Our 360-degree approach to recruitment means that we are involved at every step of the hiring process, ensuring nothing is overlooked. From defining job roles to candidate onboarding, we ensure a seamless, efficient, and comprehensive recruitment experience for both employers and candidates.

<ul><li>Holistic Approach</li></ul>We don't just fill vacancies; we find the perfect match for your organizational culture and needs.<ul><li>Dedicated Support</li></ul>Our team is always on hand to assist, guide, and consult every step of the way.<ul><li>Time Efficiency</li></ul>Our streamlined processes ensure that positions are filled in the shortest time possible without compromising on quality.<ul><li>Market Knowledge</li></ul>We keep ourselves updated with industry trends, ensuring that our clients always have a competitive edge.

Ready to transform your recruitment process? Get in touch today and embark on a comprehensive hiring journey.

We start by understanding your organization's specific needs, goals, and culture. This phase is all about ensuring we know exactly the kind of talent you're looking for.

1. Recruitment Gathering

Using a mix of modern tools, platforms, and traditional techniques, we dive deep into the talent pool, identifying the best candidates for your needs.

2. Sourcing Candidates

Our team ensures that every candidate matches the technical and cultural requirements of your company. We screen, interview, and shortlist the best.

3. Screening and interviewing

The shortlisted candidates are then presented to you. We facilitate the interview process, ensuring that it aligns with your expectations and timelines.

4. Client Interviews

Our experienced team assists in offer management and negotiation, making sure both parties reach a beneficial agreement.

5. Offer Negotiation

Our 360 Recruitment Cycle doesn't end at hiring. We assist in the onboarding process, ensuring a smooth transition for the candidate into their new role.

6. Onboarding

We are not just here to fill a job; we will spend time getting to know you and your business, enabling us to advise you on the best approach to take for your current recruitment needs.

Our consultants come from the industries they specialise in and are renowned for giving the very best possible retail recruitment service to our clients and candidates chosen fields.We provide an unrivalled service to our clients and candidates by going the extra mile for all your recruitment needs. We offer a unique and personal experience and our dedicated consultants are retail specialists who are passionate about the industry, having worked in retail or fashion themselves.With our Head Office based in the West Midlands and satellite offices in London, Birmingham &amp; Manchester, our teams recruit on a national scale across all specialist areas of Retail, Fashion and Hospitality. Our approach to recruitment has led our business to rapidly expand over recent years and this has been primarily through strong referrals and recommendations.

The Retail Recruitment Agency: Retail Recruitment Specialists

Quite simply, we connect the best Retail, Hospitality and Leisure talent with some of the most exciting, inspiring, and brilliant organisations across the UK.Since 2010 we have also recruited for some of the biggest and smallest charities in the UK, providing them with extraordinarily talented people. A rapid demand for our services within this sector has led us to now recruit on a national scale across all specialist areas of Charity and Non-Profit.

<ul><li>General Retail &amp; Fashion Retail</li><li>Hospitality &amp; Leisure</li><li>Digital and E-Commerce</li><li>Luxury Retail</li><li>Recruitment Process Outsourcing (RPO)</li><li>Head Office Personnel</li><li>HR</li><li>Executive Appointments</li><li>Charity &amp; Non Profit</li></ul>

Our consultants come from the industries they specialise in and are renowned for giving the very best possible retail recruitment service to our clients and candidates chosen fields.

Originally established in 2008 to recruit within the Retail, Fashion, Hospitality and Leisure sectors, The Retail Recruitment Agency have experienced phenomenal growth over recent years.

C2 Retail also covers FMCG for the General Retail and Grocery sectors.Our consultants work on a variety of categories including Snacks, Soft Drinks, Frozen Food and Alcoholic Beverages and recruit candidates for:<ul><li>Sales &amp; Account Management</li><li>Retail Auditing</li><li>Space Planning</li><li>Market Research</li></ul>

At C2 Retail Recruitment, we share your passion for retail, and we go the extra mile to understand your business thoroughly. Our goal is to grasp the unique blend of skills and attitudes that your employees require in order to thrive.

At the Retail Recruitment Agency, we're not just a recruitment agency; we're a collective of distinct brands, each with its unique approach, philosophy, and area of expertise. Our brands represent the spectrum of specialist industries we serve and the diversity of talents we cater to. Delve into the world of each brand and find out what makes us the first port of call for clients and candidates alike.
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C2 Recruitment's unique and experienced team are made up of ex Retail and Hospitality managers and this is a key reason on why we are the 'go to' agency for so many of the leading retail and hospitality professionals within the UK.We excel at delivering a high quality service to new and established brands, helping them hire the very best talent for their businesses within the retail and hospitality industries.

If so you have come to the right place!If you fancy working with the products you love then working in Retail could be the industry for you. Whether you’re a fan of music, fashion, food or pretty much anything else, retail captures it all!Retail is a lot more than just stacking shelves. It’s one of the fastest paced industries out there, with so much variety and diversity for careers. Sales and shop floor positions can progress to Store Management and even Area Management for the right people. Its hard work but great fun!There are around 300,000 retail businesses across the UK alone, employing 3 million people, that’s well over 10% of the total UK workforce. Few other industries are so big, offer so much diversity in career choices or the opportunities to progress your career so quickly.Whether you are a school leaver, graduate, experienced retail professional or just looking for a career change, call our expert team to discuss your career options. Many of our consultants at C2 have actually worked in the retail industry and so are best placed to offer you expert advice.

A career in retail offers:<ul><li>Variety and Choice</li><li>Job Security</li><li>Transferrable Skills</li><li>Worldwide Job Opportunities</li><li>Great Benefits</li></ul>

Your personal information will be kept confidential at all times. We will never send your CV or any other details out to any companies unless you have given us your express permission. Registering with C2 Retail is much more than you might expect – you will find us on hand to ensure 100% satisfaction.

We have experience in working with some of the biggest companies on the market across a wide range of sectors. From global chains to UK based high street retailers we believe we will have the right opportunity for you.

Working togetherBecause our consultants have vast experience within Retail and have a passion for it, we can offer some of the best advice you will find. We want you to use us throughout your career and will offer our assistance whenever you need it.We want to help you achieve your career goals and our dedicated retail recruitment consultants will help do just that. Once you are registered with us we can offer you advice on what companies and career opportunities are perfectly suited for you, preparing your CV and interview techniques.We want to get the right job for you and we will work together to ensure this happens.We won’t make promises we can’t keep and before embarking on an assignment we always make sure that we find out exactly what you’re looking for. We have experience in working with some of the biggest companies on the market across a wide range of sectors. From global chains to UK based high street retailers we believe we will have the right opportunity for you.

Lorem ipsum dolor sit amet consectetur. Etiam purus phasellus feugiat purus bibendum. At fringilla curabitur purus enim tellus. Nunc aliquam porttitor sed habitant. Massa eu arcu proin mattis diam lectus interdum tristique.Etiam nascetur et arcu dui nulla cras malesuada. Nisi nisl massa nunc. Lorem ipsum dolor sit amet consectetur. Etiam purus phasellus feugiat purus bibendum. At fringilla curabitur purus enim tellus. Nunc aliquam porttitor sed habitant. Massa eu arcu proin mattis diam lectus interdum tristique. Etiam nascetur et arcu dui nulla cras malesuada. Nisi nisl massa nunc.Lorem ipsum dolor sit amet consectetur. Etiam purus phasellus feugiat purus bibendum. At fringilla curabitur purus enim tellus. Nunc aliquam porttitor sed habitant. Massa eu arcu proin mattis diam lectus interdum tristique.Etiam nascetur et arcu dui nulla cras malesuada. Nisi nisl massa nunc. Lorem ipsum dolor sit amet consectetur. Etiam purus phasellus feugiat purus bibendum. At fringilla curabitur purus enim tellus. Nunc aliquam porttitor sed habitant. Massa eu arcu proin mattis diam lectus interdum tristique.Etiam nascetur et arcu dui nulla cras malesuada. Nisi nisl massa nunc.

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Looking for your next role in the charity sector? Or seeking to hire top-tier talent for your organization?

In a world abundant with challenges, the need for empathetic and committed change-makers has never been greater. Recognizing the pivotal role of charities in reshaping society, we founded C2 Charity Recruitment to bridge the gap between dedicated professionals and the charitable organisations that urgently need their expertise.Founded in 2008, we have grown from a small dream into a thriving nexus, where passion meets profession. Our ambition is to ensure that charities - the lifelines of our communities - are supported by individuals who not only have the skills but also the heart to make a difference.Our VisionTo be the foremost catalyst for change, by connecting charities with talented individuals who are driven by a shared purpose.Our Mission<ul><li>To revolutionise the charity recruitment landscape by matching charities with candidates that resonate with their mission.</li><li>To streamline the hiring process, ensuring that charities spend less time on recruitment and more time doing what they do best: making a tangible impact.</li><li>To continuously evolve, understanding the changing needs of charities and adapting our strategies to serve them better.</li></ul> Our ValuesIntegrity: We believe in transparent and honest communication, ensuring that both charities and candidates are well-informed and treated fairly.Passion: Our commitment to driving social change is unwavering. We're passionate about what we do, and we seek the same from our candidates.Excellence: We aim for the pinnacle in our service delivery. Our dedication to maintaining high standards is uncompromising, as we know the importance of placing the right person in the right role.Collaboration: Change isn't driven by individuals, but by communities. We emphasize teamwork, believing that by working closely with charities and candidates, we can co-create a brighter future.Join Our JourneyIf you're a charity in need of dedicated professionals or an individual looking to align your skills with a greater purpose, we're here to guide and support you. Together, we can weave a tapestry of change that our world so desperately needs.Thank you for being a part of our story, and for allowing us to be a part of yours.

Founded in 2008, we have grown from a small dream into a thriving nexus, where passion meets profession.

Charity recruitment is a significant undertaking that requires attention to detail, sensitivity, and a thorough understanding of the organization's mission and values. The goal is to find individuals who are not just skilled, but also passionate about the cause. Here's our detailed process in C2 Charity Recruitment:1. Understanding Your CauseBefore we begin, we immerse ourselves in your mission. Every charity is unique, and so are its recruitment needs. We take the time to understand your organization’s culture, values, and vision. This helps us find the best-fit candidates for you.2. Customised Recruitment StrategyBased on our understanding of your charity's unique requirements, we devise a tailored recruitment strategy. Our methodology combines traditional recruitment tactics with innovative approaches to ensure we source the best talent from a diverse pool.3. Comprehensive Candidate SearchWe tap into our vast network of professionals dedicated to nonprofit work. Our search goes beyond mere qualifications; we look for individuals with a genuine passion for philanthropy and those who resonate with your cause.4. Rigorous Screening &amp; InterviewsAll potential candidates undergo a rigorous screening process, ensuring they not only have the required skills but also the ethos and dedication that charities demand. Our interviews are structured to gauge their commitment, passion, and adaptability to the charity sector's dynamic nature.5. Skills and Cultural Compatibility AssessmentA successful placement isn’t just about the right qualifications. It's about ensuring a seamless integration into your team. We use cutting-edge assessment tools to ensure candidates are not only technically adept but also culturally compatible with your organization.6. Shortlisting &amp; RecommendationsPost-assessment, we provide you with a curated list of top candidates, complete with comprehensive profiles and our expert recommendations. This enables you to make informed decisions without sifting through endless CVs.7. Seamless Onboarding SupportOnce you've made your choice, we help facilitate a smooth onboarding process. From contract negotiations to induction processes, we're with you every step of the way to ensure a hassle-free integration of your new team member.8. Post-placement SupportOur commitment doesn’t end once a candidate is placed. We believe in building lasting relationships. We'll check in periodically to ensure that both you and the candidate are satisfied and address any potential concerns promptly.<h2>Why Choose Us?</h2>Dedicated to Charity: Our niche focus on charity recruitment means we have a deep understanding of the sector, making us uniquely positioned to cater to your specific needs.Extensive Network: Over the years, we've built a rich network of professionals who are passionate about making a difference. This allows us to find the right match for you efficiently.Commitment to Excellence: For us, it's not just about filling a vacancy. It’s about contributing to your mission. We're dedicated to finding candidates who will propel your charity to new heights.Remember, recruitment isn't just about filling a vacancy; it's about finding the right fit for the organisation. Investing time and effort in this process will pay dividends in the long run by ensuring a dedicated and passionate team that aligns with the charity's mission.

C2 Recruitment is committed to offering the very best in Retail, Hospitality and Leisure Recruitment solutions. We offer a unique and flexible approach to your business working in partnership with you and your teams to deliver a professional high-quality service that can be relied upon time and time again.At C2 Recruitment we have developed a range of services and packages that can be tailor made to suit your individual needs. These include: <ul><li>360 Recruitment Package – Our Full Recruitment Service including Full Candidate Management &amp; Attraction Service with Headhunting included. No placement no fee for total piece of mind.</li></ul> <ul><li>Online Advertising Package – Let us advertise your vacancies for you with our full online response management service. A perfect way to promote your vacancies on the UK’s leading job boards for one low cost fixed fee. Click here to find out more about our Online Job Advertising Services.</li></ul> <ul><li>Database Search Package – A targeted full database search solution with exposure to over 20 Million active job seekers. Hire as many candidates as you like all for a ‘one off’ fixed fee.</li></ul> <ul><li>Retained Service Package – We can support your current recruitment process combining multiple assignments into one monthly fee. Particularly effective for new store openings or specific recruitment projects over 3, 6 or 12 months.</li></ul> <ul><li>Outsourcing Package – A surprisingly cost-effective solution where we become your in-house recruitment team saving you time and hassle whilst reducing your overall recruitment spend.</li></ul>

Quite simply, we connect the best Retail, Hospitality and Leisure talent with some of the most exciting, inspiring, and brilliant organisations across the UK.Since 2010 we have also recruited for some of the biggest and smallest charities in the UK, providing them with extraordinarily talented people. A rapid demand for our services within this sector has led us to now recruit on a national scale across all specialist areas of Charity and Non-Profit. Please use the contact form below or <a href="/upload-cv" rel="noopener noreferrer" target="_blank">upload your CV</a> or post a <a href="/post-vacancy" rel="noopener noreferrer" target="_blank">vacancy here</a>

Unlock Success - Register Your Vacancy Today

We are not just here to fill a job; we will spend time getting to know you and your company. Partnering you in selecting you the right talent that will be the key to unlocking success.Call us today or if you prefer, please fill in our quick contact form below and we will call you back as soon as we can.Head Office: 01743 770280 | London: 0207 125 0023 | Birmingham: 0121 259 0309 | Manchester: 0161 297 0166

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The Retail Recruitment Agency Retail also covers FMCG for the General Retail and Grocery sectors.Our consultants work on a variety of categories including Snacks, Soft Drinks, Frozen Food and Alcoholic Beverages and recruit candidates for:<ul><li>Sales &amp; Account Management</li><li>Retail Auditing</li><li>Space Planning</li><li>Market Research</li></ul>

Retail, Hospitality, &amp; Charity Specialists

Quite simply, we connect the best Retail, Hospitality and Charity talent with some of the most exciting, inspiring, and brilliant organisations across the UK.
Since 2008 we have also recruited for some of the biggest and smallest brands in the UK, providing them with extraordinarily talented people. A rapid demand for our services within these sectors has led us to now recruit on a national scale across all specialist areas of Retail, Hospitality, <a href="https://c2charityrecruitment.com" target="_blank" rel="noopener noreferrer">Charity and Non-Profit</a>.
Looking for Charity Jobs? Visit our dedicated Charity Jobs Board - <a href="https://charityjobshub.co.uk/" target="_blank" rel="noopener noreferrer">Charity Jobs Hub</a>.

The Retail Recruitment Agency has a unique and experienced team which are made up of ex Retail and Hospitality managers and this is a key reason on why we are the 'go to' agency for so many of the leading retail, hospitality and charity professionals within the UK.

Retail

Hospitality

Charity

The Retail Recruitment Agency &amp; <a href="https://c2-recruitment.sites.sourceflow.co.uk/sectors/charity-non-profit/" target="_blank" rel="noopener noreferrer">Retail Charity Recruitment </a>are leading Retail and Charity specialist brands covering the whole of the UK and Ireland. We specialise in all areas of the Retail, Hospitality and Charity sectors recruiting at every level from Store Operations to Head Office roles.

Our highly skilled head office team recruit across all areas of Retail, Hospitality, Leisure and Charity including Head Office and Senior positions.

Contact us today and talk to one of our experienced professionals or fill out the form below and we will&nbsp;call you back.

At C2 Recruitment, our commitment lies in providing top-notch solutions for your Retail, Hospitality, and&nbsp;Charity Recruitment needs. We pride ourselves in offering a unique and adaptable approach to&nbsp;partnering with your business and teams, ensuring the delivery of consistently professional and high-quality services that you can trust time and again. We have curated a variety of services and packages tailored to meet your specific requirements. These&nbsp;offerings include:1) Comprehensive 360 Recruitment Package:Our full recruitment service encompasses thorough candidate management and attraction,&nbsp;including headhunting. Rest assured if there's no placement, there's no fee, providing total&nbsp;peace of mind.2) Online Advertising Packages:Let us handle the advertisement of your vacancies through our comprehensive online response&nbsp;management service. It's an ideal solution for promoting your job openings across leading UK&nbsp;job boards, all at a fixed, low-cost fee.3) Database Search Package:Utilise our targeted full database search solution, granting exposure to over 20 million active job seekers. Hire as many candidates as needed, all for a single, fixed fee.4) Retained Service Package:We offer support for your ongoing recruitment needs by consolidating multiple assignments into&nbsp;one convenient monthly fee. This package is particularly beneficial for new store openings or&nbsp;specific recruitment projects spanning 3, 6, or 12 months.5) Outsourcing Package:Opt for our cost-effective outsourcing solution, where we seamlessly become your in-house&nbsp;recruitment team. This arrangement not only saves you time and hassle but also reduces your&nbsp;overall recruitment expenditure. Typically, our clients save over 50% on their normal annual&nbsp;recruitment spend with this option. Our highly experienced team all come from the retail or hospitality sectors and have years of experience&nbsp;of people management within these fields. Our services give you the ability to be able to pick the exact&nbsp;solutions you need, and all are aimed at saving you time, money and hassle. So whether you’re a large&nbsp;established multi-national organisation looking to expand your teams or a smaller boutique business&nbsp;taking your first steps to greatness, we have got the entire recruitment cycle covered.

