road, Cloonalour, Tralee, Kerry

SPAR Bradys, Coolquay, The Ward, Dublin

Lee’s Centra/Applegreen, Garranmore, Pallasgreen, Limerick

Caseys Londis, Caseys Retail Group, New Westport Road, Castlebar, Mayo

O’Briens Costcutter Service Station, Bandon Road Junction, Bishopstown, Cork

Cosgroves Centra Mountain Top, Letterkenny, Donegal

Maxol Filling Station, Dublin Road, Dundalk, Louth

Costcutter N20 Mallow Plaza, Limerick Road, Cork

Donnellans Centra, Loughville, Lahinch Road, Ennis, Clare

Applegreen Enfield West, M4 Enfield Westbound Kilmore, Enfield, Meath

Applegreen Ballymount, M50 Service Area, Ballymount, Dublin 12

 

Best C-Store 2024 (Mini) – Sponsored by Cuisine de France, National Lottery, and Cheez-It

Centra Central Park, Block P Central Park, Leopardstown, Dublin 18

Londis Aughrim, Main Street, Aughrim, Wicklow

Mace Ballycahill, Moneydass, Thurles, Tipperary

Mace Clongriffin, Marrsfield, Clongriffin, Dublin 13

O’Reillys Mace, Strand Road, Laytown, Meath

Mace Beaumont, 12/12a Shantalla Road, Beaumont, Dublin 9

 

Best C-Store 2024 (Small) – Sponsored by Cuisine de France, National Lottery, and Cheez-It

Brodigan’s Londis, Quay Street, Dundalk, Louth

Spar Parkwest, Parkwest Business Plaza, Clondalkin, Dublin 22

Gala Keel, Keel East, Keel, Mayo

Mace, Thomas Street, Limerick

XL New Inn, Ballinasloe, Galway

Mace Sandymount, 24 Sandymount Green, Dublin 4

Daybreak Dungarvan, Youghal Road, Dungarvan, Waterford

 

Best C-Store 2024 (Medium) – Sponsored by Cuisine de France, National Lottery & Cheez-It

SPAR Clancy Quay, The Watchtower, Clancy Quay, Island Bridge, Dublin 8

Londis DCU, DCU, Glasnevin, The Hub, Whitehall, Dublin 9

Scully’s XL, Main Street, Daingean, Offaly

Spar Corrib Oil, 8 Market Street, Listowel, Kerry

Mace, Whitefield Hall, Bettystown, Meath

SPAR Donacarney, Donacarney Village Square, Donacarney, Meath

SPAR Little Island, Eastgate Business Park, Little Island, Cork

O’Reilly’s Centra, 33/35 Johnstown Road, Cabinteely, Dublin

 

Best C-Store 2024 (Large) – Sponsored by Cuisine de France, National Lottery & Cheez-It

SPAR Carpenterstown, Castleknock, Dublin 15

Londis Castleknock, Phoenix Park Way, Phoenix Park Racecourse, Dublin 15

Dillon’s Londis, Fethard-on-Sea, Hook Head, Wexford

Broderick’s SPAR, Main Street, Croom, Co. Limerick

 

Best Food to Go Retailer 2024  – Sponsored by Cuisine de France

Caseys Londis, Caseys Retail Group, New Westport Road, Castlebar, Mayo

Broderick’s SPAR, Main Street, Croom, Limerick

SPAR Clancy Quay, Island Bridge, Dublin 8

MACE Thomas Street, Limerick

Donnellans Centra, Loughville, Ennis, Clare

Applegreen Enfield West, M4 Enfield Westbound Kilmore, Enfield, Meath

Wallaces Costcutter, Wellingtonbridge, Wexford

SPAR Little Island, Eastgate Business Park, Little Island, Cork

Applegreen Ballymount, M50 Service Area, M50 Business Park, Ballymount, Dublin 12

Spar Junction 14, Mayfield, Monasterevin, Kildare

Daybreak Dungarvan, Youghal Road, Dungarvan, Waterford

Texaco/Centra Pelco, Unit 15C Corporate Park, Ballycoolin, Blanchardstown, Dublin 15

Londis Castleknock, Phoenix Park Way, Phoenix Park Racecourse, Castleknock, Dublin 15

Mangans Centra/Texaco Service Station, Dublin Road, Edenderry, Offaly

O’Briens Service Station Costcutter, Bandon Road Junction, Bishopstown, Cork

 

