Mattress Warehouse’s Post

Genuinely curious. I can understand why not to put someone's full address on a resume (safety/privacy reasons?). What I don't understand is why some people don't even include city and state (e.g. Middletown, New Jersey) on their resume? If you're applying for a merchandising position that requires some days on site, the recruiter will be looking for where you live. By not including that, they will need to reach out and ask you, or skip the extra step and pass onto other resumes that provided the information upfront. What are some reasons you think people don't include city and state when applying for on site merchandising positions? #recruiting #recruiter #merchandising #productdevelopment #sales #design #resumereview #artisan34 #newjersey #middletown #hiring #hiringnj

Recently, I went to Home Depot looking for parts for a pressure washer and a hose adapter. I had to speak with nearly five associates, none of whom could help me find what I needed. Four of them seemed unsure and mentioned that the store didn't have a lot of stock. One associate understood my request but made it more complicated, ultimately telling me it wouldn't work. I was ready to give up and leave when I finally found the part I needed, and it worked perfectly. I believe companies should invest in their employees by training them thoroughly in their specialties. Instead of just hiring staff to stock shelves, give them opportunities to become knowledgeable experts. For instance, if you run a shoe store, all your employees should know about the shoes you sell. #homedepot #2cents

Go for it ?

Cooking up some exciting new features at Withe and we need your help! Are you hiring seasonal staff this fall or winter? For the next 5 clients we're offering a free hiring event (virtual or in-person) from Withe—no strings attached. We've already seen success with call centre staffing and new store/property openings :) DM me or comment relevant peeps below! #SeasonalHiring #newopenings

This is short, but excellent piece that touches on something I’ve mentioned before that often, when hiring, we fixate on what we see as a candidates potential (ceiling) rather than their consistency (floor). > ”when you’re hiring, try not to get caught in the trap of evaluating candidates based on their best possible performance. Look instead for consistency: reliable results in variable conditions, the ability to deliver predictably with consistent quality, and so forth. Hire for floors, not ceilings” Whilst I agree with the thrust of the article I should point out some obvious reservations that I’ve also been thinking about. You see, while consistency is valuable, solely focusing on the floor might disregard the potential for growth and improvement that candidates with higher ceilings could bring to the team. Furthermore, in some cases, candidates with low floors and high ceilings might have the potential to make substantial improvements and become valuable assets through training and mentorship. Depending on the role and organisation’s needs, hiring a mix of individuals with various ceilings and floors could lead to a well-rounded and dynamic team. And of course whether we care to admit it or not, some roles might require the occasional burst of brilliance and innovation that candidates with high ceilings can provide, even if their consistency is not as strong. #hiringdevelopers #teamstructure #teamcomposition

Saddened to see more upcoming job losses. This time with VM Ware in Ballincollig, Cork, Ireland. If you're affected, avoid pigeon holing yourself. Look at your knowledge and skills with a focus on which are transferable. Look across different jobs boards at the various roles instead of just what you've been doing. Example: Does your sector have regulation? If so, people from the sector are usually qualified to move across as your knowledge is valuable. Selling a product or service? Those selling skills are transferable. Marketing is likewise. Ask people who will answer honestly, what you're good at and weak at. List these things and think about where they are needed. Talk to and register with good recruiters. Get your CV sorted (not just updated). And as you're reading this, do job searches on here and save them so you get notifications. Make your job, finding a new one. Get up, get ready and get stuck in every day relentlessly. This time will pass but the quicker you get on with it and the more effort you make, the quicker it will pass. #redundancy #advice #careerdevelopment #hiringnow

Love this! Seeking ways to streamline operations and empower store managers? Look no further! Virtual Reality has emerged as a game-changer, revolutionizing the way we train and equip teams. If you're keen on maximizing efficiency and saving time, explore the transformative power of VR. #VirtualReality #Empowerment #Efficiency"

Some time ago, I went into the store to buy a pair of sneakers. There was an event on my schedule to attend, and I wanted to dress to impress, if you will. As I shopped, I kept my style preference and budget in mind. While I came across a few great options, a certain pair kept my attention. After trying them out, I made the decision to end my search there. They were the best fit for me out of all I came across. My shopping trip and the hiring process have a few similarities. I won’t go into each one, but I will point out three things that job seekers can glean from this story - Knowing: - Your buyer’s preferences - Your buyer’s budget - And how to keep your buyer’s attention Note: Buyer = Potential Employer With these nuggets as part of your strategy, a win is sure to be on the horizon. #jobsearchtips #careeradvice #jobseekers #jobsearch

Fancy popping into my Job Shop? I have a love for Retail, knowing how it gave me my first job opportunity, helping me find my strengths, whilst cultivating the customer engagement piece that helped me grow in my career. Oxford Street was where I spent my formative years (so many memories, with Mum and Dad working their too) and so I watch with excitement at the redevelopment of the street, from the stores that will open it's doors, to the customers it will welcome in. Staffing is the life line of retail and this must sit right in the heart of it, and so here's my J&C (job and career store). I started my recruitment career on the high street (Adecco) so it's always been close to my heart - shop frontage, available to everyone, with connections formed so differently. This weekend I started to create a talent sourcing strategy for a retailer we're working with, looking at how we can shape their next generation of store managers and my idea came flooding back. To scout talent we have to be looking, we need to be in the thick of the action, so every store has the potential to do this, if they have the excitement and desire to create a very special job hunting experience. My store might not be pink, but it would be everything you never expected, from interview stylists to a nursery/carers area's - nothing would stop our ability to capture that individual right there. I am excited as my concept might not come to fruition as a stand alone store (waiting for the next application dates though), but those career pods are on their way. How are you putting the deep connection piece back into your talent attraction strategies? #retail #retailmanagers #recruitment #oxfordstreet Someday Studios

#repost Dom Crosson 🤵 Let’s talk about our Recruitment Partner Services This is an example of a client we are supporting in the food space, that owns several franchise locations with a pizza organization in Ohio. 🍕 💼 Challenges uncovered: Positions open for long durations putting strain on the current Team, lack of applicants to job postings, resulting in a lack of interviews, and no set onboarding process. 🤝 How we partnered: Management of the job postings for maximum optimization, candidates contacted immediately upon application, patterning with the Store Managers to manage the scheduling process, offer presentation, and start schedule. 🌟Result: Better job performance on all postings (data and applicant results), 155% interview attainment on expectations, multiple stores fully staffed, onboarding process allowing for starts within 24 hours, and a happy client. We have a specific Team that can support these areas of HR Services and Recruitment Partner Services here at Spark Packaging and Spark Companies 👊