Unlock your organization's true potential with our holistic approach to recruitment. From identifying your talent needs to ensuring a seamless onboarding experience, our 360 Recruitment Cycle covers it all.

Quite simply, we connect the best Retail, Hospitality and Leisure talent with some of the most exciting, inspiring, and brilliant organisations across the UK.Our flexible and honest approach has led us to not just recruit for these brands but also act as their in house team. Because we insist that all of our consultants have actually worked in the retail industry, it means we are not seen as sales people but as knowledgeable retail professionals. We really have been in your shoes!&nbsp;

<ul><li>General Retail & Fashion Retail</li><li>Hospitality & Leisure</li><li>Digital and E-Commerce</li><li>Luxury Retail</li><li>Recruitment Process Outsourcing (RPO)</li><li>Head Office Personnel</li><li>HR</li><li>Executive Appointments</li><li>Charity & Non Profit</li></ul>

At C2 Recruitment we offer Exclusive Discounted Rates if you are a Registered Charity or Not For Profit Organisation based in the UK.

Connecting Passion with Purpose. Recruiting top talent for the charitable sector.

As retail recruitment specialists, we understand just how important it is for retail, hospitality and leisure organisations to have strong head office functions in place so that they can deliver the best support possible across the rest of their operations.

As one of the leading retail recruitment agencies in the UK, we have experience with working with some of the best names in the retail world.

The Retail Recruitment Agency Recruitment have a highly skilled and experienced Senior Appointments team, with a combined 30+ years of recruitment experience we are able to effectively source and place the key hires within your business.

Or call one of our expert team today to find out how we can help you:Head Office: 01743 770280London: 0207 125 0023Birmingham: 0121 259 0309Manchester: 0161 297 0166

Because our consultants have vast experience within Retail and have a passion for it, we can offer some of the best advice you will find. We want you to use us throughout your career and will offer our assistance whenever you need it.

The Retail Recruitment Agency Retail also covers FMCG for the General Retail and Grocery sectors.Our consultants work on a variety of categories including Snacks, Soft Drinks, Frozen Food and Alcoholic Beverages and recruit candidates for:<ul><li>Sales &amp; Account Management</li><li>Retail Auditing</li><li>Space Planning</li><li>Market Research</li></ul>

At The Retail Recruitment Agency Retail Recruitment, we share your passion for retail, and we go the extra mile to understand your business thoroughly. Our goal is to grasp the unique blend of skills and attitudes that your employees require in order to thrive.

​If you're facing the task of looking for a new retail, hospitality or leisure role right now, this blog is for you.
Whether you've been made redundant, had a change of circumstance or the pandemic has made you re-evaluate your career choices, working with a recruiter is the best way to look for a new job right now.
Many job seekers don't realise the benefits of working with a recruiter, so this article is here to help you learn about the amazing service and value you get; and all for free.
Here are seven logical reasons to work with a recruiter to find your next retail, hospitality or leisure role.
1. To Help You Find Your Passion and A Role You Enjoy
<a href="https://c2-recruitment.co.uk/news/looking-for-a-new-job-in-retail-" target="_blank" rel="noopener">If you're looking for a job right now</a>, there's a good chance you are feeling a little overwhelmed.
With everything that's happened this year, looking for a new job probably wasn't something that you had planned on; was it?
Many retail, hospitality and leisure candidates looking for jobs right now will be looking for more than just a job &ndash; many will be looking for a job they can enjoy.
The pandemic has caused many people to evaluate what's really important to them, and as expert career advisors, that's what we're here to do.
A dedicated recruiter can help you find your passion and a role you enjoy.
<ul>
<li>It could be in a different part of the sector you're used to,</li>
<li>a new role in a part of retail, hospitality or leisure that you're used to</li>
<li>or a new niche altogether.</li>
</ul>
So how is it different working with a recruiting specialist. Let me explain.
2. Access to Unlisted Jobs
Are you tired of applying for roles as soon as they come onto job boards and feeling that you don't stand a chance?
The truth is that the jobs that are being posted are just a fraction of what is available.
They are just the tip of the iceberg when it comes to the number of roles available.
Most jobs get filled via recruiters before they make it to job boards &ndash; by working with a recruiter you get to be considered for these opportunities before they make it into the public domain.
3. For Their Network
Not only will your recruiter have access to unlisted jobs, but they will also have a wide and reaching network. This means that they can give you insider information about the industry, the role and what's going on behind the scenes &ndash; all to provide you with more pull in your interview.
Because of our 'contacts', we can often approach a specific company or hiring manager for you. No doubt you will have heard the saying; "it's not what you know it's who you know". Well this plays out all the time when it comes to a recruiter helping you find a fantastic role that you want. Remember; starting a working relationship with a dedicated recruiter will open up new possibilities for your career that you wouldn't have access to if you 'go it alone'.
4. They Have Experience in Your Sector
Well, I can't talk for other retail, hospitality and leisure recruiters, but at C2, all of our consultants have experience in the sector they recruit in &ndash; it's part of our ethos.
Due to our consultants' experience in the industry, they have a deep understanding of the type of roles you will be best suited to. They understand the sector inside out; it's not like talking to a general recruiter who doesn't understand what working in retail or hospitality is all about.
5. Interview Coaching
Once they have secured you an interview, your specialist recruiter will also coach you before the interview takes place.
Interview nerves are a reality for most people, but you can relax knowing that your recruiter will be able to help you prepare for what to expect in the interview.
Being briefed by your recruiter before your interview will give you the confidence to present your best self to the interviewer &ndash; it will provide you with the edge over other candidates too.
6. Moral Support
Looking for a new job can make you <a href="https://www.themuse.com/advice/5-ways-to-keep-going-when-the-job-search-is-getting-you-down" target="_blank" rel="noopener">feel like it's you against the world</a> &ndash; working with C2 Recruitment, you will have a dedicated recruiter with you at every step of the way.
We pride ourselves on our helpful approach, which is something our candidates tell us they value, especially in the current climate which many job seekers are finding challenging.
We believe that an important part of our service is the moral support we offer candidates; it's not just about finding a candidate for a job, which some people tell us they have experienced with other recruitment companies.
7. It's a Complimentary Service Too #Itsfree
And finally &ndash; you get all of this for free!
Our recruitment service for candidates is full of value through the support and guidance we provide; and is and always will be completely free.
Our clients pay us a fee to find you, and our job is finding you your perfect job.
The great news is &ndash; we've got plenty of vacancies for talented retail, hospitality and leisure candidates right now, so get in touch with us if you're looking for a new role.
Call our team on 01743 770280 to speak to one of our team, or send us an email by <a href="https://c2-recruitment.co.uk/contact-us/" target="_blank" rel="noopener">clicking here.</a>
​
Thanks,
Shane
About C2 Recruitment
Originally established in 2008, C2 Recruitment specialises within the Retail, Fashion, Hospitality and Leisure sectors.
Our consultants come from the industries they specialise in and are renowned for giving the very best possible recruitment service to our clients and candidates chosen fields.
The C2 team recruits on a national scale across all specialist areas of Retail, Fashion and Hospitality.
To find out how we can help you with a recruitment or career query in these fields, call us on 01743 770280 or <a href="https://c2-recruitment.co.uk/contact-us/" target="_blank" rel="noopener">contact us here</a>.

7 Reasons to Work with a Specialist Recruiter to Find Your New Retail and Hospitality 

Benefits of a specialist recruiter
The benefits of a specialist recruiter are many.
At C2 Recruitment, we have a proven track record for sourcing top industry talent for leading brands across the retail, leisure and hospitality sectors.
Our finely tuned systems enable us to give clients absolute flexibility in structuring their agreement, and we&rsquo;re adept at delivering hiring solutions on any scale in a timely and cost-effective way.&nbsp;
Why use a specialist recruiter like C2 Recruitment? Walk through any large retail, leisure or hospitality venue, and you&rsquo;re likely to see staff we&rsquo;ve recruited hard at work adding value for employers.
We are uniquely well established within the recruitment landscape across these sectors. Through our advanced understanding of the particular requirements of these industries, we&rsquo;re able to identify talent and adapt our processes to suit your precise needs.
The type of client we partner with typically includes:
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<tbody>
<tr>
<td>
Retail:
</td>
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Leisure:
</td>
<td>
Hospitality:
</td>
</tr>
<tr>
<td>
Supermarkets
</td>
<td>
Gyms/leisure centres
</td>
<td>
Restaurant chains
</td>
</tr>
<tr>
<td>
Fashion retailers
</td>
<td>
Fitness brands
</td>
<td>
Hotel chains
</td>
</tr>
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<td>
E-commerce retailers
</td>
<td>
Entertainment venues
</td>
<td>
Corporate hospitality venues
</td>
</tr>
<tr>
<td>
Shopping centres
</td>
<td>
Cinemas
</td>
<td>
Catering&nbsp;
</td>
</tr>
</tbody>
</table>
All our recruiters understand the mind-set of clients and candidates alike, helping us work efficiently and proactively address any concerns.
We require every member of our recruitment team to have years of experience within their specialist field.
Not only does this enable us to adopt a tailored approach to your requirement, this gives us a host of trusted connections within the industry that increase the efficiency and quality of each hire.
10 reasons to use C2 Recruitment
<ol>
<li>We employ a small boutique team of recruiters who all come from the industries they now recruit for</li>
<li>Our client-led approach means you tell us your desired outcome, and we design the process with you to ensure we become an extension of your brand</li>
<li>Our high levels of candidate management ensure industry leading acceptance rates and a positive candidate experience</li>
<li>We headhunt all roles and leave no stone unturned in our aim to fill 100% of our clients&rsquo; vacancies</li>
<li>We&rsquo;re experts in assessing cultural and behavioural fit as well as work experience and background</li>
<li>Our candidate screening and interview process is so thorough it delivers consistent success ratios of 3 CVs to every hire</li>
<li>Our efficient process is focused on representing your brand accurately, professionally and with a passion that inspires candidates to want to work for you</li>
<li>We won't stop searching until we find your perfect candidate</li>
<li>Our industry connections have yielded a strong pool of candidates with whom we are in regular contact</li>
<li>We offer bespoke, flexible packages and are happy to discuss contingency or exclusive agreements</li>
</ol>
 Discover all the benefits of working with a specialist recruiter by speaking with our expert team. <a href="https://c2-recruitment.co.uk/contact-us/" target="_blank" rel="noopener">Call us on 01742 770 280 today.</a>

Benefits of a Specialist Recruiter 

Your employer brand is the reputation your company has among potential candidates. A strong employer brand can attract top talent and enhance retention rates. Here are some key strategies to build a compelling employer brand:
<ol>
<li>
Authenticity: Showcase your company culture genuinely, highlighting what makes your organization unique.
</li>
<li>
Employee Testimonials: Let your current employees share their experiences to provide genuine insights into your company's work environment.
</li>
<li>
Consistent Messaging: Ensure that your brand messaging is consistent across all platforms, from job descriptions to social media.
</li>
<li>
Candidate Experience: Prioritize a positive candidate experience during the recruitment process, as this reflects on your brand.
</li>
<li>
Community Engagement: Engage with your local community and industry to demonstrate your company's values and commitment.
</li>
</ol>
A strong employer brand can set you apart in a competitive job market.

Building a Strong Employer Brand: Key Strategies

Recommend a Client and we will donate &pound;150 to your chosen charity!
Here at C2 Recruitment, we recognise that referrals and word of mouth play a big part in the growth of our business and so wanted to create a scheme as a way of thanking our candidates and clients for recommending our services to other clients that could benefit from our expert recruitment services.
For every new Retail, Hospitality or Leisure client which is referred to us, as a thank you, we will reward you a &pound;150 donation to your chosen charity once we have successfully placed a candidate within that business.
How does it work?
If you recommend C2 Recruitment Ltd to a Retail, Hospitality or Leisure business that goes on to engage with us as a direct result of your recommendation, we will make a &pound;150 donation to your chosen charity once we have successfully placed a candidate within that business.
How do I refer a new client?
When speaking to a business that you believe will benefit from our services simply email your contact copying in <a href="https://c2-recruitment.co.uk/" target="_blank" rel="noopener">enquiries@c2recruitment.com</a>
This will then be logged on our system with you as the referrer so we know when your referral engages with us.
How will I know if my referral has placed an order?
Once your referral has contacted us we will let you know. We will also contact you once we have successfully placed a candidate with them too!
When will the donation be made?
Once we have successfully placed our candidate with the business that you have recommended and full payment of the invoices has been made to C2 Recruitment Ltd by the client, then &pound;150 will be donated to your chosen charity. An email will be sent to you to confirm the transaction.
Is there a limit to how many referrals I can make?
No, you can recommend us to as many new clients as you would like. For each new client your chosen charity will receive a &pound;150 donation in full from C2 Recruitment Ltd.
If you have any questions or would like any further information about the referral scheme, give us a call on 01743 770280 or email <a href="https://c2-recruitment.co.uk/" target="_blank" rel="noopener">enquiries@c2recruitment.com&nbsp;</a>
Terms and Conditions
In these terms
&ldquo;referrer&rdquo; means the business which recommends C2 Recruitment to a new client
&ldquo;referral&rdquo; means the new client
<ul>
<li>A new client is someone that C2 Recruitment do not have a current agreement with or has not had in the last 2 years.</li>
<li>Referred Clients must engage directly with C2 Recruitment Ltd.</li>
<li>Donations will be made by C2 Recruitment directly with the charity only</li>
<li>In the event of referrals being received from different referrers, the referrer that sent the referral first will get the reward.</li>
<li>Full payment of the invoice must be made to C2 Recruitment by the client before any donation is made.</li>
<li>There is no limit to the number of referrals made by each referrer.</li>
</ul>
The reward scheme is not open to employees of C2 Recruitment Ltd.
C2 Retail Recruitment, C2 Hospitality Recruitment and C2 Leisure Recruitment are all trade names of C2 Recruitment Limited

C2 Recruitment- Charity Referral Scheme 

C2 Recruitment Consultant - Becci donates hair!
Well done to our lovely Retail Recruitment Consultant, Becci, who is donating 12 inches of her hair to&nbsp;<a href="https://www.littleprincesses.org.uk/" target="_blank" rel="noopener">The Little Princess Trust</a>, a charity that makes wigs for young people with hair loss!&nbsp;
What a lovely gesture!​
Check out our brand new Charity referral scheme and win &pound;150 for your chosen charity!&nbsp;
<a href="https://www.c2recruitment.com/blog/2018/10/referral-scheme-150-pounds-charity-donation">https://www.c2recruitment.com/blog/2018/10/referral-scheme-150-pounds-charity-donation</a>
&nbsp;

C2 Recruitment Consultant donates hair to charity

New Videos!
Take a look at our recent film footage and get a closer look at our team and an insight into what goes on behind the scenes at C2 Retail Recruitment.
<iframe src="https://www.youtube.com/embed/mSxfJq2CUCk?si=S5OacxNxk98ZlqX7" width="560" height="314" allowfullscreen="allowfullscreen"></iframe>
&nbsp;

C2 Recruitment- Retail, Hospitality and Leisure Specialists 

Retail Recruitment guide - Preparing for a Job Interview
First of all give yourself a pat on the back for making it to interview stage! You sent your <a href="https://c2-recruitment.co.uk/news/retail-recruitment-guide-to-what-a-good-cover-letter-is-" target="_blank" rel="noopener">CV</a> and <a href="https://c2-recruitment.co.uk/news/retail-recruitment-writing-a-good-cover-letter-" target="_blank" rel="noopener">cover letter</a> over to your potential new employer, they liked what they saw and now they want to see you in person. &nbsp; A good <a href="https://c2-recruitment.co.uk/sectors/retail/">retail recruitment consultant</a> will always help you prepare for your interview but it&rsquo;s still worth jotting down a few pointers to make sure you&rsquo;re fully prepared!
Research the organisation
<a href="https://www.theguardian.com/careers/careers-blog/research-employers">Company research</a> is a critical part of interview preparation. It will help you answer questions about the company as well as giving you ideas for questions to ask the interviewer. Your starting point should be the &ldquo;About Us&rdquo; page on the company&rsquo;s website. You should also try and find out whether the company is part of a larger group of companies. You might also want to get a feel for how the company compares to other organizations in the same industry. You can do this by reading articles about the company in industry magazines or websites.&nbsp;
Revisit the job description
It&rsquo;s a good idea to have another read through the<a href="https://en.wikipedia.org/wiki/Job_description" target="_blank" rel="noopener"> job description </a>with a view to matching the skills you have to the requirements of the job. You need to go into the interview with a clear idea of what the job calls for and how your skills relate to the job. Don&rsquo;t forget to have another look at your cover letter just to remind yourself of the experience and skills you can elaborate on.
Prepare some questions to ask
No matter how well your interview goes, you won&rsquo;t leave the best impression if, at the end, your answer to the inevitable &ldquo;Have you got any questions you&rsquo;d like to ask us?&rdquo; is &ldquo;No.&rdquo; It&rsquo;s always a good idea to have some questions ready to ask. Don&rsquo;t make them too obvious as chances are those will get answered in the course of the interview! &nbsp;You might like to consider some of the following: ​​
<ul>
<li>​Compared to your competitors, what would you say are your strengths and weaknesses?</li>
<li>What do you think have been some of your most successful initiatives?</li>
<li>Can you tell me about what opportunities the company offers for advancement and training?</li>
<li>What&rsquo;s your best selling item?</li>
<li>What do you like best about working here?</li>
<li>Visit the store</li>
</ul>
It&rsquo;s always worth visiting the store you&rsquo;ve applied to work at. Don&rsquo;t introduce yourself at this point though! The purpose of your visit should be to see how the staff interact with customers and each other and how they sell their products. &nbsp;With a bit of luck you&rsquo;ll be able to mention some of your observations at interview.
Plan your outfit in advance Dressing well shows that you care about the job you&rsquo;re being interviewed for and that you&rsquo;ve given consideration to who you&rsquo;ll be working for. &nbsp;Men really can&rsquo;t go wrong with a smart suit. You might not need to wear a suit in the actual retail job, but it&rsquo;ll still give a good impression at interview. For women we&rsquo;d recommend choosing flattering and smart clothes that show your personality but also show that you are professional.
Plan your journey Hopefully you&rsquo;ll have already visited the store so will know the best way to get there. That said, make sure you check the route on the day in case of known delays and leave with plenty of time to spare, just in case.
In our next article, we&rsquo;ll focus on the interview itself and look at what questions you might be asked on the day and how best to answer them.
<a href="https://c2-recruitment.co.uk/" target="_blank" rel="noopener">C2 Recruitment</a> is celebrating 11 years success in Retail Recruitment this year. C2 specialises in <a href="https://c2-recruitment.co.uk/sectors/retail/" target="_blank" rel="noopener">retail</a>, <a href="https://c2-recruitment.co.uk/sectors/hospitality-and-leisure/" target="_blank" rel="noopener">hospitality and leisure</a> recruitment and all of our consultants have sector specific backgrounds. &nbsp;If you <a href="https://c2-recruitment.co.uk/contact-us/" target="_blank" rel="noopener">contact C2</a> today you&rsquo;ll be assigned a consultant with direct experience in your sector &ndash; someone who really has walked in your shoes!