Best Impulse Offering 2024  – Sponsored by Excel Recruitment

Daybreak Dungarvan, Youghal Road, Dungarvan, Waterford

Texaco/Centra Pelco, Unit 15C Corporate Park, Ballycoolin, Blanchardstown, Dublin 15

Londis DCU, DCU, Glasnevin, The Hub, Whitehall, Dublin 9

Spar Little Island, Eastgate Business Park, Little Island, Cork

Daybreak Edgeworthstown, Longford Road, Edgeworthstown, Longford

Spar, The Galway Plaza, Carrowkeel, Kiltullagh, Athenry, Galway

Daybreak Broomfield, N2 Broomfield, Castleblayney, Monaghan

Spar Junction 14, Mayfield, Monasterevin, Kildare

Londis St. James Hospital, The Concourse, St. James Hospital, Dublin 8

Mace Sandymount, 24 Sandymount Green, Dublin 4

Reidy’s Centra, Corgrig, Foynes, Limerick

 

Customer Service 2024 – Sponsored by Smart Bits

Mace Bettystown, Whitefield Hall, Bettystown, Meath

O’Reillys Mace, Strand Road, Laytown, Meath

XL New Inn, New Inn, Ballinasloe, Galway

Dempsey’s Gala, 1 Patrick Street, Portarlington, Laois

Gala Keel, Keel East, Keel, Mayo

Mace Sandymount 24 Sandymount Green, Dublin 4

Centra Central Park, Block P Central Park Leopardstown, Dublin 18

O’Briens Costcutter Service Station, Bandon Road Junction, Bishopstown, Cork

Londis Aughrim, Main Street, Aughrim, Wicklow

Spar Donacarney, Donacarney Village Square, Colpe Road, Donacarney, Meath

Mace Beaumont, 12/12a Shantalla Road, Beaumont, Dublin 9

Reidy’s Centra, Corgrig, Foynes, Limerick

 

Best Fresh & Chilled Department 2024 – Sponsored by Invest NI

SPAR Rathcoole, Main Street, Rathcoole, Dublin

Centra Central Park, Block P Central Park, Leopardstown, Dublin 18

O’Briens Costcutter Service Station, Bandon Road Junction, Bishopstown, Cork

Caseys Londis Caseys Retail Group, New Westport Road, Castlebar, Mayo

Talty Stores (Mace), Lissycasey, Ennis, Clare

Cosgroves Centra, Mountain Top, Letterkenny, Donegal

Reidy’s Centra, Corgrig, Foynes, Limerick

Broderick’s SPAR, Main Street, Croom, Co. Limerick

Spar/Corrib Oil, John Joe Sheehy Road, Cloonalour, Tralee, Kerry

Applegreen Service Station, Merrion Road, Booterstown, Dublin 4

Spar Little Island, Eastgate Business Park, Little Island, Cork

Applegreen Ballymount, M50 Service Area, M50 Business Park, Ballymount, Dublin 12

 

Best Off-Licence Retailer 2024 – Sponsored by Salescare/Toshiba

Caseys Londis Ballina, Circular Road, Ballina, Mayo

Costcutter Dunmanway, Market Square Town Centre, Dunamanway, Cork West

O’Reilly’s Centra, 33/35 Johnstown Road, Cabinteely, Dublin

Spar/Corrib Oil, Market Street, Listowel, Kerry

Mangans Centra/Texaco Service Station, Dublin Road, Edenderry, Offaly

Talty Stores Ltd (Mace), Lissycasey, Clare

Cosgroves Centra, Mountain Top, Letterkenny, Donegal

Reidy’s Centra, Corgrig, Foynes, Limerick

Broderick’s SPAR, Main Street, Croom, Limerick

Londis Castleknock, Phoenix Park Way, Phoenix Park Racecourse, Castleknock, Dublin 15

 

Best News Department 2024 – Sponsored By EM News

Londis Mater Hospital, Level 1, The Mater Hospital, Eccles Street Dublin 17

Londis KCR, Terenure Road West, Dublin 6W

XL Eyre Square, XL, 112 Eyre Square Shopping Centre, Eyre Square, Galway

Scully’s XL, Main Street. Daingean, Offaly

Bradys at Coolquay, Spar, Coolquay, The Ward, Dublin

Nearby Castleblayney, Monaghan Road, Castleblayney, Monaghan

Londis St. James Hospital, The Concourse, St. James Hospital, Dublin 8

Londis Aughrim, Main Street, Aughrim, Wicklow

Broderick’s SPAR, Main Street, Croom, Limerick

Lee’s Centra/Applegreen, Garranmore, Pallasgreen, Limerick

Skellys TOP/ MACE, Ballyjamesduff, Co Cavan

 

