By Jez Styles, AdMore Recruitment
Looking for a job in Retail has continued to grow ever more complex throughout 2013 and promises to continue to do so in 2014. As a recruiter I sometimes forget what it must be like to be a candidate coming on to the market for the first time in 5 years. In 2008, the last peak in the market, it was pretty straightforward - you wrote a CV, uploaded it to a job board and waited for the calls to roll in. At the senior end of the market, you met a few head-hunters and kept an eye on the broadsheets.
Fast forward 5 years and the recession, coupled with technology, have completely changed the landscape. According to the BBC, at the entry end of the Retail Jobs market you are more likely to be assessed by a machine than a person! www.bbc.co.uk/news/business
Unfortunately, once you have beaten the machine you will then need to perform a David Brent style dance: currys-graduate-job-applicant-humiliated
For C-suite and Board Directors not a huge amount has changed. There are of course fewer jobs and perhaps still a few too many candidates but all in all it isn’t that much more complicated. You’ll need a good Social profile, but in terms of how you look for a job you just need to dust off the little black book and make some calls. Having said that, the one key change will be looking for a job in the press. You won’t find much in the Sunday Times - the Appointments supplement is, well, not much of a supplement these days.
For those in the middle, managers up to Board level, it just gets more and more complicated. So we have compiled a short review of the various methods you can employ that will hopefully save you some much needed time for interviews and research!
The Three routes to market
LinkedIn has changed the jobs market in the same way Monster, Reed et al did in the early noughties. It has become a giant candidate database for agency and in-house recruiters while at the same time masquerading as a Social hub…oh and there are some interesting stories on LinkedIn Today…no wait, I mean Pulse. In 2014, if you are a candidate, passive or active, you absolutely must have a profile on LinkedIn. Ideally it will be accurate too! There are a few things to remember:
- If you are actively looking for a job and you don’t mind your contacts knowing this then you should unlock your LinkedIn privacy settings. This acts as a ‘mating call’ to recruiters, think of yourself as a peacock! Just to be clear, you don’t have to accept the advances of every suitor! TWEET THIS
- Your LinkedIn profile should match your CV. Using inaccurate job titles or forgetting a recent job move or two will sow seeds of doubt in Recruiters. Honesty is the best policy. Also, please do not spell MANAGER as Manger – it doesn’t do you any favours!
- Keyword optimisation, or SEO, was once the preserve of tech-savvy geeks. Adding a sprinkle of keywords is now de rigueur for your Social profiles and will ensure you can be ‘found’ a lot more easily. This is particularly recommended if you are on LinkedIn to catch up with contacts, ahem, and well you might get the odd headhunt approach too…
- I advised last year (click here for the 2013 suggestions) that getting active on LinkedIn via LinkedIn Today and the Groups would improve your chances of being ‘noticed.’ As the recruitment world starts to get busy again, and do some real work, in 2014 I think this will yield fewer results. I am not saying stop participating altogether, just don’t expect a strong ROI on your time.
- WARNING: If you have a Line manager or a recruitment team on LinkedIn there is a strong chance that they will also notice your activity on LinkedIn. I have spoken to a lot of candidates in the past few weeks that have been specifically told to remove the LI app from their company phone/laptop or have received ‘special’ attention as a result of their online activity. Likewise, several HR clients have indicated that it is something they watch with interest. The level of awareness on LinkedIn has changed dramatically in 2013 so it is worth thinking about what you are happy for people to see.
Twitter continues to grow its user-base and as a Retail & Hospitality recruiter it offers the next most interesting opportunity to engage and identify candidates. Twitter tends to sustain longer ‘conversations’ than LI and it is easier to develop stronger relationships as a result. Also, if you are an ‘active’ candidate you can get away with a bit of banter with recruiters and employers without coming across as overtly looking for a job. Perhaps more interestingly you can research prospective employers far more effectively as people tend to give a bit more away.
- Don’t forget those all important keywords. Company name and Job title should just about do it!