C2 Retail Recruitment- Interview Preparation

Resumes provide a snapshot of a candidate's qualifications, but they often don't tell the full story. To ensure you're making well-informed hiring decisions, consider these strategies for screening candidates beyond their resumes:
<ol>
<li>
Behavioral Interviews: Pose situational questions that reveal how candidates handled challenges in previous roles.
</li>
<li>
Skills Assessments: Administer practical tests or assignments to gauge candidates' actual skills and abilities.
</li>
<li>
Reference Checks: Contact references to gain insights into candidates' work ethic, teamwork, and overall performance.
</li>
<li>
Cultural Fit Interviews: Assess how well candidates align with your company's values and culture during the interview process.
</li>
<li>
Portfolio Review: For creative roles, request portfolios to assess candidates' past work and style.
</li>
</ol>
By going beyond the resume, you can make more accurate hiring decisions.

Candidate Screening: Beyond the Resume

How Can Job Alerts Help My Retail Jobs Search?
Hundreds of new jobs from leading Retail, Hospitality and Leisure brands large and small are posted on our C2 Recruitment Jobs page every week. And that&rsquo;s great news when it comes to your job search!
If you&rsquo;re worried about staying on top of all the latest retail, hospitality or leisure job postings &ndash; without constantly checking our site &ndash; fear not. You can easily and quickly be notified of the latest retail jobs with one great tool: Our Job Alerts Service.
Job Alerts simplify your job search and keep you up-to-date on new jobs that matter to you.
What is a Job Alert?
A Job Alert is an email notification that is sent to your inbox whenever jobs matching your search preferences are available on our site. Whether you&rsquo;re searching for a specific job title &ndash; for example, a retail manager position &ndash; or searching for a specific industry or company &ndash; Job Alerts will have you covered.
Why should you use Job Alerts?
Aside from the convenience, Job Alerts offer you the chance of being an earlier applicant, which can help you gain an advantage on your competitors. The early bird gets the worm, as the saying goes, and during the application process, being the first to apply can increase the likelihood your resume gets noticed by a recruiter. How can you be an early applicant? By knowing about the job as soon as possible!
How do you create a Job Alert?
Creating a Job Alert is easy! Just follow the simple steps on this<a href="https://c2-recruitment.co.uk/jobs/" target="_blank" rel="noopener"> page</a> and hit &ldquo;Create Alert.&rdquo; Once you&rsquo;ve submitted the form, be sure to check your email to activate your Job Alert.
*TOP TIP: Name your Job Alert based on your search criteria so it is intuitive when you see it in your inbox. For example, if you&rsquo;re searching for Retail Manager positions in London, name your Job Alert &ldquo;Retail Manager Jobs in London&rdquo; instead of something generic like &ldquo;My Jobs.&rdquo;
6 secrets to maximising your Job Alerts
To get the most from your job search, here are our top 6 tips on how to create and use Job Alerts effectively.
Daily alerts
When you create a Job Alert, you are given the opportunity to select how often you&rsquo;d like to receive them. Although it may seem like you&rsquo;d be doing your inbox a favour by selecting the less frequent options like weekly, receiving Job Alerts on a daily basis can help you find suitable jobs much quicker. Great jobs get snapped up quickly, and you would hate to miss out on an amazing opportunity simply because you were late.
Be specific
Nothing is worse than getting a bunch of irrelevant jobs in your Job Alert, so the solution here is to include keywords in your search criteria, preferably keywords that are job titles. Try to avoid using keywords that are too broad or general; for example, while &ldquo;Sales Manager&rdquo; is a popular keyword, you might want to consider using &ldquo;Retail Sales Manager,&rdquo; or &ldquo;Hospitality Sales Manager&rdquo; if you prefer a certain type of sales position.
But not too specific
Well, maybe getting zero jobs in your Job Alert is worse than getting too many. Don&rsquo;t shoot yourself in the foot by making your search criteria so specific that we end up finding nothing for you. Try to avoid stringing a bunch of relevant keywords together when inputting your preferences. For example, search criteria with the keywords &ldquo;SQL web developer front-end UI programming&rdquo; may result in very narrow results as we&rsquo;ll be trying to look for job postings with all these keywords. If you have multiple keywords, try creating separate Job Alerts for them and using familiar job titles to maximize your search results.
It&rsquo;s not necessary, however, to create multiple Job Alerts for keywords that are commonly used interchangeably (like &ldquo;front-end developer&rdquo; and &ldquo;web developer&rdquo; following the example above), since our search engine is capable of recognizing synonyms in searches.
Leave out the symbols, AND, OR, and NOT
Unlike conducting a Google search, there&rsquo;s no need to add in extra symbols such as quotations, minus signs and asterisks, or Boolean operators (i.e., AND, OR, and NOT) when setting up your Job Alert because they will not help narrow or broaden your search results. Instead, stick with using familiar job titles for your keywords and follow the tips above.
Specify your preferred location
If you&rsquo;re not planning on relocating for a new job then don&rsquo;t forget to include your preferred city and the county in the &ldquo;Location&rdquo; section of the search criteria. This way we can help you find a job within reasonable commuting distance.
Open your Job Alerts
When it comes to job searching, there&rsquo;s no such thing as &ldquo;set it and forget it.&rdquo; Even if you&rsquo;re not actively looking for a job, getting into the habit of checking your Job Alerts on a regular basis and viewing jobs you&rsquo;re interested in will ensure you&rsquo;re ready for your next big break. Staying informed on what employers are looking for will give you the added advantage of upgrading your own skills and experiences based on what&rsquo;s in-demand.&nbsp;
TOP TIP: &nbsp;Based on the jobs you&rsquo;ve looked at; we&rsquo;ll start sending you personalised job recommendations.
If you have commitment phobia, don&rsquo;t worry. You can unsubscribe from Job Alerts at any time by logging into your account. So, what are you waiting for? Go ahead and conquer your job search with Job Alerts now!

Can "Job Alerts" Help My Retail Job Search?

Why a job in Hospitality &amp; Leisure makes a great career choice
Do you fancy working for your favourite football club or spending your working day dressed up as a wizard from Harry Potter? From hotels to leisure centres, restaurants to rollercoasters, <a href="https://c2-recruitment.co.uk/sectors/hospitality-and-leisure/" target="_blank" rel="noopener">Hospitality &amp; Leisure</a> is one of the fastest growing industries in the world. The Hospitality &amp; Leisure sector currently employs around 2.3 million people in the UK and this number is predicted to grow to 3.3 million by 2020.&nbsp;
<a href="https://c2-recruitment.uk/jobs/" target="_blank" rel="noopener">Hospitality &amp; Leisure jobs</a> can be tremendously varied and employers range in size from international household-name restaurant and hotel groups to small family-run businesses.
Hospitality jobs centre around providing food, drink or accommodation services to customers. Leisure jobs focus on providing support in recreational activities. All areas of the Hospitality &amp; Leisure industry involve an element of<a href="https://c2-recruitment.co.uk/sectors/retail/" target="_blank" rel="noopener"> retail.</a>
What skills and qualifications do I need?
The range of skills you need for this industry is almost as wide as the range of careers available. You can learn all the important things about management, finance and the ins-and-outs of the industry with a <a href="https://www.caterer.com/advice/hospitality-qualifications" target="_blank" rel="noopener">qualification in hospitality &amp; leisure</a>, but just as important are good people skills.
If you&rsquo;ve got great communication skills and are happy to go the extra mile to provide customers with excellent service then hospitality &amp; leisure could be the industry for you. Regardless of the level of qualification you start your career with, there should be opportunities for you to progress and develop your skills.
What kind of organisations can I typically work for?
Hotels Hotel managers are responsible for ensuring all aspects of the hotel - from staffing to accounts to suppliers - are kept in order. Large hotel groups will usually employ specialist staff for areas such as finance, marketing and human resources so, if you have general experience in these areas, a career in hospitality can be an option. &nbsp;
For the more typical hotel roles, you could start by applying for a job at a local hotel. An apprenticeship in leisure, travel and tourism or an HND, NVQ or degree in hospitality management or leisure and tourism are also good ways into the hotel industry, particularly when they involve practical work experience placements.
Many large hotel chains have their own dedicated graduate training schemes and might also fund you to study additional qualifications like postgraduate diplomas.
Restaurants Responsibilities for restaurant managers include planning shifts, overseeing standards of food, implementing health and safety procedures and maintaining good service. As with hotels, large restaurant chains are more likely to recruit staff into specialised roles.
Some restaurant managers start as waiting or kitchen staff while others join after their A levels. Some of the larger restaurant groups have structured training programmes that you can enter at different levels. These typically offer career progression from waiting roles to shift manager and assistant manager positions. If you want to join a management training scheme, you may need further or higher education qualifications in a relevant subject.
Bars, clubs and pubs It helps if you like late nights, but you don&rsquo;t have to be completely nocturnal for a successful career in bars and clubs. During the daytime managers could be managing the accounts, dealing with suppliers, purchasing stock or recruiting and training staff. You could start with an entry-level job serving customers and progress from there to a managerial role. Alternatively you could study for a relevant degree and join a graduate scheme. &nbsp;
Health &amp; Leisure centres As well as good physical fitness, an apprenticeship in sports coaching or a degree in sports science would be perfect training for a leisure centre role. If you want to study leisure and recreation management as an NVQ or up to degree level, you&rsquo;ll need a good head for figures as the courses cover resourcing, management and accounts. It&rsquo;s not all about the maths though: many courses also offer practical work experience placements.
Don&rsquo;t forget the growing number of indoor trampoline parks, football centres and climbing walls that can be found across the UK. These all require Managers and can be a great choice for someone with a passion for those activities.
Cinemas Whilst the bonus of free cinema tickets might tempt you to consider a Cinema manager role, Cinema managers have to work very hard to make sure that their cinema is run in an efficient and cost-effective manner. A cinema manger is responsible for every aspect of the business - from team management and HR to advertising, sales and budget control. It&rsquo;s also their responsibility to make sure that every customer comes away from the cinema having had a great experience.
A qualification in management, marketing or film studies may be advantageous for securing the role of cinema manager. However, one &ldquo;qualification&rdquo; you will need to have is a real passion for film.
Casinos The General Manager of a casino needs to be on top of things like scheduling and payroll and needs to make sure the money coming into the casino exceeds what's going out. Again the manager will be responsible for ensuring that customers are satisfied with the way they are treated. Familiarity with the principles of accounting and human resources is advisable and a marketing or hospitality degree would also be helpful.
Visitor attractions The General Manager of a Visitor attraction is responsible for the planning and finances of the attraction as well as the health and safety of staff and visitors. Attractions include theme parks, zoos, heritage sites, national institutions and landmarks. The skills that a prospective employer will be looking for are:
<ul>
<li>leadership and management skills</li>
<li>organisational and time management skills</li>
<li>communication and customer care skills</li>
<li>the ability to build good working relationships with partners &nbsp;</li>
</ul>
As you can see, there&rsquo;s a wide variety of organisations to consider if you&rsquo;re thinking about a career in hospitality &amp; leisure. Whilst formal qualifications will go some way toward securing your first step on the hospitality &amp; leisure career ladder, a genuine passion and enthusiasm for the area you want to work in e.g, cinema, health &amp; fitness will also stand you in good stead.
<a href="https://c2-recruitment.co.uk/">C2 Recruitment</a> is celebrating 10 years success in Retail Recruitment this year. C2 specialises in <a href="https://c2-recruitment.co.uk/sectors/retail/" target="_blank" rel="noopener">retail</a>, <a href="https://c2-recruitment.co.uk/sectors/hospitality-and-leisure/" target="_blank" rel="noopener">hospitality and leisure</a> recruitment and all of our consultants have sector specific backgrounds. &nbsp;If you <a href="https://c2-recruitment.co.uk/contact-us/" target="_blank" rel="noopener">contact C2 today</a> you&rsquo;ll be assigned a consultant with direct experience in your sector &ndash; someone who really has walked in your shoes!

Careers in Hospitality & Leisure Management 

As the Coronavirus Job Retention Scheme comes to an end, many employees in the retail, hospitality and leisure sector are facing the reality of potential redundancy after furlough.
Across the U.K., thousands of people are facing redundancy - with many roles being lost in retail, hospitality, and leisure sectors.
Potential redundancy and the uncertainty of looking for a new role with Christmas around the corner can be one of the most stressful times we will go through, but you don&rsquo;t have to face it alone.
So today, I want to share with candidates who are struggling during this time advice on the proactive things you can start doing today to put yourself in the best position possible to secure yourself a new role.
1. Back to Basics &ndash; Your CV
For many individuals applying for a new role right now, it is the first time in some while.
You might be rusty in your interview skills, you aren&rsquo;t sure what your next steps should be, your confidence is flat, and most importantly, your CV hasn&rsquo;t been updated some time.
So, spend some time with your recruiter to<a href="https://c2-recruitment.co.uk/news/top-cv-tips-for-your-next-retail-position-c2-retail-recruitment-" target="_blank" rel="noopener"> bring your CV up to date</a>, and tailor it to the kind of roles you&rsquo;re looking for now.
You might have earned some extra awards or accolades in your most recent role, or have some data-backed achievements you want to share, such as helping increase sales in your previous job. Using percentages or hard data where you can, does make an impact.
Here is something aligned with your CV that can make an impact; a cover letter.
Some individuals think the concept of a cover letter is outdated, but the truth is that in the current climate, it&rsquo;s one of your most valuable tools for securing a new role. Your cover letter and CV should work together to make the hiring manager for the role you&rsquo;re applying for, see you as an invaluable candidate.
2. Updating Your LinkedIn Profile
Sometimes referred to as your &lsquo;digital CV&rsquo;, updating your LinkedIn profile should be the next step after updating your CV in accordance with what you are looking for right now.
Recent <a href="https://www.glassdoor.co.uk/blog/social-media-sabotage-job-search/#:~:text=In%20fact%2C%20according%20to%20one,profiles%20before%20interviewing%20and%20hiring.&amp;text=But%20the%20truth%20is%2C%20it's,your%20Facebook%20or%20Twitter%20account." target="_blank" rel="noopener">data shows that 70% of hiring managers look on social media</a> to scope out a candidate &ndash; what will they find when they search for you? A half-finished profile or your most recent position being out of date can make it look like you aren&rsquo;t fully committed to your new job search, or make it look as though you aren&rsquo;t interested in showing the world how great you are.
Having a polished looking LinkedIn profile working alongside your CV is a great way to increase your job prospects right now.
3. Thinking Outside the Box
Many job seekers fall into the trap of applying for the same kind of roles in the same areas that they&rsquo;re familiar with.
Of course, if you&rsquo;ve got family ties or if you need to be in a certain area for a specific reason, your job search will be limited.
But for job seekers who are not tied geographically to any one location, looking further afield could be the key to landing a great new role.
If you can relocate &ndash; you must mention this straight away to your specialist recruiter and on your CV or cover letter. You would be amazed at how many people are willing to work in different parts of the country and then fail to mention it in their CV or cover letter.
4. Consider Your Full Potential
Another often missed idea when applying for a new role is to think of yourself holistically, rather than just the skills and knowledge you have gained from your previous roles.
You will have hobbies and interests outside of your job &ndash; these can be a vital tool when looking for a new role.
If you are a retail manager who has only worked in food retail, but you are an avid cyclist or have an interest in fashion, use these to your advantage.
Your cross-over knowledge from other areas of your life can lead to a new job &ndash; employers are increasingly looking for soft and transferrable skills and knowledge, rather than just experience in one area.
Turning your passion into your next role; speak to your recruiter about roles they have which you are a good match you for based on your hobbies and interests, as well as your experience.
5. Work with a Recruiter
Your recruiter will be able to help you, not just to secure an interview, but one-on-one to prepare for it.
Searching for a new role, applying and going through the interview process can be daunting for anyone, no matter how much experience you&rsquo;ve got.
In the current market, there is an increased number of candidates applying for each vacancy; standing out is essential if you want to secure a new role.
​At <a href="https://c2-recruitment.co.uk/" target="_blank" rel="noopener">C2 Recruitment</a>, we will provide you with everything you need to know to be able to enter into the interview with total confidence. Our honesty, integrity and down to earth approach are what sets us apart from other recruiters.
If you need an honest conversation with a recruiter who cares about finding you your next role &ndash; talk to us today.
Call us on 01743 770280 or<a href="https://c2-recruitment.co.uk/contact-us/" target="_blank" rel="noopener"> click here</a> to send us an email with the details of what you are looking for in your new role and we will get back to you.
​
Thanks,
Shane
​About C2 Recruitment
Originally established in 2008, C2 Recruitment specialises within the Retail, Fashion, Hospitality and Leisure sectors.
Our consultants come from the industries they specialise in and are renowned for giving the very best possible recruitment service to our clients and candidates chosen fields.
The C2 team recruits on a national scale across all specialist areas of Retail, Fashion and Hospitality.
To find out how we can help you with a recruitment or career query in these fields, call us on 01743 770280 or <a href="https://c2-recruitment.co.uk/contact-us/" target="_blank" rel="noopener">contact us here</a>.