Best New C-Store Concept/Offering 2024 – Sponsored by Stocktaking.ie powered by RGIS

Lee’s Centra/Applegreen, Garranmore, Pallasgreen, Limerick

O’Briens Costcutter Service Station, Bandon Road Junction, Bishopstown, Cork

Londis Castleknock, Park Way, Phoenix Park Racecourse, Castleknock, Dublin 15

Applegreen Ballymount, M50 Service Area, M50 Business Park, Ballymount, Dublin 12

Spar Donacarney, Donacarney Village Square, Colpe Road, Donacarney, Meath

Mace Beaumont, 12/122a Shantalla Road, Beaumont, Dublin 9

 

Cuisine de France Best Bakery Section 2024

SPAR Merrion Row

SPAR Carpenterstown

SPAR Longwood

 

Best Staff Development Award 2024 – Sponsored by Bank of Ireland

Lee’s Centra/Circle K Caherconlish, Limerick

Casey’s Londis, Balla, Mayo

Applegreen M4 Enfield, Meath

Lee’s Centra, Pallasgreen, Limerick

Daybreak Dungarvan Co. Waterford

Lee’s Centra/Circle K, Limerick Road, Charleville, Cork

Lee’s Centra/Circle K Caherconlish, Limerick

 

National Lottery Store of the Year 2024

Hoey’s Spar, Moorfield Shopping Centre, Newbridge, Kildare

Nearby Johnstown Shopping Centre, Navan, Meath

Bergin’s Food Fair, Clonmel, Tipperary

Broderick’s Spar, Main Street, Croom, Limerick

Texaco S/S, Bunclody, Wexford

 

Best Community Initiative 2024 – Sponsored by Payzone

Nearby Creeslough, Letterkenny, Donegal

Lee’s Centra/Circle K, Limerick Roadd, Charleville, Cork

Nearby Castleblayney, Monaghan

Doughty’s Mace, Wilkinstown, Navan, Meath

Maxol Dublin Road, Mullagharlin, Dundalk, Louth

Lee’s Centra, Pallasgreen, Limerick

Daybreak Dungarvan, Waterford

Spar, The Crescent, Mulhuddart, Dublin 15

O’Donnells Mace, Crolly Service Station, Donegal

 

Best Protein Section 2024 – Sponsored by Fulfil

Costcutter, N20 Mallow Plaza, Limerick Road, Cork

Mangans Centra/Texaco, Edenderry, Offaly

Londis DCU, DCU Glasnevin, Whitehall, Dublin 9

Centra Central Park, Leopardstown Dublin 18

Centra, 121/122 Capel Street, Dublin 1

Applegreen, M4 Enfield Westbound Kilmore, Enfield, Meath

Spar Bradys at Coolquay, Coolquay, The Ward, Dublin

Spar/Corrib Oil, John Joe Sheehy Road, Cloonalour, Tralee, Kerry

 

Best New Food & Drink Start-Up Award 2024 – Sponsored by Centra

Fierce Mild Non-Alc

Blynk+

 

Best Product 2024 – Sponsored by XL

Deep River Rock

Lost Mary

Cadbury Dairy Milk

Fulfil

Lucozade

Coca Cola

Tayto

Monster

Red Bull

Insomnia

 

Retail Technology Supplier 2024 – Sponsored by Maxol

Almotech

CBE

Kelsius

Leaders

CashGuard

Payzone

PCS

QuestZone

Retail Solutions

Station Master

 

New C-Store Product Launch 2024 – Sponsored by Spar

Chef Spice Bag Ketchup

O’Haras Baker 51 Range

Liquid Death

GetPro

Fit Foods High Protein Pudding

Tayto Mighty Munch

Doritos Flamin’ Hot

Lucozade Celsius

Cheez-It

Avonmore Vitamin & More

 

Best C-Store Wine 2024 – Sponsored by Barry Group/Costcutter/Carry Out

19 Crimes

Campo Viejo

Santa Rita

Dada

Castillero del Diablo

Barefoot

Yellow Tail

Oyster Bay

McGuigan

Blossom Hill

 

