Flourishing in a retail or fashion career can be fun but also frustrating and intense. This blog is dedicated to helping you learn more about the industry, overcome the special obstacles you face in this field, and help build a successful career. I invite you to co-create this blog with me. Posting your successes, challenges and insights make this blog a dynamic tool for anyone in the industry or those seeking to learn more.
Find out more about me at www.katekibler.com
a candidate asked me how best to approach this topic.She had interviewed very well and was told
the company was going to discuss putting together an offer.She is career driven and very smart.She also has a young child who goes to bed at
8pm.It is important to her to be home
to spend time with her child before bedtime. The hiring manager for the role the candidate
is interviewing for, made it sound like the hours might be long.The candidate
was uncertain about how to discuss during the interview.
indicates honesty and candidness are really important.If you know what hours you are willing to
work it is important to be candid DURING the interview
process, prior to accepting an offer.Discuss
directly with the hiring manager. (Preferably right after you have convinced
them you can do the work they need done.)Our industry RARELY accommodates a 40 hour work week but if you are
willing to work some flex hours from home I have seen employees who deliver
results and get their work done be granted some flexibility with their
candidate takes the job without mentioning that it is important to be home
before 8 pm to spend some time with her child, and the corporate culture/hiring
manager require regularly working until 7:30….everyone is in a no win
situation.If the hiring manager knows
up front and they discuss ways that they can make this work then the offer can
be extended and there won’t be any surprises.
about what you need to be happy for your work life balance.Some people love working and are at a point
where they are willing and able to put in whatever hours it takes.Some people need to recharge spending time
with friends, family, the pursuit of fitness, their passions and
hobbies.They are still skilled and
wildly productive in their positions. Be prepared to discuss the ideal balance
for you. Then listen to what the hiring manager expects.Many times agreement can be reached if it is
discussed up front.If common ground
can’t be negotiated then it is likely the role is not a long term fit anyway.
hiring manager perspective:What do you
need from the employee in the open position?Are there days and times that are absolutely required?Do you expect people to work the same hours
you do? What flexibility can you offer without compromising the business if
they need to accommodate a daycare schedule, family/social event, an ill family
best to be clear and candid about this with candidates during the interview
process.Don’t paint a picture that is
rosier than real life.This will assure
that the candidate you hire has a full understanding of what to expect from a
work life balance perspective.The odds
of them staying on your team long term are much greater.
think our industry requires more hours than others? Have you ever been required to work more
than you felt was healthy for you? As a
manager what would/do you expect of your employees from a work schedule
Consider every contact regarding a potential new role a part
of the interview process.Manners and
courtesy will always work in your favor.There is no contact that does not have a potential impact on whether you
email from an agency like Apparel Resource or a Corporate Recruiter.Even if you have no intention of leaving
your current role a polite response saying you are happy in your role but
appreciate the contact is the best way to have a great network should your
call from an agency like Apparel Resource.I have had candidates forget the scheduled call and then speak in a rude
tones because they don’t have time for the call they forgot about.I have had candidates act offended that I
need to actually “interview” them because I am not the employer.I have had candidates treat the initial
interview very casually as an afterthought doing other things while talking
with me.Make no mistake, when you are
speaking with an agency about potential job options they are pre-screening you
for their clients.
Coordinator or Administrator that contacts you to arrange your interview and
travel if it is required.These
people are very often asked how the candidates interact with them.Courteous, prompt responses and flexibility
will be passed along as positive feedback.
4.The Receptionist at the front desk. A receptionist once at one of our business
partners told me, “Candidates from Apparel Resource are always so polite.” She
told me about one candidate (not through our agency) that was very rude about
wearing a guest nametag that was required.He was condescending and argued with the receptionist who was only doing
her job. The candidate interviewed very well but the receptionist shared her
experience with the candidate to the hiring team and they passed on him.
Coordinator who walks you from one interviewer to another.Feedback is often informally solicited from
We have a client that gives candidates a tour of their campus. This tour is
often given by HR interns or administrative assistants.The President of the hiring company often
asked how the candidate treated the employee who gave the tour.Negative feedback would prevent the candidate
from moving forward. He and I were visiting about this practice and he said to me. "We have no room for rude here. I want to know how prospective employees are going to treat others day to day."
7.Realtors.Some employers refer candidates to local realtors who will show
candidates the area if relocation is involved.Whether informally or formally their opinion of candidates can make it
back to the company and have an impact on whether to hire or not.
you ever seen a candidate change their behavior based on who they were
with?The golden rule always
applies.Treat others the way you would
like to be treated.That means everyone!
Being a leader can be hard work. Not only are you supposed
to get the functional job done, but you are also supposed to inspire and be an
example to your team. What does that mean? How do you inspire a team?
First, set a clear vision and goals for the team and each
individual member. What does the group want to accomplish as a team? How does
the team define success? What does each team member want for their career? What
does s/he want to achieve for the short term vs long term? How are the goals
aligned with the corporation and each other? Discuss goals with the team.
Once your team has goals & you know what motivates each
team member, stay focused. How can you make sure the team has the work life
balance while moving them forward in their careers? What are the obstacles you
can clear out of their way so they can succeed?
Aside from leading a team, many leaders are tasked with
their ‘own’ workload. There is a downstream effect of prioritizing your
workload vs that of your team. Sometimes it is hard to lose sight of your role
as a leader. How can you set the right example as a leader while delivering
What kind of leader do you want to be? How do you ensure you
are the leader you want to be? Who can help guide you as a leader? What are
some ways you inspire your team?
When you are a hiring manager with an open position how do
you get the word out? When you are a
candidate where do you look?Times have
changed since placing an ad in the classifieds and waiting for resumes to be mailed in.Here is a list but certainly not all
inclusive of options.
1)Your professional colleague network – don’t ever
underestimate word of mouth
2)Your company’s corporate website
3)Your personal LinkedIn profile
4)Your company’s corporate Facebook Page
5)Your company’s corporate LinkedIn Page
6)Yes…the newspaper in the local area the job is
17)Alumni pages of Universities known for strong
programs in our industry
18) Recruiting Agencies will always share the jobs they are working on with candidates who are looking for a new role. If you have the budget for a fee as a hiring manager, they will also publish your opening to their network and make contacts specifically for your role.
The key is finding the channel that your target audience
will be paying attention to.What places
have you been successful reaching talent or finding job openings?