Facing Retail or Hospitality Redundancy? The Five Things You Must Do Now to Help Secure a New Role 

​As the furlough scheme comes to an end, and despite positivity and growth in some areas of the retail and hospitality sectors, for some businesses, redundancies will be inevitable.
No employer ever wants to make redundancies, and it will be a difficult time for all involved. But there are some practical strategies you can use to help your team and your organisation get through a period of redundancy.
Today, we share practical strategies to help managers support their entire teams through the redundancy process.
Reducing Uncertainty
An essential part of the redundancy process is how you communicate the decision with your team.
Employees will often hear rumours of redundancy before their manager confirms it. Letting this happen will only cause friction and ultimately, create a sense of distrust among your whole team.
If employees ask about job losses &ndash; be honest with them that we are in challenging market conditions. The more transparent you are, the more respect you will get from your employees, and the smoother your redundancy process will be.
How to Help Employees Through Redundancy Having to announce redundancies is something that all businesses wish they could avoid. But sadly, it is an unfortunate reality of the ongoing Covid situation.
Remember to reinforce the point that individual team members are not being made redundant &ndash; it is the roles which are being removed.
Redundancy can feel personal for those on the receiving end, so as a manager, you must support affected staff to help lessen the blow.
It is possible for staff to be made redundant and to come out of the process, understanding that their role couldn&rsquo;t be saved.
Keep to the facts &ndash; remind those impacted that redundancy is a financial decision, not a personal one.
From here, you can support the employees who are selected for redundancy with their next move.
The following are some proactive strategies you can provide for employees who are selected for redundancy -
<ul>
<li>Providing financial advice &ndash; Stress over finances is a major part of redundancy worries, so if you can support your employees in any way, this will be a help for them. Monesysavingexpert has a redundancy help guide, <a href="https://www.moneysavingexpert.com/family/redundancy-help/">which you can find here</a>. There is also a <a href="https://www.gov.uk/guidance/redundancy-help-finding-work-and-claiming-benefits">Government guide</a> to redundancy here.</li>
<li>Offering mentoring and career support in-house. There are areas of hospitality and retail which are expanding rapidly right now &ndash; for example, ASOS just announced that since the lockdown <a href="https://www.theguardian.com/business/2020/oct/14/asos-profits-quadruple-as-demand-for-casual-wear-soars-in-lockdown">their profits have quadrupled</a>. You can provide careers assistance or even an impartial talk with employees about their next move &ndash; encouraging them to work with a <a href="https://c2-recruitment.co.uk/about-us/">dedicated retail and hospitality recruiter</a> will be an excellent step to helping them find their next role.</li>
<li>Working with a recruiter to offer outplacement for affected employees. Outplacement is becoming increasingly common in our post-Covid world &ndash; if you would like to find out about our outplacement services, get in touch with us today by calling us on 01743 770280 or <a href="https://c2-recruitment.co.uk/contact-us/">contact us via email here.</a></li>
</ul>
Supporting Your Remaining Team
Supporting your team who are left after redundancies have occurred should then be the final part of your redundancy process.
Encourage employees to come to you with any questions or queries they have about the process and reassure them wherever you can.
There might need to be a change of roles in your post-redundancy team, and if this is the case, you will need to focus on training your remaining team.
Leaving a team with skills gaps is not an ideal situation. And so if you have had to make necessary redundancies which have left skills gaps &ndash; you must reassure your team that adequate training for them to pick up the shortfall. Retail and hospitality organisations must ensure now that they do not have critical skills gaps.
After making redundancies, it can be a common occurrence that you experience an increase in turnover as a result, which you must also be prepared for. This can be due to the emotional turmoil that employees go through when being so close to the redundancy process, even if they are not personally affected.
To minimise employee turnover after redundancy -
<ul>
<li>Make sure you have a formal redundancy process in place which are mindful of employee wellbeing</li>
<li>Have one-to-ones with all remaining employees afterwards to help satisfy any concerns they might have</li>
<li>Provide training afterwards for remaining employees to learn new skills and focus on their development.</li>
</ul>
Finally
Have you recently made redundancies to your retail, hospitality or leisure team? Or are you planning to make redundancies and are wondering about the process afterwards?
We hope that this guide has helped you, and we can also help you with your next steps. Get in touch with us today to find out more about the outplacement services we offer &ndash; call us on 01743 770280 or <a href="https://c2-recruitment.co.uk/contact-us/" target="_blank" rel="noopener">send us an email here.</a>
About C2 Recruitment
Originally established in 2008, C2 Recruitment specialises within the Retail, Fashion, Hospitality and Leisure sectors.
Our consultants come from the industries they specialise in and are renowned for giving the very best possible recruitment service to our clients and candidates chosen fields.
The C2 team recruits on a national scale across all specialist areas of Retail, Fashion and Hospitality.
To find out how we can help you with a recruitment or career query in these fields, call us on 01743 770280 or contact us here.

Helping Your Team Through Redundancy- The Retail and Hospitality Manager's Guide 

Hundreds of new jobs from leading Retail, Hospitality and Leisure brands large and small are posted on our C2 Recruitment Jobs page every week. And that&rsquo;s great news when it comes to your job search!
If you&rsquo;re worried about staying on top of all the latest retail, hospitality or leisure job postings &ndash; without constantly checking our site &ndash; fear not. You can easily and quickly be notified of the latest retail jobs with one great tool: Our Job Alerts Service.
Job Alerts simplify your job search and keep you up-to-date on new jobs that matter to you.
&nbsp;
What is a Job Alert?
A Job Alert is an email notification that is sent to your inbox whenever jobs matching your search preferences are available on our site. Whether you&rsquo;re searching for a specific job title &ndash; for example, a retail manager position &ndash; or searching for a specific industry or company &ndash; Job Alerts will have you covered.
&nbsp;
Why should you use Job Alerts?
Aside from the convenience, Job Alerts offer you the chance of being an earlier applicant, which can help you gain an advantage on your competitors. The early bird gets the worm, as the saying goes, and during the application process, being the first to apply can increase the likelihood your resume gets noticed by a recruiter. How can you be an early applicant? By knowing about the job as soon as possible!
&nbsp;
How do you create a Job Alert?
Creating a Job Alert is easy! Just follow the simple steps on this page and hit &ldquo;Create Alert.&rdquo; Once you&rsquo;ve submitted the form, be sure to check your email to activate your Job Alert.
TOP TIP: Name your Job Alert based on your search criteria so it is intuitive when you see it in your inbox. For example, if you&rsquo;re searching for Retail Manager positions in London, name your Job Alert &ldquo;Retail Manager Jobs in London&rdquo; instead of something generic like &ldquo;My Jobs.&rdquo;
&nbsp;
6 secrets to maximising your Job Alerts
To get the most from your job search, here are our top 6 tips on how to create and use Job Alerts effectively.
&nbsp;
Daily alerts
When you create a Job Alert, you are given the opportunity to select how often you&rsquo;d like to receive them. Although it may seem like you&rsquo;d be doing your inbox a favour by selecting the less frequent options like weekly, receiving Job Alerts on a daily basis can help you find suitable jobs much quicker. Great jobs get snapped up quickly, and you would hate to miss out on an amazing opportunity simply because you were late.
&nbsp;
Be specific
Nothing is worse than getting a bunch of irrelevant jobs in your Job Alert, so the solution here is to include keywords in your search criteria, preferably keywords that are job titles. Try to avoid using keywords that are too broad or general; for example, while &ldquo;Sales Manager&rdquo; is a popular keyword, you might want to consider using &ldquo;Retail Sales Manager,&rdquo; or &ldquo;Hospitality Sales Manager&rdquo; if you prefer a certain type of sales position.
&nbsp;
But not too specific
Well, maybe getting zero jobs in your Job Alert is worse than getting too many. Don&rsquo;t shoot yourself in the foot by making your search criteria so specific that we end up finding nothing for you. Try to avoid stringing a bunch of relevant keywords together when inputting your preferences. For example, search criteria with the keywords &ldquo;SQL web developer front-end UI programming&rdquo; may result in very narrow results as we&rsquo;ll be trying to look for job postings with all these keywords. If you have multiple keywords, try creating separate Job Alerts for them and using familiar job titles to maximize your search results.
It&rsquo;s not necessary, however, to create multiple Job Alerts for keywords that are commonly used interchangeably (like &ldquo;front-end developer&rdquo; and &ldquo;web developer&rdquo; following the example above), since our search engine is capable of recognizing synonyms in searches.
&nbsp;
Leave out the symbols, AND, OR, and NOT
Unlike conducting a Google search, there&rsquo;s no need to add in extra symbols such as quotations, minus signs and asterisks, or Boolean operators (i.e., AND, OR, and NOT) when setting up your Job Alert because they will not help narrow or broaden your search results. Instead, stick with using familiar job titles for your keywords and follow the tips above.
&nbsp;
Specify your preferred location
If you&rsquo;re not planning on relocating for a new job then don&rsquo;t forget to include your preferred city and the county in the &ldquo;Location&rdquo; section of the search criteria. This way we can help you find a job within reasonable commuting distance.
&nbsp;
Open your Job Alerts
When it comes to job searching, there&rsquo;s no such thing as &ldquo;set it and forget it.&rdquo; Even if you&rsquo;re not actively looking for a job, getting into the habit of checking your Job Alerts on a regular basis and viewing jobs you&rsquo;re interested in will ensure you&rsquo;re ready for your next big break. Staying informed on what employers are looking for will give you the added advantage of upgrading your own skills and experiences based on what&rsquo;s in-demand.&nbsp;
&nbsp;
TOP TIP: &nbsp;Based on the jobs you&rsquo;ve looked at; we&rsquo;ll start sending you personalised job recommendations.
If you have commitment phobia, don&rsquo;t worry. You can unsubscribe from Job Alerts at any time by logging into your account. So, what are you waiting for? Go ahead and conquer your job search with Job Alerts now!
&nbsp;
&nbsp;

How Can Job Alerts Help My Retail Jobs Search?

How to get the most out of your Job Adverts
Most employers advertise their vacancies in a variety of ways; however there are a few common mistakes so we want to help you get the most out of your job adverts.
Here at C2 Recruitment, whilst we provide a full and complete specialist recruitment service for the Retail, Hospitality and Leisure sectors, we also offer a service advertising jobs on behalf of employers across any sector.
Because we have a huge volume of job credits available to us, we can offer our clients rates that are usually far cheaper than their current providers.
We advertise on all the leading Job Boards across the UK, and because we can cast our net far and wide, we not only get the client more responses, but better quality candidates. Win-win!
Here are 5 of the most common mistakes employers make when advertising their vacancies, and top tips to increase the success of your ads:
1. Stop hiding salary!
A vacancy with a fixed salary receives 90% more applications than one with a hidden, negotiable, or &lsquo;based on experience&rsquo; salary.
Leaving it out not only makes your job advert less competitive but you could also risk turning away the perfect candidate.
2. Location, location, location!
It&rsquo;s a very common misconception that keeping location as broad as possible means your advert will show up in more listings.
Most job seekers search for roles by postcode or an exact area, making location accuracy actually the best way to get noticed.
Adverts that use postcodes receive up to 10 times more applications than those without. Although this can be tricky for some roles (Area Manager for example), keeping to one or two main locations (e.g... Birmingham for the West Midlands) will definitely help boost overall application numbers.
3. Keep it short!
Job searching can be a long and arduous task, with job seekers reading many job descriptions in quick succession. No matter how interesting your role, even the keenest candidate doesn&rsquo;t want to spend their entire afternoon reading about it.
The most effective job adverts consist of around 500 words, with a job title length of just 29 characters! (That&rsquo;s just the first six words in this sentence!)In fact, anything under 500 words will increase application numbers by an average of 12%.
4. Extra tools!
Most job boards offer a number of services to help support your ads &ndash; whether it&rsquo;s enhancing where you rank or making the most of your social networks.
Featured jobs allow you to highlight your roles on key search results pages and email your vacancy to 250 of the best matching candidates. Tools like this can result in 25% more applications than regular adverts.
5. Manage your jobs on-the-go!
Around 45% of jobseekers prefer to be contacted via email, with other popular methods including phone and SMS.
Dedicated candidates are likely to have their phones to hand so ensuring you reach the best candidates before the competition is essential. Don&rsquo;t wait too long to get in touch.
You can find out more about C2 Recruitment&rsquo;s bespoke Online Job Advertising Services here. Or call us on 01743 770280 and chat to one of our experienced consultants who can advise on the best packages to suit your requirements.

How to get the most out of your Job Adverts

​So you&rsquo;ve landed an interview for one of your favourite retail brands.
You&rsquo;ve wanted a position here for a while; you&rsquo;re a big fan of their products, the vibe of the place and you know you&rsquo;ll fit in well with the kind of staff they employ.
The only hurdle now is to make it through the interview process.
Retail interviews can be tricky for the unprepared, especially now in our current Covid world; employers are looking for a specific set of skills, so I&rsquo;ve put together this guide to help you plan for every eventuality.
Let&rsquo;s start with an all-important stage &ndash; your interview prep.
Do Your Pre Interview Research
There is a good chance that you will have some knowledge of the brand already &ndash; there will have been something that made you apply for their vacancy in the first place.
To prepare, write down everything you like about the company. This could be their products, their advertising style, the music they play in-store, their overall brand ethics, a great experience you had in one of their stores, etc.
Your positive previous experiences with the company are great topics to bring up in the interview &ndash; they show you are aware of how the retail organisation appears to the general public and what they&rsquo;re &lsquo;about&rsquo;.
Additionally, do your research on the company online &ndash; use their website, social media and online review sites to see what kind of employer brand they exude. Look for any news you can find on the company to talk about in the interview such as store openings or positive press releases.
When you&rsquo;ve got a good base knowledge of the company you&rsquo;re interviewing for, you will find it easier to give lengthy and more interesting answers. But what about those tricky interview questions that retail candidates sometimes get stuck on?
Video Interviews
Since the pandemic, there has been a vast increase in video interviews, as employers look to make their recruitment processes as safe as possible.
Video interviews can be daunting if you have never taken part in one before, but there are a few tricks to help ease your nerves and portray your best self.
<ul>
<li>Dress for the occasion &ndash; still dress as smartly as you would for a normal interview, as this will get you into the interview mindset.</li>
<li>Find the right location &ndash; you will need to be somewhere quiet and with no distractions, such as a spare bedroom, and make sure you&rsquo;ve got a strong and stable internet connection.</li>
<li>Run a speed test before the interview to make sure. Sit somewhere with a natural light source and make sure you appear clearly on the screen.</li>
</ul>
Check your software &ndash; your interviewer or recruiter will have prepared you for which platform the interview will be taking place on, Zoom, Skype or something similar. Make sure you are familiar with the software and know how to pause the video, mute and unmute yourself.
Look into the camera &ndash; for maximum eye contact and to strike a connection with the interviewer, always look into the camera, and not at yourself on the screen.
Tricky Questions &ndash; Answered
Let me go through some of the more tricky interview questions that sometimes trip up retail candidates:
Q. Tell me about a time you made a mistake?
A. Here the interviewer is not looking to trip you up, they want to hear about not just the mistake you made, but how you approached and dealt with the situation. After talking about the mistake, always remember to tell them how you resolved the error!
Q. What is your biggest weakness?
A. This dreaded question needn&rsquo;t be a big issue. The best way to answer this is to admit to a previous development area such as not being as organised as you&rsquo;d like, struggling with delegation or preferring to work independently. The key here is to mention how you have or are currently working on getting better in this area; this demonstrates diligence and self-awareness &ndash; two key retail attributes.
Q. Why do you want to work for this company?
A. This question stumps many candidates, but what the interviewer is looking for is proof you&rsquo;ve researched the company. Here is a great time to mention the things you found during your research and everything you like about their retail brand (over their competitors).
For example, you could say &lsquo;I follow your company on Instagram, and I notice you post a lot about environmental issues which I haven&rsquo;t seen from many other brands&rsquo;.
So now you should be prepared for your one-to-one interview. But what about if you&rsquo;re asked to attend a group interview or an interview day?
The Group Interview
A group interview is a day that is put on by the retailer where candidates are asked to participate in tasks and group activities. Despite the pandemic, you may still be asked to take part in a socially-distanced group interview.
<ul>
<li>The following are my suggestions, based on what our successful candidates do, to stand-out during a retail group interview:</li>
<li>Interact with everyone &ndash; speak to as many people as possible on the day.</li>
</ul>
Yes, you are competing with those around you, but don&rsquo;t let this show! Be as friendly with every other candidate as you would be with the interviewer.
Listen carefully to what others have to say and don&rsquo;t interrupt. Wait until someone has finished speaking before saying your piece. The interviewer is looking at how you interact with others and your ability to influence.
That said, you might need to speak in a slightly louder tone than usual, as group interviews can be noisy! Speak with purpose and confidence.
And finally, smile! Retail hiring managers are on the lookout for the friendliest candidates &ndash; a winning smile works wonders during the group interview.
Once you&rsquo;re set with what to expect from either your one-to-one or your group interview; the next question is, what should you wear on your interview day?
What to Wear
The truth is that interview attire has become more casual as the years have gone by &ndash; it is no longer necessary or the norm to wear your smartest clothes for an interview; save these for weddings and award ceremonies!
For a retail interview, smart casual is now the expected norm &ndash; but this phrase can sometimes be misinterpreted, so let me clarify.
Start with &ndash; a clean, ironed, smart-ish top; think shirt or blouse (but no tie). Avoid T-shirts or anything with heavy embellishment or details (no zips, logos or cut-outs).
Then &ndash; trousers (or a skirt &ndash; but not above the knee) in a smart or smartish style in dark colours; think black, navy or grey (no white, cream or beige).
And don&rsquo;t wear jeans unless you are interviewing for a clothing retailer whose staff are known for wearing the brand&rsquo;s current fashions. Even then, make sure they are smart jeans with no rips and pair them with an even more stylish top.
Shoes &ndash; wear a sharp style in a dark colour such as brogues or loafers, and heels no more than a couple of inches.
Always wear clothes that fit and flatter and make you feel like your most confident self &ndash; you want to let your real personality come through as this is key in retail.
Then Finally
I share these retail interview tips with my candidates all the time, and I hope they will help you nail your next interview if you&rsquo;ve got one coming up. If you&rsquo;re currently looking for a new position &ndash; we can help.
We work with retail employees across the U.K. to help find them roles they love. To find out what opportunities we&rsquo;ve got for you, get in <a href="https://c2-recruitment.co.uk/contact-us/">contact with us</a> here, or call our retail recruitment team on 01743 770280.
Thanks,
Shane
About C2 Recruitment
Originally established in 2008, C2 Recruitment specialises within the Retail, Fashion, Hospitality and Leisure sectors.
Our consultants come from the industries they specialise in and are renowned for giving the very best possible recruitment service to our clients and candidates chosen fields.
The C2 team recruits on a national scale across all specialist areas of Retail, Fashion and Hospitality.
To find out how we can help you with a recruitment or career query in these fields, call us on 01743 770280 or <a href="https://c2-recruitment.co.uk/contact-us/">contact us here.</a>