Best Supplier 2024 – Sponsored by Gala

Mondelez

Britvic

Suntory

Coca Cola HBC

Aryzta

Tayto Snacks

JTI

Richmond Marketing

Heineken

Aurivo

 

Marketing Campaign 2024 – Sponsored by Mace

Cuisine de France

Tayto

National Lottery

Nordic Spirit

Pepsi

Cadbury

Lucozade

Coca Cola

Guinness 0.0

Propercorn

 

Best Sustainability/Environment Brand 2024 – Sponsored by Nearby

Zeus Packaging

O’Donnells

Coca Cola HBC

Tirlan

Bewleys

Britvic

Deli-Lites

John Player

Nestle

Bunzl

ShelfLife - 30 years of retail recruitment

30 Years of Retail Recruitment

Posted on | by Excel Recruitment

In honour of Shelflife’s 30th year milestone this month our Director of Grocery Retail Recruitment, Nikki Murran, thought it would be fun to reflect on the changes in recruitment over the last three decades.   

When our founder Barry Whelan started recruiting, we had a fax machine, recruiters smoked at their desks and everyone wore a full suit every day, there was no zoom calls, every interview was in person and What’sApp didn’t exist!  

The evolution of technology has obviously had some of the biggest impacts on how we recruit, from how we advertise, how candidates apply and how candidates are referenced to how we communicate between candidates and employers. But there has also been a shift of focus to include soft skills, a heightened awareness on diversity and inclusion, the emergence of employer banding and of course remote working has been added to the mix. 

The market has flipped several times over the last 30 years. If you look back to 1994, the year of Shelflife’s first publication, unemployment was nearly 15%, so jobs were in short supply, with an abundance of candidates on the market. Some notable retailers of the day would have included Crazy Prices, Quinnsworth, St Bernard’s Dunnes Stores and Superquinn. Notably Aldi and Lidl had not yet joined the market.  

By 2001 the unemployment rate has drop as low as 4% where is would stay for the next number of years while Ireland experienced the Celtic Tiger Era. Similar to today’s market, candidates where scarce and many turned away from jobs in the retail sector. Until 2009. By 2009 Ireland was experiencing a recession and unemployment was back to 12% and continued to stay at this level over the following 8 years, peaking in 2013 at nearly 14%. During this era, it was a client driven market with employers once again having ample candidates available for every open job. The last ten years has seen a steady decline in unemployment, bringing us back to today – near perfect unemployment and retailers again shouting out for talent to remain in the industry!  

30 years ago, retailers looking to attract candidates would place an ad in the Irish Independent – on a Thursday – which included an address you could post your CV to and a landline number for more information.  Today we have a multitude of professional online job board forums, as well as a dedicated social media platform in LinkedIn. Mind you, the old process of an “apply within” sign is still holding firm! I guess some things don’t change after all.  Radio Ads also went through a phase in the early 2000’s but later died out too.  

One of the more amusing trends I have noticed over the last decade is how candidates present themselves for interview.  As recent as 10 years ago, every candidate wore a full suit, and every man wore a tie to an interview. This was a given, even for trainee managers or apprentice butchers and bakers coming straight from school – they borrowed a suit if they didn’t have one. Today, more and more candidates show up in much more casual attire – sometimes too casual. Fashion retailers no longer wear suits, but dress to match the brand they represent, junior candidates believe a pair of jeans and their best runners is a full effort and whilst some still wear suits, it appears ties are mostly a thing of the past!  

Over the last 15 years, as the unemployment figures have come down, candidate’s behaviours have shifted substantially, nearly directly in line with the unemployment trend. The market is now full of passive candidates, rather than active. With the emergence of CV databases like Indeed and LinkedIn, increasing numbers of candidates have an expectation of being approached or headhunted, rather than compiling a CV and submitting it. With the acceptance of online interviewing, there is now a reluctance to travel too far for interviews. Whereas go back even 12 years and I don’t ever recall a candidate refusing to come to Dublin to meet me, weather they were travelling from Donegal or Cork, regardless if the job was for Deli Supervisor or Store Manager, they came, no questions asked. 

There has also been more unsavoury candidate behaviour – many retailers have plenty of stories of no-show interviews, counter offered candidates and new starters leaving after a week. At the risk of sounding old, these things didn’t happen when I worked in retail – or certainly not to the extent of today’s candidates. It’s hard to know if it’s an era thing or reflective of today’s economy or perhaps both?  