- Follow the companies and leaders of the companies that you are interested in. It is also worth following a few industry experts and key figures too. You’ll find that there is often better content on Twitter than LinkedIn which might help with research for interviews.
- If you are keen to follow up on a job application, you’ll find that asking a question on Twitter is a good way of getting a prompt response. Bear in mind this is all in the public domain though!
- Overall though, it is worth bearing in mind that most Retailers have not got a dedicated twitter careers feed – in fact only 21% of over 200 Retailers surveyed: Social Recruitment in Retail: 2013 Report
Facebook / Google+ / Pinterest / Friends Reunited (only kidding, whatever happened to them?) – each of these sites have their merits but in recruitment terms they are really not worth your time. In the same report: Social Recruitment in Retail: 2013 Report
we found that just 24 retailers had a dedicated Facebook careers page. Of the 24, less than a dozen were what one might describe as active. Facebook does have aspirations to become a tool for recruitment and with data that is available it may well become important in the future. A couple of points below to bear in mind.
- Be wary of posting anything too controversial on any of the above sites. Facebook does tend to elicit more candid posts than the other sites. Employers have begun using this site for research into prospective candidates so it is worth keeping this in mind when you get home from the pub in the middle of the night.
- Pinterest is particularly popular in the design world so if you work in fashion or perhaps buying it would be worth looking at setting up a profile. For everyone else – it should be for personal use only!
My final point is that despite the hype, Social recruitment is a long way off being the most effective way of securing a position. Indeed a recent report from recruitment firm Kelly Services found that just “11% of UK workers had got a job through social media – a much lower figure than elsewhere in the world. - See more at: http://www.recruiter.co.uk/news/2013
Adverts & Applications
Actually looking for a job in 2014 will be more complex than ever before. The job boards and specialist press have taken a hammering over the recession and while not a huge amount has changed there is perhaps a more even spread of positions than before the recession. With no one dominant player you will need to cover a lot of ground. A few points to consider:
- I wouldn’t bother too much with the printed press. Any industry magazine of note will now have a matching job board. As for the Newspapers, well, you have better things to do with your time!
- There are a LOT of job boards to choose from now so in no particular order it is worth checking the following….take a deep breath: Inretail, Monster, Total Jobs, Retail Choice, Retail Week, The Grocer, Drapers, Reed, The Ladders, Indeed, Jobsite, Exec Appointments, Executives on the web, guardian jobs, Grapevine, The Appointment, Property Jobs, Property week 4 jobs, MAD, Marketing Week, Personnel Today…oh and LinkedIn has jobs too (IT IS NOT A JOB BOARD….honest).
- Set up alerts for each of the boards relevant to you and ensure the alerts go to an email account that you check daily. 2014 will be a busy year and if you don’t get your application in early the chances are you will not be considered.
- Wherever possible personalise your applications. A simple ‘Hi, how are you?’ does wonders.
- I would also advise against loading your CV on to the boards if you are at Middle management level or above.
Everyone loves dealing with agencies so this will be the most enjoyable part of your search! Ahem. Like us or loathe us we have survived the recession and have come out leaner and unfortunately in some cases meaner ;) than before. In Retail and Hospitality the agency count has increased significantly with lots of specialists (AdMore included) springing up like mushrooms. In fact it seems that just as one large player departs the market several new ones grow up overnight! The job boards were supposed to kill agencies, and then LinkedIn was too - well we are still alive and recruiting. We have written about how to manage your agency relationships previously (Click here)
so I won’t go over old ground but there are a couple of key points to consider:
- Start the relationship building now. Good recruiters will spot the candidates who make an effort in advance and are much more likely to go in to bat for them if they feel valued. Recruiters are often accused of being transactional, but it cuts both ways!
- If you are passive in your search then 2 or 3 good relationships will suffice. If you are active or ,worst case scenario, out of work you will need to get in touch with a fair few agencies. There are no dominant players in the market currently so you need to ensure you have a decent spread. Either way, start with AdMore (click here to learn a bit more about us)!
I hope this helps and as always please get in touch if you have any questions.