How to Nail Your Next Retail Interview

Welcome to our Guide to carrying out a Retail SWOT Analysis
Have you applied for a job in <a href="https://c2-recruitment.co.uk/jobs/" target="_blank" rel="noopener">Retail Management</a>? &nbsp;If so, you may well be asked by your prospective employer to prepare a SWOT Analysis. &nbsp;Even if you haven&rsquo;t been asked to prepare a SWOT Analysis as part of the retail recruitment process, you might decide to be proactive and prepare one anyway. It&rsquo;s a great way to show an employer your research skills and demonstrate a good understanding of the business. It can also convey just how keen you are to join the organisation. &nbsp;
If you&rsquo;re a little unsure about what a Retail SWOT Analysis should entail or you&rsquo;ve got a good idea but want confirmation that you&rsquo;re on the right path, read on!
What is a Retail SWOT Analysis? SWOT is an acronym for Strengths, Weaknesses, Opportunities and Threats. The important thing to remember here is that you need to apply the analysis to the specific store you are attending a retail job interview for. &nbsp;
SWOT is an acronym for Strengths, Weaknesses, Opportunities and Threats. The important thing to remember here is that you need to apply the analysis to the specific store you are attending a <a href="https://c2-recruitment.co.uk/news/retail-recruitment-tips-for-the-job-interview" target="_blank" rel="noopener">retail job interview</a> for. &nbsp;
 Strengths:
Here you should be looking for things that set the business, and that store specifically, apart from the competition
Weaknesses:
Here you need to focus on areas of improvement that are within a store&rsquo;s control and have an impact on the store internally. &nbsp;Don&rsquo;t worry about appearing too negative here. If you can accurately identify the weaknesses, you&rsquo;ll then have a good basis to help identify Opportunities
Opportunities:
Don&rsquo;t forget to link back to Weaknesses. These are areas that could improve commercial revenue.
Threats:
Here you&rsquo;re looking for external factors that might affect the store - for example competitors in the area, the store&rsquo;s location, nearby roadworks etc.
What format should the Retail SWOT Analysis take?
A SWOT analysis for a retail management job could take the format of a PowerPoint presentation or could just be a set of bullet points for you to go through during your interview. Bear in mind that although an employer will want to see your ability to highlight the key points, you need to have plenty of commentary and detail to go alongside this. Your interviewer will want to see that you are capable of multi-level analysis.
When carrying out any SWOT Analysis, it pays to be both realistic and rigorous. Try to stay away from sweeping statements and instead use quantifiable information. If you come up with a long list of factors, it&rsquo;s best to pare these down and prioritise them. You want to make sure you&rsquo;re spending your time thinking about the most significant factors affecting the store.
What skills will your Retail SWOT Analysis test?
Remember that a SWOT Analysis is a great opportunity for showing a prospective employer your commercial awareness and understanding of the market they operate in. Make sure that during your commentary you pass comment on the costs and challenges of implementing the improvements you are putting forward.
A retail employer will often be looking for some evidence of innovation. Make sure that your analysis demonstrates your ability to come up with new ideas.
We can&rsquo;t stress highly enough the importance of dedicating enough time and thought to the SWOT Analysis if you are interviewing &nbsp;for a retail management job. At the end of the day it could end up being the difference between getting the role and the employer selecting a different candidate.
<a href="https://c2-recruitment.co.uk/" target="_blank" rel="noopener">C2 Recruitment</a> is celebrating 11 years success in Retail Recruitment this year. C2 specialises in <a href="https://c2-recruitment.co.uk/sectors/retail/" target="_blank" rel="noopener">retail</a>, <a href="https://c2-recruitment.co.uk/sectors/hospitality-and-leisure/" target="_blank" rel="noopener">hospitality and leisure</a> recruitment and all of our consultants have sector specific backgrounds. &nbsp;If you <a href="https://c2-recruitment.co.uk/contact-us/" target="_blank" rel="noopener">contact C2</a> today you&rsquo;ll be assigned a consultant with direct experience in your sector &ndash; someone who really has walked in your shoes!
To find out more about preparing a Retail Swot Analysis or indeed more about C2 Recruitment and our specialist divisions, please call 01743 770280 and speak to our Retail, Hospitality or Leisure team today.
<a href="https://c2-recruitment.co.uk/" target="_blank" rel="noopener">www.c2-recruitment.co.uk</a>

How To Perform A Great Retail SWOT Analysis 

How to plan your next steps after job a rejection and how using a specialist recruiter can help!
​Job rejections can be disheartening, but it&rsquo;s important to keep in mind that it&rsquo;s a part of the job search process. Here are some steps to take after being rejected for a job:
​Take time to process your emotions: It&rsquo;s okay to feel upset or disappointed after a rejection. Take some time to acknowledge and process your emotions before moving forward.
Ask for feedback: Reach out to the employer and ask for feedback on why you weren&rsquo;t selected. This can help you identify areas for improvement in your job search and future applications.
Reflect on your goals: Use this opportunity to reflect on your career goals and reassess if your current job search strategy is aligned with those goals.
Continue networking: Keep networking and building relationships with professionals in your field. This can lead to new job opportunities or referrals in the future.
Improve your skills: Consider taking courses or gaining new skills that will make you a more competitive candidate for your dream job.
Stay positive: Remember that rejection is a natural part of the job search process, and don&rsquo;t let it discourage you from pursuing your career goals. Keep working hard and stay positive!
​After a job rejection, you may consider working with a recruiter to help you find new job opportunities. Here&rsquo;s how you can use a recruiter to your advantage:
​Research and choose the right recruiter: Look for recruiters who specialize in your industry and have a good track record of placing candidates in positions that match their skills and experience. Have they actually worked within their specialist field?
Build a relationship: Once you&rsquo;ve found a recruiter, build a relationship with them by sharing your career goals, skills, and experience. This will help them better understand what kind of jobs you&rsquo;re looking for.
Be open to new opportunities: Recruiters may have access to job openings that you wouldn&rsquo;t find on your own. Be open-minded to new opportunities that they present to you, even if they don&rsquo;t match your initial job search criteria.
Prepare for interviews: Recruiters can offer valuable advice on how to prepare for interviews and what employers are looking for in candidates. Use their expertise to your advantage.
Stay in touch: Even if you don&rsquo;t land a job through the recruiter, stay in touch with them. They may be able to connect you with other job openings or opportunities in the future.
​Working with a specialist recruiter like C2 Recruitment can be a great way to boost your job search, but remember that it&rsquo;s not a guaranteed solution. Keep networking and applying to jobs on your own as well to maximize your chances of finding the right position for you.​

How to plan your next steps after a job rejection and how using a specialist recruiter can help! 

Looking for a new job in retail? Here are some top tips...
Today, people change jobs on average seven times more in their lifetime, compared to only a couple of decades ago. There are more choices available to us &ndash; especially for those with talent, drive and ambition. However, getting your next role can be a challenge particularly if you don&rsquo;t know where to start. You don&rsquo;t want to end up with a lack of control over your retail career and a cycle of movement from one unfulfilling retail job to another.
Here are some top tips for making the process of changing jobs a little easier.
1. Invest Your Time
It sounds obvious but getting that new role in retail can be a long process. The more roles you apply for the better your chances. However, its important you apply for the right positions and not just apply for anything and everything. Put in a significant amount of thought, consideration and time into the process in order to maximise your chances. It&rsquo;s certainly worth registering your CV with job boards such as Reed, CV Library and Retail Choice plus talking to a specialist Retail Recruitment Agency such as C2 Recruitment.
2. Research
Think about what Retail brands you would like to work for. Visit company websites and read their company values and careers page as this will tell you lots about the brand. Also follow company pages on social media such as Facebook, Twitter and LinkedIn as again these contain lots of useful information to help you in your search.
3. Action plan
Decide what's important to you and make an action plan. Consider your salary requirements and realistic geographical locations. Be clear about what your plan of action is and how to carry out what you have specifically designed for yourself. Research the retail market carefully to get an idea of who is hiring and what retail brands you may be best suited to. Get clear achievable steps in place and review them regularly.
4. Understand your strengths
Get to know yourself better and identify what your key strengths are. What are you really good at? What do you enjoy? What skills have you learnt? What are you naturally inclined to do and be better at?
5. Be Positive!
Getting your next role can be difficult and you may get rejections. It&rsquo;s important you stay positive and try to reflect on what you could do differently next time. Look at lots of options within retail and consider roles in similar sectors where your retail experience can be valuable. Leisure and Hospitality is a great example of this, and many job seekers have transferred their skills into this industry.
If you are currently looking for opportunities within the Retail, Hospitality or Leisure sector then feel free to contact us here at C2 and talk to one of our friendly consultants. We are happy to offer you free confidential advice either over the phone or face to face. As one of the leading Retail, Hospitality and Leisure Consultancies in the UK, our expert consultants have first-hand experience within the Retail, Hospitality or Leisure Industry. Plus, we work in partnership with some of the best and most exciting brands within the Retail, Hospitality and Leisure market.
Call C2 Recruitment on 01743 770280 or email us at enquiries@c2recruitment.com&nbsp;

Looking for a new job in retail? 

According to the recent Royal Society for Public Health (RSPH) research data, over four in five (84%) of hospitality and retail employees have reported increased stress as a direct consequence of their job.
Those in customer-facing roles often thrive in the busy environment, the interactions with the public and the fact that no two days are ever the same.
But what happens when the pressure starts to build and the job becomes too stressful for staff to cope? Whether you were placed on furlough, or have worked in your essential customer-facing job throughout the pandemic, this year has created a strain on many hospitality employees.
In this blog, I&rsquo;m going to share some industry insights and advice for hospitality staff on how to manage your mental health alongside your busy job in our new world.
Let&rsquo;s start with spotting the signs &ndash; early.
Team Stress
Hospitality employees need to recognise the difference between feeling down from having a bad few shifts and the more severe signs of stress that are happening across the workplace. For example:
<ul>
<li>Are there more arguments between staff?</li>
<li>Is there a high turnover in different departments?</li>
<li>Are staff ringing in sick constantly?</li>
<li>Is morale low across the board?</li>
</ul>
Employers are legally bound to <a href="https://www.hse.gov.uk/stress/risk-assessment.htm">assess the risk of work-related stress</a>, so it is crucial to talk to your line manager if you have any concerns about issues affecting yourself or your team.
However, what happens when an individual hospitality employee begins to suffer from the effects of stress in their role? Let me explain further.
Individual Stress
It is not uncommon for the incidents I&rsquo;ve mentioned above to happen in the customer service-based establishments; every team has its ups and downs, and these can be more prevalent with the added stress of the pandemic. But sometimes, the issues compound and cause further problems, such as the following signs of individual stress and poor mental health.
If you feel that your particular hospitality role is causing you personal stress, the signs to look out for include:
<ul>
<li>Low mood and mood swings</li>
<li>Lack of motivation</li>
<li>Problems sleeping</li>
<li>Feeling tired</li>
<li>Feeling anxious, irritable or depressed</li>
</ul>
If you are experiencing any of these as a direct result of your job, it is advisable to talk to your manager to discuss if they can help in any way to make you feel less stressed at work.
For more severe cases, the advice is to talk to your G.P. about your current problems and concerns.
Taking Steps to Combat Stress
Poor mental health, as a result of your hospitality job, can come from a variety of sources. You might feel as though your role is overwhelming, and you find it hard to cope with the lack of staff or resources that you have. Or you might be feeling bullied or ostracised by your colleagues.
Aside from bullying, which is a severe issue that you should always speak to your manager about, there are steps that hospitality employees can take to help alleviate the symptoms of stress and improve their mental health.
These include:
Exercise &ndash; It is clinically proven that exercise reduces stress. It produces the anti-stress hormones endorphins and is an excellent way to keep both your body and mind in great shape. You don&rsquo;t have to go to the gym five nights per week to get the benefits; a 20-minute walk before or after work can help.
Sleep &ndash; The Sleep Foundation has highlighted the link between stress and a lack of sleep, so make sure you aim to get their recommended seven to nine hours per night, especially when working back-to-back shifts.
Relaxation techniques &ndash; It can be tempting when you get home to throw yourself into your personal life to take your mind off your stressful job. But a great way to reduce stress is to focus some time each day on relaxation techniques; this can be done either before or after work. Try breathing exercises, writing in a journal, or try one of the many available mindfulness apps.
Talk &ndash; Feelings of stress can be exacerbated by bottling them up. Talking to a family member or a friend about stressful situations at work can help to dissipate negative feelings, and helps you feel more equipped to deal with future causes of stress.
What Should Your Employer Be Doing?
Of course, every hospitality business should take steps to look after their employee&rsquo;s wellbeing, for a healthier, happier workforce and also to reduce downtime and staffing issues that arise from poor mental health.
The government report Service With(out) a Smile states that 45% of hospitality employees have taken time off work due to stress, with 33% reporting that the problem was down to poor management.
Pizza Hut was one of the first employers in the U.K. to take direct action to help their employees improve their mental health. The company partnered with Mental Health U.K. in 2016 and, as well as raising money for charity, introduced their own wellness programme.
How effective is the management of mental health in your workplace? Does your employer or your line manager actively help staff to achieve positive mental health, or is it an afterthought, or even not mentioned at all?
If your current hospitality job is causing you undue stress, and you want to <a href="https://c2-recruitment.co.uk/news/looking-for-a-new-job-in-retail-" target="_blank" rel="noopener">explore what options are available</a> to you in your chosen field, see below for how we can help.
Next Steps
If you&rsquo;ve been thinking about changing to a new hospitality job for some time, but have yet to take the first steps to find your perfect position - talk to our team today.
We recruit in all manner of hospitality, retail, and leisure roles across the U.K. and will work closely with you to find a position that suits.
So, what are you waiting for? Contact us here or call us on 01743 770280.
Thanks,
Shane
About C2 Recruitment
Originally established in 2008, C2 Recruitment specialises within the Retail, Fashion, Hospitality and Leisure sectors.
Our consultants come from the industries they specialise in and are renowned for giving the very best possible recruitment service to our clients and candidates chosen fields.
The C2 team recruits on a national scale across all specialist areas of Retail, Fashion and Hospitality.
To find out how we can help you with a recruitment or career query in these fields, call us on 01743 770280 or <a href="https://c2-recruitment.co.uk/contact-us/" target="_blank" rel="noopener">contact us here.</a>

Managing Your Mental Health Alongside Your Busy Hospitality Job 

At C2 Recruitment we are proud of the fact that our business has grown predominantly on recommendations thanks to the quality recruitment service that we provide to clients and candidates alike. Here are some of the recent testimonials that our retail and hospitality consultants have received from happy candidates whom we have assisted in finding their new roles:
&ldquo;C2 and Kelly Swancott in particular were brilliant! From the very get go it was almost as though she was right there beside you during the interview process. Always kept you up to date, and offered guidance and advice every step of the way! After being offered the position, being sent a congratulations card from her and the team was such a nice touch too. I would whole heartedly recommend C2 and Kelly to everyone! Thanks again!&rdquo;
Steven-Mark Brettle, Assistant Manager - International Cinema Operator
Helen Taylor at C2 has been very attentive, supportive and encouraging with a vacancy we discussed. She gave a gold star service and I can't fault it. I dealt with John as well towards the end of the application and interview stage and he too was great. If they're a representation of the company then you couldn't want a better service and support. Thank you for helping me get my new role.
David Attwood-Thomas, Assistant Manager - Leading Cookware &amp; Kitchenware Retailer&nbsp;
&ldquo;Tracey at C2 supported me every step of the way with my job search, she shared all the important information with me, regularly checked in with me and gave me the opportunity to ask any questions. She listened to exactly what I was looking for and she found it for me...Thank you.&rdquo;&nbsp;
Aleisha Riley, Retail Trainer - Fashion and Lifestyle Retailer
&ldquo;The service at C2 recruitment was exceptional. Kind people and quick to help. Everything went fast and smooth. Best recruitment company I've ever worked with. I would definitely recommend C2 recruitment for anyone who wishes to find a serious job.&rdquo;
Attila Gyarmati, Assistant Manager - QSR
"I would like to thank you for all your help Tracey, and time YOU have giving me, from the moment YOU have found my recent employment to signing the contract with Johnson's shoes company. During that period I have find YOU very easy to talk to, very knowledgable, a great listener and above all very professional. I would recommend C2 to everyone who had lost hope of finding a new employment or to anyone who just starting searching for something new . Thank you Tracey for being yourself, in my eyes YOU ARE A STAR !!!"
Gosia O'Callaghan, Store Manager - Shoe Retailer
&ldquo;C2 are great! Kelly was fantastic, nothing was ever to much, the contact between both party&rsquo;s is consistent, a lot of support from Kelly. Any questions, or quarries and she was 100% on it. Thanks Kelly you&rsquo;ve been great.&ldquo;
Alastair Carpenter, Assistant Manager - QSR
"There&rsquo;s not enough great things to say about Helen Taylor/C2 Recruitment. I had not had an interview in almost 5 years and was a little nervous about the whole thing.
But Helen was excellent she gave me advice over the phone about researching the company, making a secret visit to use in interview. Gave me key words to make sure I used and even gave me some mock interview questions, etc. All this support and advise put me at such ease I felt extremely comfortable and confident when the interview came round.
I have now been given my details of employment and I&rsquo;m so so happy/excited to be starting a new chapter in my work life! None of this would have been possible without Helen and all the support/time she has given me. It&rsquo;s so rare to find someone in any industry with half the passion for what they do as Helen has for her role!
I would recommend anyone wanting some help with job search to C2 Recruitment. I will be using again in future if/when I change jobs again!!"
Tom Adams, Deputy Manager - Leading Cookware &amp; Kitchenware Retailer
If you are looking for a new job in retail, hospitality or leisure then register your CV with us or call 01743 770280 for a confidential chat and let us help you secure your perfect role!