I’ve enjoyed watching the changes by clients over the years as they have moved from a wish lists for potential candidates which included all hard skills to a much broader wish lists, which now, nearly always, include softer skills. Most roles I had registered when I started recruitment cited things like – experience with store ordering, stock takes, floor standards, newspaper returns etc. Now, skills such as having an ability to lead people, bring their team in on the journey and increase customer engagement are much higher on the priority list. The best retailers have gone from being excellent managers to outstanding leaders instead.  

And finally – formality – the whole level of formality has changed – we have gone from cover letters addressed to “Dear Sir” 30 years ago, to today’s world of Text and What’sApps!  

I wonder what the next 30 years will look like!  

For more information call us on 01 814 8747 or email nikki@excelrecruitment.com. You can view all of our live jobs here.

Grocery Management Awards 2024

Grocery Management Awards 2024

Posted on | by Excel Recruitment

Grocery Management Awards  

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

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

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

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

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

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

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

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

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

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

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

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

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

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

Wishing you this years entries the very best of luck, we can’t wait to celebrate with you all on May 9th. For more information call us on 01 814 8747 or email nikki@excelrecruitment.com

You can view all of our live jobs here

retail industry

‘Where is the government’s support for the retail industry?’

Posted on | by Editorial Team

Following the government’s recent summoning of grocery retailers to discuss unverified “price gouging”, our Director of Grocery Retail Recruitment, Nikki Murran, shares her thoughts on how the government should stop admonishing and instead support independent retailers who are coping with price increases

There was widespread press coverage last month on May 8th announcing that the government was summoning grocery retailers to discuss “unverified reports of price gouging”. Excel Recruitment has been in partnership with the grocery retail industry for over 20 years and is placed in a somewhat unique position of speaking with competing grocers on a near-daily basis.

Absorbing cost increases

We reached out to various retailers to discuss their thoughts on this supposed price gouging and found a consistent response across the sector. Most retailers were quick to point out that they have been absorbing cost increases over the past three years, with little to no price hikes for a large proportion of this time.

From the outset of the pandemic, when most of the world was locked in their houses, retailers ranging from 16 to 65 years old were working on the frontline. As panic buying ensued and grocery trips became the highlight of households, stores saw an increase in sales. However, along with this surge, there were dips in margins as delis rapidly declined and consumers shifted to online ordering. Rather than passing these costs onto the customers, most food retailers absorbed them.

Additionally, when hospitality reopened, a staffing crisis emerged. Many retailers experienced a large exodus of employees who opted for Pandemic Unemployment Payments (PUP) rather than progressing their retail careers. Others chose to pursue online degrees or returned to their home countries. In this highly competitive employment market, entry-level staff rates increased in many retailers, and once again, this cost was predominantly shouldered by the retailers themselves.

Fast forward a year later, and retailers are now juggling the impact of war causing an energy crisis, spiralling supply chain costs, and the increasing cost of goods. At this point, many retailers were striving to minimize the impact on their product lines while balancing these rising expenses.

Increased employment costs

In January 2023, the government implemented a 7.6% increase in the minimum wage. They also announced the Sick Leave Act, which is funded, in large part, by the employer. These two measures proved to be the proverbial straw that broke the camel’s back when it came to price increases.

So, the consistent response we have seen from retailers is contempt. They feel contempt towards the same government that imposed these costly measures, not to mention the impending mandatory pension enrolment, onto retailers, only to announce a few months later that they are summoning these same retailers to discuss food price increases.

Knock-on effect on hiring

This situation has a knock-on effect on hiring. Few people aspire to join a company or industry that is seen as greedy or unethical. Nearly all independent retailers we have spoken with are effusive in their assertions that they have, at best, maintained their margin over the past number of years. They emphasize that this accomplishment was hard-fought through strategic product placement and department participation, rather than resorting to price hikes.

It begs the question: rather than the government making sweeping statements and accusations, where is their support for this industry? This is an industry that supported the economy and the community in a time of crisis, an industry that rallied around the vulnerable to deliver their shopping, often, at their own expense.

Government deflection

The government’s response reads to many retailers as a deflection from their own failings and lack of support as the country faces rising inflation and energy crises. Not to mention the staffing crisis they fuelled with a mostly unregulated Pandemic Unemployment Payment system, minimum wage increases and sick pay schemes.

If the government truly wants to help retailers to lower costs which can be passed on to the consumer, why not start with a scheme whereby those on social welfare are incentivized to work in their local store to gain experience? Or invest in better transport infrastructure so those without a car can reach more retail jobs, which likely operate outside of current public transport hours?

