Brick Executive Search’s Post

About 86% of job seekers conduct comprehensive research on brand (Glassdoor Study) and reputation before applying for a vacancy. And, a whopping 75% of US applicants would pass on a job opportunity if the organization carries a negative market reputation. In the race for attracting top talent, prioritize brand management and reputation to stand out and attract the best candidates. 💼🚀 #CorporateReputation #TalentAttraction #BrandManagement #NextCrew

About 86% of job seekers conduct comprehensive research on brand (Glassdoor Study) and reputation before applying for a vacancy. And, a whopping 75% of US applicants would pass on a job opportunity if the organization carries a negative market reputation. In the race for attracting top talent, prioritize brand management and reputation to stand out and attract the best candidates. 💼🚀 #CorporateReputation #TalentAttraction #BrandManagement #NextCrew

After just under 10 years with one retailer, I have made the decision to transition into a different style of retail. My resume speaks volumes about what I have been able to accomplish over the years on paper, but I am finding it challenging to get recruiters and leaders to look at the person and not my sole experience at one place. This transition has also brought on a lot of questions. How do I know which company is going to be the best fit for me and my life? What exactly am I looking for in a company? Where do I start?   I decided to hit the pavement! Literally. Here’s how it went.   I collected a list of potential landing spots and areas of multiple retailers that fit what I am looking for. I dressed for the part and go after it. I had a plan but left room to freestyle and see where the day led me. This allowed me to be more present and aware of my surroundings, while also seeing the positive and negatives of each retailer and the leaders who represented them. I went to multiple stores to see what my potential peers might be like. Collaboration is such a crucial piece of success in any work environment. I wanted to know if the person I was encountering could be someone I could lean on or are they the type of person that is only in it for themselves?   I decided to see how many resumes I could get into hands and ask them if they could pass it on to their district managers (DM). I did this to hopefully catch the attention of the DM, but mainly to see if they were willing to make an assessment and pass it forward in hopes they could see I would potentially be a great addition to the team.   I asked questions about their background and experiences with the company. I asked about their work schedule and overall work/life balance. All while being patient and respectful of their time (I timed it so I wasn’t in the way of their customer experience or a coaching moment for an employee). This gave me time to dig into the product line and interact with the sales associates. I wanted to get a sense of if the employees were happy in their work. I had a mixed bag of experiences that day. I was very impressed with one leader in particular. This was not one of my planned visits by the way. The woman was open, honest and even told me about a potential opening coming up in a few months that could provide an opportunity for future advancement. While I was blown away by this leader’s time and consideration, not all of my experiences were the same.   Overall, I feel very confident about the applications I put in and the interactions I had that day. It has been a long time since I applied in-person, especially since everything nowadays is one click away.   The difference is: I know that when the phone rings, I will be able to speak to the culture and mission of each retailer and even that particular location.

Spring and summer are peak seasons for fashion, home, and beauty brands. Don't sideline your hiring efforts; our team will streamline the recruitment process for you, so you can focus on what you do best during this busy time of year! #recruitingpartner #hiringpartner #staffingagency #hiringtrends #diversity #inclusion #brandidentity #brandDNA #partnership #EB360 #staffing #recruiting #fashion #home #beauty #trends

“Everyone has an invisible sign hanging from their neck saying, 'Make me feel important.'” Mary Kay Ash* These words had a deep and lasting impact on me when I first heard them years ago and became more than just a saying but more of a personal mantra. 📿 Today, it remains front and centre of my interactions with people whether candidates or clients. I would urge everyone to consider this philosophy especially during the recruitment process. The competition for top talent is at an all time high and treating a candidate like they are valued during the hiring process will always pay dividends. 💫 It could be the difference of landing your next highest performer or having a critical role left open, potentially costing the company thousands *Mary Kay Ash was the founder of Mary Kay Cosmetics. At her death, she had a fortune of $98 million, and her company had more than $1.2 billion in sales with a sales force of more than 800,000 in at least three dozen countries. MK knew a thing or two about recruiting and proved that prioritising people isn’t just good practice—it’s good business. What do you think ? #Marketingrecruitment #Recruiterwisdom #Candidateexperience #fridayreflections

In our latest case study, we helped a global #grocery #retail brand overcome capacity constraints and hire top-quality candidates to meet their BOLD goal (inside of a tight timeline). In many cases, when you have a tight timeline to hire there is a concern about whether you’ll (even subconsciously) sacrifice quality because you need the quantity. By partnering with us, our client knew that 1600 people were being reviewed, over 100 were interviewed, and the candidates submitted were the top talent out of a large group (not the low-hanging fruit!).  The challenge: Our client had unexpected turnover and big growth goals in a single geographic market. They needed to hire 10 Store Managers in that single market and had a bold goal to do it within 6 weeks. Our Approach: We prioritized this client and ensured they knew what, when, and how we would be providing updates on the candidate market and our activity levels. We connected with over 1600 candidates and conducted 103 in-depth interviews in less than 30 days. Results: We delivered 26 well-vetted, qualified #candidates within four weeks, with a remarkable 31% of them being hired. (8 hires in 6 weeks!) Allowing their internal recruiters to fill the remaining 2 with their traditional job posts. Read the full case study here. https://lnkd.in/gcbjuTjK Expect more from your external recruiters. We're passionate about retail and dedicated to connecting retail organizations with their next great leaders. #PartnershipMatters  #RecruitmentExperts  #TalentAcquisition  #retailrecruiting  #retailjobs

Since #rue21 began its liquidation, I started looking for other jobs. Most positions I applied for required interviews with the recruiter, the District Manager (DM), and the Regional Manager (RM). Talking to the recruiter was a waste of time; they only set up interviews and then disappeared, without any decision-making power in the hiring process. But it’s a job. Many companies require at least two interviews for hiring. If the RM doesn't trust the DM to make the right decisions, why have a DM in that position? Similarly, if the DM doesn't trust the Store Manager (SM) to hire their assistant managers, why is that SM managing the store? Why is a second opinion necessary to decide if a candidate is suitable for the job? Great managers don't need to be micromanaged. They understand the consequences of poor hiring decisions and act accordingly.

Transformative Hire in Marketing Bringing in top talent for mid-level and executive roles can transform an organization. We recently filled a crucial position in our marketing team with a new VP of Marketing, Jessica. Her extensive background in digital marketing and her strategic mindset made her stand out during the recruitment process. Jessica's ability to blend creativity with data-driven decision-making is already having a positive impact on our campaigns. It's amazing to see how one key hire can elevate the entire team. Welcome, Jessica! Engaged teams drive success. I'd love to hear your experiences of transformative hires. 👉 Like if you've seen the power of a strategic hire. 💬 Comment sharing your own hiring triumphs. 🔄 Share to spread the word about the importance of right-people, right-place. 👥 Follow for more insights on team transformation. #MarketingLeadership #VPofMarketing #TeamTransformation

Retail managers are adaptable.

📢JOB ALERT: E-commerce Site Merchandiser | Consumer Goods  ✔️Hiring model: On Site  ✔️Locality: Houston, Texas  ✔️Functional area: Marketing  ✔️Level: Manager    💼 Tag Someone You Know: We believe in the power of connections, especially during challenging times. If you know someone who has recently been affected by the massive layoffs in the industry, tag them in the comments below to help us reach out and potentially provide them with a new opportunity. Check out the Job Description below and apply!