Recent Candidate Testimonials 

Free &pound;100 Shopping Voucher!
Recommend C2 Recruitment &ndash; the leading retail, hospitality and leisure recruitment specialists and receive a &pound;100 shopping voucher of your choice!
We're proud that C2 Recruitment has grown primarily by recommendation, thanks to the quality recruitment service that we provide to clients and candidates alike. So if you know someone that works within retail, fashion, hospitality or leisure that could benefit from recruitment support at their company, why not pass on the good news about the wealth of experience and personal touch of C2?
To show how much we appreciate your recommendation, we will send you a &pound;100 shopping voucher as a thank you for any successful recommendations that lead to us filling a position for that company.*
Simply drop us an email to <a href="http://enquiries@c2recruitment.com/" target="_blank" rel="noopener">enquiries@c2recruitment.com</a> or call 01743 770280 and let us know what company you have recommended our services to and we will do the rest.&nbsp;
Thank You!
&nbsp;
*Voucher will be provided upon the first candidate placed successfully with the recommended client completing their probation period.

Recommend C2 Recruitment- Receive £100 in Shopping Vouchers! 

The rise of remote work has prompted a shift in recruitment strategies. As companies open up to hiring remote employees, it's essential to adapt your approach to find the best candidates. Here are some strategies to consider:
<ol>
<li>
Global Talent Pool: Remote work allows you to tap into a diverse talent pool from around the world. Look for candidates who align with your company culture and possess the skills needed for the role.
</li>
<li>
Assessing Remote Skills: During the recruitment process, assess candidates' ability to work independently, communicate effectively online, and manage their time efficiently.
</li>
<li>
Virtual Interviews: Conducting virtual interviews can help you evaluate candidates' comfort with technology, as well as their communication and presentation skills in a remote setting.
</li>
<li>
Flexible Onboarding: Develop a comprehensive virtual onboarding process that helps remote employees integrate smoothly into the company culture and understand their roles.
</li>
<li>
Emphasize Soft Skills: Remote work requires strong organizational skills, self-discipline, and adaptability. Prioritize candidates who demonstrate these qualities.
</li>
</ol>
By adapting your recruitment strategies to embrace remote work, you can build a strong team regardless of geographical boundaries.

Remote Work: Adapting Your Recruitment Strategies

Retail Recruitment Guide to what a good cover letter is&nbsp; Welcome to the first of two articles looking at the art of writing a good cover letter. In our second article we&rsquo;ll be looking at the details of what you should (and shouldn&rsquo;t) include in a cover letter. &nbsp;Here, in our first article, we&rsquo;ll establish what exactly a cover letter is and why it&rsquo;s important to have one when applying for a job in retail.
What exactly is a cover letter? In its simplest form, a cover letter is a document that you send out with your CV. A well written cover letter is the perfect way to set yourself apart from the other candidates and help sell your application, not to mention convince a recruiter you&rsquo;re the right person for the role. Although you may have tailored your CV to the retail role you&rsquo;re applying for, a cover letter should always be job specific and it should highlight those areas you think would make you right for the role.
Why you should have one? It would be great if a CV on its own were enough to secure the interest of a recruiter, but sending a CV in without any cover letter can easily go against you. &nbsp;A good CV summarising your skills, abilities and accomplishments will spell out what you can do but it won&rsquo;t really demonstrate who you are. A good cover letter should provide an employer with information about you that they wouldn&rsquo;t necessarily get just from looking at your CV on its own. &nbsp;It&rsquo;s an opportunity for you to present yourself as an individual and not just another candidate. &nbsp;It should demonstrate how you stand out from the crowd and showcase why you&rsquo;re the perfect candidate for the role.
A cover letter can also be an opportunity to pre-empt and explain away any concerns a prospective employer might have about your ability to do the retail job they are recruiting for. A cover letter can be used to explain a gap in employment for example. If you&rsquo;re looking to change career, it can be a chance to describe why you think your skills (which might not traditionally be on the list of desirable qualities for this role) are applicable and why you should be considered for the job.
A retail job seeker who sends in a CV without a cover letter is essentially telling an employer that they&rsquo;re happy doing just the bare minimum and I&rsquo;m sure you&rsquo;ll agree that&rsquo;s not the sort of first impression you want to make!
By writing a solid cover letter, even when not asked for one, you&rsquo;re taking that extra step as a retail job seeker and reinforcing that you&rsquo;re not only enthusiastic about the retail opportunity but you&rsquo;re also motivated to do what it takes to get in the door for that face to face meeting.
When not to have one? Having waxed lyrical about why you should always include a cover letter with your retail application, we have to point out the one and only time we would recommend NOT sending one. This would be if a company specifically asks you not to send one. Remember, it always pays to ensure you follow the instructions given by any potential recruitment employer.
<a href="https://c2-recruitment.co.uk/" target="_blank" rel="noopener">C2 Recruitment</a> is celebrating 11 years success in Retail Recruitment this year. C2 specialises in <a href="https://c2-recruitment.co.uk/sectors/retail/" target="_blank" rel="noopener">retail</a>, <a href="https://c2-recruitment.co.uk/sectors/hospitality-and-leisure/" target="_blank" rel="noopener">hospitality and leisure</a> recruitment and all of our consultants have sector specific backgrounds. &nbsp;If you <a href="https://c2-recruitment.co.uk/contact-us/" target="_blank" rel="noopener">contact C2</a> today you&rsquo;ll be assigned a consultant with direct experience in your sector &ndash; someone who really has walked in your shoes!
&nbsp;
&nbsp;

Retail Recruitment Guide to what a good cover letter is 

10 Questions you might be asked in a retail job interview
In our second article about preparing for a retail job interview, we focus on the interview itself and the questions you might be asked on the day.
If you&rsquo;ve followed the advice in our <a href="https://c2-recruitment.co.uk/news/c2-retail-recruitment-interview-preparation" target="_blank" rel="noopener">first article</a> about preparing for a retail job interview, you will have done your <a href="https://jobs.theguardian.com/article/where-do-you-start-when-researching-for-an-interview-/" target="_blank" rel="noopener">research</a> on the company, turned up on time and you&rsquo;ll be looking the part. Obviously retailers want to employ people who work hard but it&rsquo;s also important that you demonstrate you can get on with both colleagues and customers.
Here are a few tips to make sure you create a good first impression when you go for your retail interview:
<ul>
<li>Be friendly and polite to everyone you meet. You won&rsquo;t know who exactly will have a say in the selection process</li>
<li>Make eye contact with the interviewer(s) when you enter the room, shake hands firmly and only sit down once you&rsquo;re asked.</li>
<li>If you&rsquo;re being interviewed by a panel, try to address your comments to everyone taking part.</li>
<li>Wherever possible try and answer questions using specific examples. For example, if you&rsquo;re asked how you would deal with an unhappy customer, describe how you dealt with one in a previous job.</li>
<li>At the end of the interview make sure you ask what happens next and when you can expect to hear back from them.</li>
</ul>
What questions will you be asked?
It&rsquo;s impossible to provide an exhaustive list of possible questions you might be asked in a retail job interview but we&rsquo;ve put together a list of common ones you should prepare answers for. &nbsp;Even if you don&rsquo;t get asked these exact questions, hopefully the preparation will give you the tools to answer ones on a similar theme. &nbsp;
<ul>
<li>What do you enjoy about working in retail?&nbsp;</li>
<li>Why are you interested in a position at this company?</li>
<li>What do you know about this company&rsquo;s products and services?&nbsp;</li>
<li>What makes you a great candidate for this particular job?&nbsp;</li>
<li>What type of merchandise have you had the most success selling?</li>
<li>What are your biggest strengths when interacting with customers?&nbsp;</li>
<li>Tell me about a time when you felt you were at your best with helping a customer.&nbsp;</li>
<li>Describe a time when you had to handle a difficult customer.&nbsp;</li>
<li>What have you done at your present/last company to increase revenues, improve customer service or save time?&nbsp;</li>
<li>What have you done to become a better retail sales person/manager?&nbsp;</li>
</ul>
All it remains to say now is Good Luck! &nbsp;&nbsp;
<a href="https://c2-recruitment.co.uk/" target="_blank" rel="noopener">C2 Recruitment</a> is celebrating 11 years success in Retail Recruitment this year. C2 specialises in <a href="https://c2-recruitment.co.uk/sectors/retail/" target="_blank" rel="noopener">retail</a>, <a href="https://c2-recruitment.co.uk/sectors/hospitality-and-leisure/" target="_blank" rel="noopener">hospitality and leisure</a> recruitment and all of our consultants have sector specific backgrounds. &nbsp;If you <a href="https://c2-recruitment.co.uk/contact-us/" target="_blank" rel="noopener">contact C2</a> today you&rsquo;ll be assigned a consultant with direct experience in your sector &ndash; someone who really has walked in your shoes!

Retail Recruitment Tips for the Job Interview

Retail Recruitment Tips for writing a great Retail CV It's almost impossible to consider looking for retail jobs online without an accurate, up to date CV
Retail recruitment agencies don't just use job postings to attract candidates, they also actively search the growing number of online CV databases, and are even developing their own CV databases of potential recruits for future jobs.
The bottom line? You can't afford to get your CV wrong. It must be well-presented and highlight the skills and experience retailers are looking for. To make sure you have a great CV you need to consider the following:
&nbsp; Style and layout Retail is a labour intensive industry and managers can spend a lot of time scouring CVs and application forms in a bid to fill vacancies. Your aim is to make it easy for them to put your CV in the 'in' pile rather than throw it out. Always check the job advertisement for any information about how the recruiter wants to receive your CV. For example, most recruiters will only accept CVs as Word documents and/or PDFs. This makes it easier to store the data and share it with colleagues.
Your CV should be clear and concise and ideally no more than two sides of an A4. It needs to be easy to read on screen as well as when printed out. So don't use lots of fancy fonts or colours to highlight odd bits of information &mdash; these are just distracting. You might, however, use a minimal amount of bold text to signpost different sections, but don't go overboard - it just looks tacky.&nbsp;
&nbsp; Information to include Personal details &mdash; name, address and telephone numbers are enough. Keep this information at the top so it's easy to retrieve your CV. Nationality is also important in retail because employers want to be sure you're eligible to work for them. You don't need to mention your age and you don't need to include a photo - it's not a modelling assignment.
Education &mdash; if you're a first or second jobber then you should list your education before your work experience. It's worth listing academic qualifications from GCSE onwards and any professional qualifications you have. These could include any work-based qualifications such as National Vocational Qualifications &mdash; especially if they are in retail. If you have grades to be proud of, include them in the CV.
Older, more experienced job hunters should keep this section brief and include it after employment history. If you left school with GCSEs or A levels then simply state that. If you graduated from university, it's always worth saying what, where and when you studied, as well as the qualification you got at the end of it.&nbsp;
Don't forget to include any other relevant professional or skills training you've had. Retailers are keen on staff development and although qualifications such as a customer care certificate you got in a previous job won't, on its own, get you an interview, it shows recruiters you take your personal development seriously.
Work experience &mdash; list this in reverse order with your current or most recent job first. Recruiters want to know where you worked and the job you did. Beyond a brief description of your responsibilities, they will want to know what you achieved to give them an idea of what you could do for them.&nbsp;
For example, perhaps you were involved in a store makeover that brought more customers through the door or resulted in increased takings. Make sure your CV emphasises your role in this. Wherever possible, put a monetary value on it. If you can show you pretty much paid for yourself, you'll be more likely to grab the recruiter's interest.
If you don't have retail experience, you need to consider what transferable skills you have acquired. For example, most jobs involve some aspect of customer care, even if your customers are your colleagues. And there are few jobs that don't require some sort of teamwork. Don't underestimate the power of these skills in the world of retail, so be sure to highlight them.
Keywords &mdash; e-recruiters use keywords to search a raft of CVs for possible interviewees. These will be a set of words or short phrases that capture the skills and experience they need the job holder to possess. Retail keywords could include customer service, team work, flexibility and communication. They could also focus on the products the business sells such as fashion, food, homeware or electrical retail experience.&nbsp;
Keywords will vary from job to job. For management vacancies, they could include team building, influencing others or driving profitability. For designer jobs or visual merchandising jobs, they might be looking for phrases such as creativity and innovation or brand awareness.&nbsp;
Make keyword technology work for you by scouring the jobs in your chosen field to get an idea of what keywords are going to prick up the ears of the recruiter.&nbsp;
Other skills &mdash; it's worth including other skills you've gained, such as being able to drive or speak another language. They show you're a well-rounded person and while they may not be directly relevant to the job, they might tip the balance in your favour.&nbsp;
Hobbies &mdash; OK, so these are optional, so don't major on them. Their primary role is to help interviewers break the ice by discussing something more personal with you. Don't make them up.<a href="https://en.wikipedia.org/wiki/Murphy%27s_law"> Murphy's law</a> dictates at if you stick pottery as a hobby on your CV, you'll be interviewed by a pottery fanatic.
&nbsp;
<a href="../../../../../">C2 Recruitment</a> is celebrating 10 years success in Retail Recruitment this year. We are a boutique recruitment agency specialising in<a href="../../../../../sectors/retail/"> retail</a>, <a href="../../../../../sectors/hospitality/">hospitality</a> and <a href="../../../../../sectors/leisure/">leisure</a> recruitment. &nbsp;All of our consultants have sector specific backgrounds. If you <a href="../../../../../contact-us/">get in touch with us </a>today you&rsquo;ll be assigned a consultant with direct experience in your sector &ndash; someone who really has walked in your shoes!&nbsp;

Retail Recruitment Tips for writing a great Retail CV

Valentine&rsquo;s Day &ndash; What do Dating and Retail Recruitment have in common?
As experienced Retail Recruitment specialists, when it came to thinking about Valentine&rsquo;s Day we realised that Recruitment and Dating actually have a lot in common!
Both recruitment and dating involve the search for &lsquo;the one&rsquo; &ndash; be it the ultimate candidate for a company&rsquo;s vacant position or the partner of your dreams. &nbsp;Both involve a process of evaluation: in recruitment this is usually at least one<a href="https://c2-recruitment.co.uk/news/retail-recruitment-tips-for-the-job-interview" target="_blank" rel="noopener"> interview</a>, whereas romantically it&rsquo;s at least the first date and usually a few more!
It seems like we can learn a lot about retail recruitment from Valentine&rsquo;s Day. If you&rsquo;re a candidate looking for the job of your dreams - be it an Area Manager job, a Store Manager opportunity or a behind the scenes e-commerce role, we&rsquo;ve come up with a few &ldquo;dating&rdquo; tips to help convince an employer that you really are &lsquo;the one&rsquo;.
Polish up your profiles
With over half of single people in the UK using a dating site to find a partner, people looking for romance are used to setting up an online profile for themselves and in essence putting together a dating CV. Would-be daters spend time taking and selecting their most flattering photos and drawing attention to their best qualities. These are all useful lessons that can be applied to retail recruitment. It pays to ensure that all of your profiles - your CV, your LinkedIn page and even your Facebook profile - are employer-friendly and show recruiters your best side.
First Impressions Count
When you go on a first date you&rsquo;ll be keen to make a good first impression. You&rsquo;ll no doubt give careful thought to picking out the right outfit. You&rsquo;ll be trying to convey the best impression of yourself - engaging, friendly, chatty but at the same time someone who&rsquo;s a good listener. The same applies for a job interview as first impressions do count! Remember to dress appropriately, make sure you arrive on time and try your best to make some kind of connection with your potential employer.
It&rsquo;s all about the Chemistry
You might have seen someone online who looks like the perfect match &ndash; on paper. You meet up with them, keen to get to know more about this discerning, charming, witty, person. &nbsp;Whilst they might well be everything they claimed to be online, for some reason there&rsquo;s just no &lsquo;spark&rsquo;. Conversely you might agree, a little reluctantly, to meet up with someone who doesn&rsquo;t really tick all your boxes but, when you meet them in person, you find yourself really falling for them. The same thing can happen in recruitment &ndash; you might tick every box with regards to qualifications and past experience, but another candidate who doesn&rsquo;t look as strong on paper might just pip you to the post. &nbsp;It&rsquo;s not just a question of whether you can do the job &ndash; your personality has to fit too.
Don&rsquo;t Rush Into It
Generally we don&rsquo;t make a full blown commitment to a relationship after just one date. Similarly there&rsquo;s no need to rush into an immediate decision about accepting a job offer. &nbsp;Remember that whilst no-one likes to be kept hanging on, either in a work or a romantic situation, it&rsquo;s OK to go home and think about your options overnight or over a weekend before giving your final decision.
<a href="https://c2-recruitment.co.uk/" target="_blank" rel="noopener">C2 Recruitment</a> is celebrating 10 years success in Retail Recruitment this year. C2 specialises in <a href="https://c2-recruitment.co.uk/sectors/retail/" target="_blank" rel="noopener">retail</a>, <a href="https://c2-recruitment.co.uk/sectors/hospitality-and-leisure/" target="_blank" rel="noopener">hospitality and leisure</a> recruitment and all of our consultants have sector specific backgrounds. &nbsp;If you <a href="https://c2-recruitment.co.uk/contact-us/" target="_blank" rel="noopener">contact C2</a> today you&rsquo;ll be assigned a consultant with direct experience in your sector &ndash; someone who really has walked in your shoes!

