16 Reasons why Retailers make fantastic Recruitment Consultants: Part 2

16 Reasons why Retailers make fantastic Recruitment Consultants: Part 2

We wrote recently about why we believe retailers make great recruitment consultants (click here). In the first part of this blog we discussed the behaviours that are transferable, here we look at the skills and experience that many retailers acquire that transfer in to a job in recruitment. As I mentioned previously we are actively recruiting for our offices in Surrey and Solihull so if this strikes a chord please get in touch! You can look at our Facebook page or email my colleague Sophie.mackenzie@admore-recruitment.co.uk directly.

Skills & Experience

Change Management:

Following a deep recession and significant changes in technology and shopping behaviour, Retailers have become accustomed to a state of flux within their respective markets. The most successful individuals and businesses are the ones that embrace change and where it is second nature. Within recruitment we have also seen some significant changes to our industry with a lot more to come. As a result individuals with experience of both managing and implementing change are best suited to our market.

You know what good looks like:

As a Retail and Hospitality specialist recruitment firm we recruit a broad range of roles, typically from Area Manager, Buying manager, HRBP (etc.) level upwards. If you have worked in retail you will know ‘what good looks like’ whether that is due to personal experience of doing the role or working with a range of people in support functions. This experience is crucial when working with our candidate and clients as it allows us to fully understand the positions we are recruiting for and also enables us to truly empathise.

Leadership & People Management:

Clearly this is a broad and complex subject but in my experience, the two core skills that often leads to a successful transfer into recruitment are; the ability to motivate direct reports, indirect reports and other stakeholders and; the ability to manage performance in a formal and structured manner. Retailers generally learn how to do this both on the job and in the classroom – an option not always available in many companies. Most large recruitment firms promote their consultants into leadership roles on the basis of their ‘billings’ history. Previous experience of managing people is extremely advantageous when your career accelerates.

Managing complexity:

Retailers are highly adept at managing a complex business, generally with a suite of KPIs, service metrics and reporting, big to-do lists and instructions and changes coming from a range of departments. Recruitment is often perceived to be straightforward but when you are dealing with people it is generally anything but!

Stakeholder & Relationship Management:

As mentioned above most retailers have to deal with a range of stakeholders with often conflicting priorities. An ability to manage this is often a highly honed skill. Within recruitment we constantly have to juggle a range of stakeholders, the crucial skill being that you have to be able to focus on the end goal and work towards achieving that while satisfying your stakeholder’s expectations!

Strategy and tactical development:

The degree of exposure and therefore capability will depend on the level that you have reached but retailers learn from very early in their career, at the very least, how to develop a tactical plan on a daily, weekly, monthly and annual basis. This is particularly important in recruitment where you constantly need to evolve. In order to capitalise on market improvements you need a good plan to truly realise the opportunity.

Operations Management:

Depending on your retail background, the experience you have here will vary. By operations management I am referring to the management of the supply chain and the store operation. Food & ‘big box’ retailers tend to have the most advanced skill-set in this regard. Understanding the cause & effect of moving units from one place to another may sound simple but in high volume environments it can be incredibly complex. It may be surprising but large scale recruitment campaigns can benefit from a similar logical approach to understanding and planning workload.

There are lots of other skills you will have acquired that transfer in to recruitment; way too many to mention!

So, if you live close to Surrey or Solihull get in touch. We are looking for Recruitment Consultants and Researchers. You may think we pay low basic salaries. We don’t! You may have other negative perception(s) about a career in recruitment; well we are dispelling a few of those on LinkedIn and Twitter.

Please follow us and keep an eye out! For details about our current vacancies, please visit us on Facebook

 

 
 

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