It seems that announcing meetings to discuss unverified claims was a much more effective publicity move than actually implementing any real changes that would make a tangible impact.

You can check out this feature in ShelfLife magazine here

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

Grocery Retail Jobs

Grocery Retail Salary Outlook 2022

Posted on | by Editorial Team

Key Trends in the Grocery Retail Industry

Over the last 12 months, we have yet again seen how robust and adaptive the Irish grocery retail sector really is. Not only have we witnessed the growth in sales across the industry as a whole, but we’ve also watched as this incredible industry, and the people in it, spectacularly met the ever-changing challenges that 2021 brought!

In the second half of the year, Retailers faced peaks in demand for top talent in all areas of the grocery sector. The re-opening of the non-food and hospitality sectors carried further challenges as retailers encountered staff shortages in many of their entry level roles.

This, coupled with an exodus of many staff to their home countries saw pressure across many stores to keep their staffing levels at a rate that could match their store needs.

The areas most impacted are mainly in fresh foods with delicatessens, bakeries, and butchers. The salary increases across 2021 reflect this.

We have also seen an increase in the entry level management roles since the rise in the minimum wage in 2020 along with the Pandemic Unemployment Payment which forced retailers to up the entry-level hourly rates in many circumstances.

This has caused a knock-on effect for many of the Supervisor and Trainee Manager salaries in the last 12 months.

What Are Employers Doing?

Across the industry, employers are still seeking ways to grow, retain and attract top talent. Similar to previous years, employers are still working hard and trying to think ‘outside the box’ to keep talented staff.

Furthermore, there is a particular focus on work-life balance, culture, and progression. Another important aspect that employers should place a strong focus on is keeping his/her staff safe whilst in the workplace.

Much like last year, 2022 looks set to be a challenging but exciting time for the Irish grocery retail. Despite a testing 2021 and facing into a somewhat uncertain 2022, retailers remain as passionate and as energetic about the industry as ever.

What’s Next?

If you wish to discuss the findings of this guide or how we can assist with your recruitment needs, please feel free to contact us at www.excelrecruitment.com.

Alternatively, you can call us on 01 814 8747 or email Nikki, our Director of Grocery Retail at nikki@excelrecruitment.com.

We have compiled this guide which is supported by data from the best retail managers across the country. This guide is designed to give our clients a guide to the current market prices for the various roles within the Irish grocery market.

If you would like more information on the Grocery Retail Salary Outlook for 2022, please click here for the Grocery Retail Salary Guide 2022.

Butcher Jobs Market

Butcher Jobs Market Update: High demand sees employers responding

Posted on | by Editorial Team

Claire Byrne is a part of Excel Recruitment’s award-winning grocery retail recruitment team specialising in butcher recruitment. Here, she discusses what the current butcher jobs market looks like….

Like patio furniture during a heatwave, butchers are in high demand.

Consumers increasingly want to eat better meat and know more about the meat they are eating. Not only where it’s from, but how to cook it, how to eat it, what cuts will work best for them or go further for their family. A knowledgeable butcher is key to this education.

Covid has only accelerated this, but few could have predicted just how much. People are having to eat at home at levels never seen before, and are embracing it, investing the time and effort into cooking.

Customers and store managers, from independents to nationwide supermarkets, are more and more recognising the importance of having a great butcher or butchers on their team.

What does this mean for butchers on the jobs market?

Basically, it has never been a better time to be a butcher. As fresh food categories boom, butchers are highly sought after and aware of the salaries they can gain on the job market.

Employers are seeing in real-time how customers respond to having great butchers in-store and what this means for sales. Adding to this is a tighter talent market which employers are working hard to address. Our grocery clients are working to not retain the butcher talent they have but also to attract more to their business.

Salaries and pay rates are more flexible and reflective of the value butchers bring to the business. Outside of salary, the best employers are looking at the whole package and work culture. They are want to invest in their careers of their butcher team, providing more opportunities to learn, gain new skills and move up in the business. Work is also being around work-life balance and creating a great team culture.

Butchery is a skilled job, requiring years of training and a high level of dedication. More and more employers are recognising this and the opportunities for a butcher looking for a new job are endless.

At Excel, it couldn’t be easier to find butcher jobs, simply give me a call on 01-8717613 and I’ll take care of the rest! To view any of our live grocery jobs, click here.