Retail Recruitment & Valentine's Day

Retail Recruitment Guide to what a good cover letter is 
Welcome to the first of two articles looking at the art of writing a good cover letter. In our second article we&rsquo;ll be looking at the details of what you should (and shouldn&rsquo;t) include in a cover letter. &nbsp;Here, in our first article, we&rsquo;ll establish what exactly a cover letter is and why it&rsquo;s important to have one when applying for a job in retail.
What exactly is a cover letter?
In its simplest form, a cover letter is a document that you send out with your <a href="https://c2-recruitment.co.uk/news/retail-recruitment-guide-to-what-a-good-cover-letter-is-" target="_blank" rel="noopener">CV</a>. A well written cover letter is the perfect way to set yourself apart from the other candidates and help sell your application, not to mention convince a recruiter you&rsquo;re the right person for the role. Although you may have tailored your CV to the retail role you&rsquo;re applying for, a cover letter should always be job specific and it should highlight those areas you think would make you right for the role.
Why you should have one
It would be great if a CV on its own were enough to secure the interest of a recruiter, but sending a CV in without any cover letter can easily go against you. &nbsp;A good CV summarising your skills, abilities and accomplishments will spell out what you can do but it won&rsquo;t really demonstrate who you are. A good cover letter should provide an employer with information about you that they wouldn&rsquo;t necessarily get just from looking at your CV on its own. &nbsp;It&rsquo;s an opportunity for you to present yourself as an individual and not just another candidate. &nbsp;It should demonstrate how you stand out from the crowd and showcase why you&rsquo;re the perfect candidate for the role.
A cover letter can also be an opportunity to pre-empt and explain away any concerns a prospective employer might have about your ability to do the retail job they are recruiting for. A cover letter can be used to explain a <a href="https://www.thebalancemoney.com/how-to-explain-a-gap-on-your-resume-2063188">gap in employment</a> for example. If you&rsquo;re looking to change career, it can be a chance to describe why you think your skills (which might not traditionally be on the list of desirable qualities for this role) are applicable and why you should be considered for the job.
A retail job seeker who sends in a CV without a cover letter is essentially telling an employer that they&rsquo;re happy doing just the bare minimum and I&rsquo;m sure you&rsquo;ll agree that&rsquo;s not the sort of first impression you want to make!
By writing a solid cover letter, even when not asked for one, you&rsquo;re taking that extra step as a retail job seeker and reinforcing that you&rsquo;re not only enthusiastic about the retail opportunity but you&rsquo;re also motivated to do what it takes to get in the door for that face to face meeting.
When not to have one
Having waxed lyrical about why you should always include a cover letter with your retail application, we have to point out the one and only time we would recommend NOT sending one. This would be if a company specifically asks you not to send one. Remember, it always pays to ensure you follow the instructions given by any potential recruitment employer.
<a href="https://c2-recruitment.co.uk/" target="_blank" rel="noopener">C2 Recruitment</a> is celebrating 11 years success in Retail Recruitment this year. C2 specialises in <a href="https://c2-recruitment.co.uk/sectors/retail/" target="_blank" rel="noopener">retail</a>, <a href="https://c2-recruitment.co.uk/sectors/hospitality-and-leisure/" target="_blank" rel="noopener">hospitality and leisure</a> recruitment and all of our consultants have sector specific backgrounds. &nbsp;If you <a href="https://c2-recruitment.co.uk/contact-us/" target="_blank" rel="noopener">contact C2</a> today you&rsquo;ll be assigned a consultant with direct experience in your sector &ndash; someone who really has walked in your shoes!

Retail Recruitment- Why You Need a Cover Letter 

C2 Retail recruitment guide to what you should and shouldn't include in your cover letter 
In our <a href="https://c2-recruitment.co.uk/news/retail-recruitment-why-you-need-a-cover-letter-" target="_blank" rel="noopener">previous article </a>we looked at what a cover letter is and the importance of having one when applying for retail jobs. In this, our second article on cover letters, we&rsquo;ll be looking at what you should (and shouldn&rsquo;t) include in your letter.&nbsp;
1. Don&rsquo;t just rehash your CV A cover letter gives you the chance to use full sentences&mdash;instead of bullet points&mdash;so use them to expand upon your CV and explain why you&rsquo;re the perfect fit for the company.
2. Show what you&rsquo;re capable of Make sure that you show<a href="https://c2-recruitment.co.uk/sectors/retail/" target="_blank" rel="noopener"> retail recruiters</a> what you can do for them. It&rsquo;s a good idea to determine the key requirements and priorities for the job and make it instantly clear to the reader that you can deliver the goods on these key things. You could even create a section within the letter that begins "Here&rsquo;s what, specifically, I can deliver in this role" before setting out your strengths in a few of the priority requirements for the job.
3. Don&rsquo;t over focus on your education If you&rsquo;re a new graduate you might be tempted to over-focus on your educational achievements. Try and focus on your work experience as this is what retail recruitment specialists will be most interested in. &nbsp;Remember that this can be volunteer or internship experience too.
4. Don&rsquo;t apologize for skills you don&rsquo;t have Instead of drawing attention to your weaknesses with phrases such as &nbsp;&ldquo;Despite my limited experience with sales,&rdquo; try to focus instead on the skills you do have.
5. If relevant, <a href="https://www.afternic.com/forsale/onewire.com?utm_source=TDFS_DASLNC&amp;utm_medium=DASLNC&amp;utm_campaign=TDFS_DASLNC&amp;traffic_type=TDFS_DASLNC&amp;traffic_id=daslnc&amp;" target="_blank" rel="noopener">tell a story</a> Try and bring a personal touch to why you want to work for this retail company. Do/did you really enjoy their adverts? &nbsp;Are you a massive fan of their products? Do you have fond memories of shopping in their stores when you were a child? All this is good stuff but just remember to keep the stories short and to the point!
6. Use testimonials If you have great feedback from old co-workers, bosses, or clients, don&rsquo;t be afraid to use it! You can either place the testimonial quote within the body of the cover letter, along with the person's name and phone number in brackets, or you could include a copy of one of your testimonial letters along with your CV.
7. Don&rsquo;t be too formal If your language is overly formal it might make you come across as a bit insincere and even robotic, rather than the friendly, approachable, and fantastic-to-work-with person you really are.
8....But don&rsquo;t be too gushing It might be tempting to use language like &nbsp;&ldquo;absolutely thrilled for the opportunity&rdquo; or &ldquo;very excitedly applying!&rdquo; but try to stay away from the slightly over the top adverbs and just write like a normal person.
9. Avoid the clich&eacute;s Don&rsquo;t ever describe yourself as a &ldquo;team player&rdquo; or a &ldquo;people person.&rdquo; Obviously these qualities are desirable but what you need to do is show them off with descriptive statements like "I&rsquo;m a good communicator with experience of bringing together different departments to develop a cohesive strategy." It might be a lot longer but it&rsquo;s also stronger.
10. Keep it short and sweet Keep your cover letter to one page at the most. Whilst we don&rsquo;t advocate just writing one or two sentences, less is definitely more here!
<a href="https://c2-recruitment.co.uk/" target="_blank" rel="noopener">C2 Recruitment</a> is celebrating 11 years success in Retail Recruitment this year. C2 specialises in <a href="https://c2-recruitment.co.uk/sectors/retail/" target="_blank" rel="noopener">retail</a>, <a href="https://c2-recruitment.co.uk/sectors/hospitality-and-leisure/" target="_blank" rel="noopener">hospitality and leisure</a> recruitment and all of our consultants have sector specific backgrounds. &nbsp;If you <a href="https://c2-recruitment.co.uk/contact-us/" target="_blank" rel="noopener">contact C2</a> today you&rsquo;ll be assigned a consultant with direct experience in your sector &ndash; someone who really has walked in your shoes!

Retail Recruitment- Writing a Good Cover letter 

​Hiring your next hospitality employees in needs careful consideration.
Since the pandemic, the hospitality organisations that are still thriving will need a certain level of employee to help grow the organisation, given the challenges that lie ahead.
Hospitality companies must continue to employ the &lsquo;right&rsquo; kind of staff to keep ahead of the curve.
Currently, hospitality organisations are not struggling to attract applicants; however, the key is to find the hospitality candidates who will add real value to your business and help your organisation to grow in our new world.
One of the great things about the hospitality industry is that there are transferrable skills which candidates can bring from many other sectors which enable them to thrive. Of course, extensive experience in hospitality is beneficial, but there are other qualities to look out for which signal a great candidate.
So, let&rsquo;s take a look at the five standout qualities that, in our experience, make a top hospitality hire now.
1.They Love to Say &lsquo;Yes&rsquo;
There is a lot to be said about being a &lsquo;yes man&rsquo; (or woman!) in hospitality. One of the primary reasons that keep customers coming back again and again to your establishment is customer service.
But excellent customer service is about much more than just a friendly smile and fast service. One of the markers of a great hospitality candidate is their understanding of how important it is to tell customers &lsquo;yes&rsquo; as often as they can.
A customer wants to customise or change their order? (even if it means starting the order over) The answer should always be &lsquo;yes&rsquo;.
The floor is busy, and someone asks them for an extra baby seat. They know it will take at least five minutes to fetch one from the storeroom &ndash; it should be &lsquo;no trouble at all&rsquo;.
Saying yes to every customer who needs them to go above and beyond what is usually expected of them in their role is an invaluable attribute to possess &ndash; so make sure you touch upon this in the interview. Ask your candidate to describe several examples of when they went over and above their expected duties, to gauge if they are the kind of person who approaches every challenge with a can-do attitude.
2. They Can Talk to Anyone
If you look at the top-rated reviews of restaurants, cafes and eateries, they all have the same thing as standard &ndash; excellent service that comes from a natural rapport that some servers seem to possess.
The ability to read a customer, a single diner or a group, and serve them according to both their needs and the vibe of the situation, is a valuable skill.Your employees should be able to make everyone feel welcome, from a group of colleagues out for a business lunch to an elderly couple having coffee and cake.
3. They Can Step Up (When Needed)
On the busy floor of an eating establishment, knowing when to pick up the pace, look out for the rest of the team and even step up to take on &lsquo;higher&rsquo; duties that are not generally in their job description is a huge bonus.
Asking a question during the interview to reveal if and when the candidate has stepped up to perform supervisory duties is a great way to find out how comfortable they are doing this.
It can be something as simple as dealing with a demanding customer in the absence of a team leader because they felt confident enough to do so.
Realising when a different pace or level of service is needed is just one part of being an empathetic individual &ndash; let&rsquo;s take a closer look at why this skill is so critical in hospitality.
4. They Are Empathetic
Empathy is essential in hospitality, and a little of it can go a long way.
Empathetic employees pull the team together in difficult times &ndash; a team who do not look out for each other will crumble as soon as things get hectic. Empathy also allows employees to realise and react when a colleague needs a little extra help, and it makes them more attentive to customer needs.
To be on the lookout for high levels of empathy in your candidate, look at the way they greet everyone they meet in the hiring process &ndash; do they smile and seem genuinely interested in everyone?
You can also ask about their experience with handling emotionally sensitive issues, such as having to deal with an upset customer or co-worker. Likewise, a lack of empathy can be detected by candidates referring only to themselves and not their team when they answer questions.
5. They&rsquo;ve Got a Great Sense of Humour
Finally &ndash; a great sense of humour is a must in this industry! Hospitality can be difficult but is also incredibly rewarding, not to mention fun.
The candidates we work with tell us how much they love what they do &ndash; every day is different, you get to work with a range of different people, different personalities and mingle with the general public.
To be able to keep going when things get tough, employees need to be able to look on the bright side, not take it personally when little things go wrong and keep smiling along the way!
And Finally&hellip;
Are you currently on the lookout for the kind of employees I&rsquo;ve outlined here?
If you are, then here at C2 Recruitment, we can help.
We work with talented hospitality candidates across the U.K. for some of the country&rsquo;s leading food and beverage establishments. If you would like to discuss your recruitment needs for current or future vacancies, get in touch with us today via our <a href="https://c2-recruitment.co.uk/contact-us/" target="_blank" rel="noopener">contact form</a>, or call our team on 01743 770280.

The 5 (Standout) Attributes to Look for in Your Next Hospitality Hires 

Crafting a compelling job description is a critical step in attracting the right candidates to your organization. A well-written job description not only outlines the role but also captures the company's culture and values. Here are some tips for writing effective job descriptions:
<ol>
<li>
Clear and Concise: Use clear language to describe the role's responsibilities, requirements, and expectations. Avoid jargon that might confuse potential candidates.
</li>
<li>
Highlight Culture Fit: Incorporate elements of your company's culture to give candidates a sense of what it's like to work at your organization.
</li>
<li>
Emphasize Impact: Describe how the role contributes to the company's goals. Candidates want to understand how their work matters.
</li>
<li>
Qualifications vs. Nice-to-Haves: Differentiate between essential qualifications and skills that are a plus. This helps candidates gauge their fit for the role.
</li>
<li>
Inclusive Language: Use inclusive language that encourages candidates of all backgrounds to apply and fosters a diverse candidate pool.
</li>
</ol>
Crafting job descriptions is an art that can significantly impact the quality of applicants you attract.

The Art of Writing Effective Job Descriptions

Diversity in the workplace goes beyond just meeting quotas. It brings a multitude of perspectives, experiences, and ideas that can drive innovation and success. Embracing diversity fosters a more inclusive environment where employees feel valued and respected.
Companies that actively promote diversity benefit from:
<ol>
<li>
Innovative Thinking: Diverse teams bring together different viewpoints, sparking creative solutions to complex problems and fostering a culture of innovation.
</li>
<li>
Improved Decision-Making: With a range of backgrounds, employees can contribute various insights, leading to well-rounded decisions that consider multiple angles.
</li>
<li>
Broader Market Reach: A diverse workforce can better understand and connect with a wide range of customers, enhancing a company's market positioning.
</li>
<li>
Enhanced Employee Engagement: When employees see themselves represented and valued, they tend to be more engaged, motivated, and loyal to the organization.
</li>
<li>
Reduced Bias: A diverse workplace can help reduce unconscious bias by promoting understanding and empathy among team members.
</li>
</ol>
By nurturing a diverse and inclusive workplace, companies can create a vibrant and dynamic environment that attracts top talent and fuels long-term success.

The Power of Diversity in the Workplace

While technical skills are important, emotional intelligence (EQ) plays a crucial role in successful hires. Candidates with high EQ can navigate interpersonal relationships, communicate effectively, and adapt to various situations. Here's why EQ matters in hiring:
<ol>
<li>
Collaboration: Employees with high EQ can work well in teams, resolving conflicts, and fostering positive relationships with colleagues.
</li>
<li>
Leadership: EQ is a critical trait for effective leadership, as it enables leaders to understand and motivate their team members.
</li>
<li>
Customer Relations: Employees with strong EQ can connect with customers on a deeper level, enhancing customer satisfaction.
</li>
<li>
Adaptability: High EQ individuals can adapt to changing environments and handle stress better, ensuring they perform well under pressure.
</li>
<li>
Conflict Resolution: EQ helps employees navigate disagreements constructively, leading to a healthier work environment.
</li>
</ol>
When evaluating candidates, consider how their emotional intelligence aligns with your company

The Role of Emotional Intelligence in Hiring

In a rapidly evolving job market, upskilling has become crucial for both employees and employers. Companies that invest in their employees' growth through training and development initiatives often experience improved retention rates. Here's why upskilling matters:
<ol>
<li>
Employee Satisfaction: Offering opportunities for skill development shows employees that you're invested in their career growth, boosting their job satisfaction.
</li>
<li>
Increased Competence: Upskilling equips employees with the latest tools and techniques, making them more competent and confident in their roles.
</li>
<li>
Adaptation to Change: Upskilled employees are better equipped to handle technological advancements and industry shifts, contributing to the company's overall resilience.
</li>
<li>
Retention and Loyalty: Employees are more likely to stay with a company that supports their learning journey, reducing turnover rates.
</li>
<li>
Internal Promotion: Upskilling can create a pool of qualified candidates for internal promotions, saving recruitment costs and fostering a culture of growth.
</li>
</ol>
By integrating upskilling initiatives into your company's framework, you can create a workforce that's agile, engaged, and ready to tackle future challenges.

The Role of Upskilling in Employee Retention

Hiring the right candidate can be a challenging task. To make the process smoother, it's essential to focus on specific qualities that align with your company's values and goals. Here are the top 5 qualities you should look for in a job candidate:
<ol>
<li>
Adaptability: In today's fast-paced business environment, candidates who can quickly adapt to new situations and learn on the go are highly valuable. Look for candidates who demonstrate flexibility and a willingness to embrace change.
</li>
<li>
Communication Skills: Effective communication is crucial for a successful team. Candidates who can express their ideas clearly, listen actively, and collaborate well with others contribute positively to the workplace atmosphere.
</li>
<li>
Problem-Solving Abilities: Every role comes with its challenges. Candidates who exhibit strong problem-solving skills can analyze issues critically and come up with creative solutions, ultimately driving the company's growth.
</li>
<li>
Team Player: No matter the role, the ability to work well within a team is vital. Look for candidates who value teamwork, can share responsibilities, and contribute to a harmonious work environment.
</li>
<li>
Initiative: Candidates who take initiative are often self-motivated and eager to make a difference. They proactively seek opportunities to improve processes and suggest innovative ideas.
</li>
</ol>
Remember, while skills and experience are important, these qualities can significantly impact a candidate's ability to thrive within your organization.

Top 5 Qualities to Look for in a Job Candidate

5 top CV writing tips for your next retail position
A compelling CV is an essential tool for the ambitious retail jobseeker. Retail recruiters are constantly working their way through stacks of Retail CVs, so it&rsquo;s really important that yours stands out and instantly communicates why you&rsquo;re a great fit for your desired retail role.
These 5 tips should help you hone your CV so it grabs retail recruiters&rsquo; attention: &nbsp;
<ol>
<li>Keep it concise. The average retail recruiter spends only a few minutes scanning a CV, so keep it to two pages or three at most for those in senior retail positions.</li>
<li>Work before education. Recruiters want to know what you&rsquo;ve done recently, so list your work experience in reverse chronological order and follow this with your educational achievements.</li>
<li>Explain the gaps. Your CV should account for your entire work history, so make sure you explain periods of unemployment, parental leave or travelling.</li>
<li>Focus on career history. Unless your hobbies and activities demonstrate skills that are directly relevant to your desired retail role, this section should be kept to a minimum and placed at the bottom of your CV.&nbsp;&nbsp;</li>
<li>Check for errors. Spelling and grammar mistakes can make an otherwise excellent candidate appear sloppy and unprofessional. As it is difficult to spot your own mistakes, ask a friend to proofread your CV before you submit it to retail recruiters. &nbsp;</li>
</ol>
Finally, remember that the purpose of the CV is to secure an interview. It should highlight all the aspects that make you a great fit for your desired role so that whoever&rsquo;s reading your CV puts you on their interview shortlist. Good luck!
Here at C2 Retail Recruitment, as one of the leading Retail Recruitment specialists in the UK, we are always on hand to offer our retail candidates the very best career advice. If you would like to find out more about how we can help you with the next step in your retail career or indeed any retail careers advice, then contact one of our friendly team on 01743 770280.

Top CV Tips for your next retail position- C2 Retail Recruitment 

Top Tips for Retail Area Managers 
Being either a Retail Area Manager or Retail Regional Manager can be a challenging job. &nbsp;But it can also be an exciting and rewarding career path.
The Area Manager is the axis on which an organisation pivots. &nbsp;They ensure that the stores and retail units are optimising store design principles, maximising revenue and upholding the customer experience credentials. &nbsp;
A great Area Manager can make a huge difference to a store&rsquo;s sales figures. &nbsp;Some argue up to 50% more can be achieved from an excellent Retail Area Manager.&nbsp;
But how do you demonstrate key skills whilst delivering sales and maintaining operational service standards? &nbsp;C2 Recruitment gives our 5 top tips...
1. Having the right mindset
<ul>
<li>Results will ultimately be dictated by how the key areas of performance can be influenced by individual thinking.</li>
<li>You need the unflinching belief that you can inspire your teams to deliver on both sales and service.</li>
<li>Area Managers should follow the 80/20 rule of retail when undergoing store visits. &nbsp;80% of the time working alongside store management to continually improve sales. &nbsp;20% on dealing with operational issues. &nbsp;It is too easy to flip this around and waste time on trivial matters.</li>
<li>Your people are the key to delivering the right results. Ensure they have all the right tools to do the job and when they do it well remember to really celebrate success</li>
</ul>
2. Focus on the right KPI&rsquo;s
Area managers are ultimately judged on the profitability of their stores. &nbsp;However, they also need to make certain that they are delivering against key criteria. &ldquo;How do I use the right KPI&rsquo;s&rdquo; is often asked. &nbsp;There is a simple 4 step process:
Step one: &nbsp;Track KPIs for your area or region that are important only, and present them in an easy to read format, such as your own KPI dashboard.
Step two: &nbsp;Ensure you understand what the numbers are really telling you and the relationship between each one.
Step three: &nbsp;Create clear and concise retail action plans for each store, that are agreed by everyone.
Step four: &nbsp;Implement these, track results and ensure that the right accountability is apportioned.
3. Time Management
Area management can be a lonely job. &nbsp;Working in isolation can mean that unless you are focused, your time management slips. &nbsp;Similarly, you only have a set proportion of time within each store or unit which must be maximised. &nbsp;If some of your stores are underperforming, it can be easy to neglect the ones that are not. &nbsp;Therefore:
<ul>
<li>Create a timetable of activities on a monthly or weekly basis.&nbsp;</li>
<li>Ensure you build in time for regular telephone calls, data analysis etc as well as physical store visits.</li>
<li>Ensure that any underperforming store has a clear turnaround programme in place. &nbsp;This must address sales and any cultural/operational issues.&nbsp;</li>
<li>Put in place both short and medium-term goals so that your focus is not distracted.</li>
</ul>
4. Maximise effectiveness of visits
Area Manager visits must be planned in advance. &nbsp;Just &lsquo;turning up&rsquo; yields very little benefit. &nbsp;You must have a set visit schedule, but also ensure you are following up on any and all initiatives. The Area Manager&rsquo;s store visit checklist should cover the following:
<ul>
<li>The people you are visiting, a specific time you are speaking to them, and the purpose of the conversation.</li>
<li>Prior information you need to ascertain.</li>
<li>Customer touch point experience: seeing the store through the eyes of the customer when you arrive and viewing on-floor behaviours.</li>
<li>Performance review with store management.</li>
<li>Progress against any action plans.</li>
<li>Coaching sessions you may be running.</li>
<li>Implementation of any new action plans or initiatives.</li>
<li>Agree follow up actions with clear timescales.</li>
<li>Celebrate store achievements</li>
</ul>
5. Inspirational Leadership
You need to think about being an Area Leader rather than Area Manager. &nbsp;In order to achieve, your teams need to be driven to deliver for you. &nbsp;It&rsquo;s about creating an environment that allows people to achieve their best. &nbsp;To do this you need to:
<ul>
<li>Establish clear and &lsquo;best in class&rsquo; standards which are never negotiable.</li>
<li>Ensure that the entire store team (Store Managers and staff) buy into these.</li>
<li>Support the Store Managers to meet these standards through coaching and mentoring.</li>
<li>Create a culture which holds people to account for their actions in meeting these standards. Gives lots of praise when standards are met.</li>
<li>Build in a mechanism for celebrating success against these standards.</li>
</ul>
Ultimately you are likely to have challenges; some stores will over perform and others will under-perform. &nbsp;They key is to be organised, consistent in approach, but flexible enough to be a supportive colleague, inspirational leader and true sales professional.
If you are looking for opportunities within Retail Area or Regional Management, or maybe you are a store manager asking &ldquo;How do I become a Retail Area Manager&rdquo;, then feel free to get in contact with us here at C2 Retail Recruitment and we will be happy to offer support and guidance.&nbsp;
As one of the leading<a href="https://c2-recruitment.co.uk/" target="_blank" rel="noopener"> Retail Recruitment</a> Consultancies in the UK, not only do we have expert consultants with first-hand retail industry experience but we also work in partnership with some of the best and most exciting retail, hospitality and leisure clients in the market.&nbsp;
Take a look at just a handful of some of our valued clients.&nbsp;
Call us today on 01743 770280 or email us at <a href="mailto:enquiries@c2recruitment.com" target="_blank" rel="noopener">enquiries@c2recruitment.com</a> with your contact detail and we can arrange a confidential chat.

Top Tips for Retail Area Manager 

Video interviewing: what are the benefits?
Video interviews are becoming increasingly popular as part of the hiring process for many businesses. They are especially useful during the initial stages of screening candidates, saving valuable time and resources and streamlining your hiring process. Here is a look at some key reasons you should be using video interviews:
1. More efficient use of time.
When you&rsquo;re trying to bring candidates in for face-to-face interviews, you can end up going back and forth for days, or even weeks, trying to find a time that&rsquo;s convenient for everyone. This can lead to lots of wasted time.
Video interviews relieve much of the headache associated with this aspect of the hiring process, as it allows the candidate to answer questions when it&rsquo;s convenient for them. Then the hiring manager and their team can watch these responses and then decide who to meet face to face.
2. Compare Candidates.
After implementing video interviews into their hiring process, managers can take a look at their top performers and see if their video responses had anything in common.
What did they talk about when they gave their replies to similar questions? What was their body language like? Where did they choose to record their interview?
From there, they can look for commonalities that may help them choose strong candidates in the future. Being able to look back at particularly successful employees and compare that to the video screens of prospective candidates is a valuable and far more efficient performance tracking resource than old notes, compiled from the perspectives of many hiring personnel.
3. Get more insight before making big decisions.
Those tasked with hiring quickly become aware of the cost associated with doing so, particularly when you&rsquo;re working with long-distance talent. If you want to bring these professionals in for an interview, you may need to fly them in, pay for meals and hotel rooms. Businesses that utilise video interviewing technology eliminate the high price point often associated with early recruiting.
4. Invest time and effort into the best candidates.
When you&rsquo;re blocking out an hour for each and every potential new hire, your process becomes extremely time-consuming. This is especially true when a large majority of these people just don&rsquo;t have the qualifications necessary to be a good fit.
Instead of wasting your time talking to people who aren&rsquo;t even close to what you&rsquo;re looking for, use video interviewing software to quickly sort through and decide who&rsquo;s a yes, who&rsquo;s a no, and who&rsquo;s a maybe.
5. Enable after-hours interviewing.
Many job seekers struggle to find a new career opportunity when they&rsquo;re already employed because making time during the workday to head out on a job interview is a challenge, not to mention taboo. They may feel like they have to lie to their employer &mdash; faking illness, doctor appointments, or client meetings to get to an interview.&nbsp;
Video interviewing makes it much easier to pursue new jobs since the professional can record their responses after hours or on the weekends instead of having to take time away from their current employment to have a discussion about future work.
C2 Recruitment Launch Talent-View Technology
C2 Retail, Hospitality and Leisure Recruitment are proud to announce we have just launched our premium Video Interviewing Selection Tool to clients that work with us on an exclusive basis. C2 Talent-View technology saves you considerable time by showcasing the very best candidates in the Retail, Hospitality and Leisure market.
Shortlisted candidates will be asked the 3-5 questions most important to you and then their responses will be sent to you in the form of a video interview along with their CV. This leaves you to select the candidates you would like to meet face to face, effectively skipping a stage in your interview process.
Talent-View Benefits include:
<ul>
<li>Reduced time to hire</li>
<li>Spend less time interviewing candidates that aren't right</li>
<li>Better insight into candidates personality and culture fit&nbsp;</li>
<li>Only interview candidates face to face who are right for the job</li>
<li>Better quality candidates at the first stage face to face interview</li>
<li>View shortlisted candidates by 'one click' of a simple link via your PC, tablet or mobile&nbsp;</li>
<li>Identify 'ideal' candidates earlier to prevent losing them to competitors</li>
<li>Improve staff retention within your company</li>
<li>No additional cost!</li>
</ul>
Key stats:
<ul>
<li>70% of candidates that take a video interview get placed!</li>
<li>19 days is the average time saved during the process!</li>
<li>98% of clients said viewing a video shortlist was their preferred way of reviewing candidates!</li>
</ul>
To find out more about our premium "Talent-View" Candidate Selection Tool and how you can streamline your hiring processes, please call 01743 770280 and speak to our Retail, Hospitality or Leisure team today.

Video Interviews 

​As the retail, hospitality and leisure industries leave the crisis management stage of the pandemic and into the &lsquo;recovery&rsquo; stage, it&rsquo;s time to start thinking about your team.
Many H.R. managers and business owners fall into the trap of thinking that they &lsquo;can&rsquo;t afford&rsquo; to <a href="https://c2-recruitment.co.uk/" target="_blank" rel="noopener">hire right now</a>. Today we&rsquo;re looking at why this doesn&rsquo;t have to be the case.
Understandably, businesses think that halting recruitment is an &lsquo;easy&rsquo; way to save money, but in reality, this can be one of the most harmful decisions a business leader can make.
If you are struggling with your post-pandemic team as the realities of furlough start to become clear, you might have team members leave, and skills gaps due to a changed team or critical management roles vacant.
What can you do when your team is lacking in certain areas, but you feel as though you haven&rsquo;t got a budget for recruitment? Today we look at the importance of the priceless strategy of building value in your retail, hospitality or leisure team.
​Cost Versus Value Versus Investment in Building Your Team
Understanding the difference between cost, value and investment will boost your profitability.
All too often, teams struggle with missing members, or with the wrong employee in place, which will be harmful to the business in the long run.
Especially in the retail and hospitality sector, when many managers tell me that all they seem to do is hire for the same roles over and over again &ndash; this is a sign that all is not well within the team.
The perceived cost of <a href="https://c2-recruitment.co.uk/news/benefits-of-a-specialist-recruiter-" target="_blank" rel="noopener">using a dedicated recruiter </a>is always balanced against the value that the quality of their hire will bring to your organisation and the time it takes.
Get your hiring right the first time, and you end up with a strong team in place, and more importantly, you aren&rsquo;t paying for the extra cost of recruiting the same roles time and again.
​The Importance of Having the Right Team in Place Now
Uncertainty can delay retail and hospitality organisations from hiring new employees at a time when they really need to.
The pandemic has caused a tale of two halves in the retail and hospitality sector.
While there are the stories of companies who are having to make cutbacks, many businesses are thriving.
Toy retailer The Works saw online sales more than triple during the lockdown, with yearly revenue rising by 3.5%. Pizza chain <a href="https://news.sky.com/story/coronavirus-dominos-delivers-5-000-more-new-jobs-after-virus-sales-boost-12071879" target="_blank" rel="noopener">Dominos recently announced</a> that they were creating 5,000 jobs in the U.K. and food retailer the Co-op&rsquo;s first-half profits have doubled as consumers have been shopping more locally.
So there are opportunities out there for retail and hospitality businesses, it&rsquo;s a case of being proactive in a challenging environment.
But unfortunately, there will also be businesses who don&rsquo;t do so well in the wake of Covid, and these will be the ones who stall on their recovery plan. The pandemic has caused a multitude of changes in retail and hospitality teams. Even individuals who planned on returning to their jobs after furlough, now appreciate their situations might have changed.
Six months is a long time in any industry and especially in the retail and hospitality sector anyway. Considering this is it time your organisation made some honest decisions about the state of your current team?
<ul>
<li>Have you had team members leave?</li>
<li>Are there now skills gaps where there wasn&rsquo;t before lockdown?</li>
<li>Have your business needs changed?</li>
</ul>
Now is the time to come back stronger from the pandemic, with a team in place to rival your competitors.
​Recruitment is a Time Drain for Overstretched Managers
There are many reasons why both the retail and hospitality sector use recruitment experts, and this really hasn&rsquo;t changed during the pandemic.
<ul>
<li>We save our clients time</li>
<li>We can access candidates they can&rsquo;t</li>
</ul>
Two simple reasons that I appreciate have a lot more detail in how time-saving works for hiring managers.
When it comes to time and recruitment, this will impact you in many ways. Running recruitment campaigns involves a lot of detailed tasks including research, evaluation, marketing, screening, logistics, understanding and influence.
Literally hours of work.
Though many people have been made redundant; don&rsquo;t assume that it will be easier to find the candidates you want yourself - it won&rsquo;t.
A business friend of mine decided he would give it a &lsquo;go&rsquo; to recruit for a specific role he had.
He received five hundred applications. He thought he could &lsquo;sift&rsquo; through them at night in front of the T.V. Not that practical when you don&rsquo;t get in until seven, and you are on Daddy and washing up duty.
Trying to find the &lsquo;needle&rsquo; in the haystack was a nightmare. Some people hadn&rsquo;t even attached their CV, others had thought they were applying for a completely different role.
Then trying to arrange the interviews added even more pressure into the system. Eventually, the penny dropped that his time was spent better in other areas of the business.
What he wanted was five or six good CV's to review, and then he could take two or three to the interview stage.
This is how recruiters save you time and money. Because they are experienced professionals, they will understand exactly what you are looking for and how to identify both the skill and culture fit that will work; saving you days of time.
​There Are Alternatives Available
You might have spoken to recruiters in the past who offered their services at a fixed price, with no room for discussion.
At C2, <a href="https://c2-recruitment.co.uk/about-us/" target="_blank" rel="noopener">we&rsquo;re different.</a>
We&rsquo;ve always been <a href="https://c2-recruitment.co.uk/our-services/" target="_blank" rel="noopener">flexible with our recruiting packages,</a> but we&rsquo;ve taken this to another level since Covid.
With over a decade of experience recruiting in this sector, we understand how hard it is for retail and hospitality companies right now.
We can offer:
<ul>
<li>flexible price packages to suit all of your recruitment needs,</li>
<li>including monthly payment plans and all with a,</li>
<li>money-back guarantee.</li>
</ul>
All to make you feel sure that the revenue you spend on recruiting is going towards the right cause &ndash; getting you the best team in place to weather the post-Covid storm.
​Next Steps?
If you want to speak to an expert about finding your next retail or hospitality employees; if you&rsquo;ve got vacancies, skills gaps or are planning for growth &ndash; we can help.
We&rsquo;re leading U.K. experts of recruiting for critical retail, hospitality and leisure roles and are operating a fully-flexible recruitment service so we can accommodate your staffing needs.
Call us today on 01743 770280 or <a href="https://c2-recruitment.co.uk/contact-us/" target="_blank" rel="noopener">click here to send us an email</a> with the details of your current staffing problem and we will get back to you.
​
Thanks,
Shane
About C2 Recruitment
Originally established in 2008, C2 Recruitment specialises within the Retail, Fashion, Hospitality and Leisure sectors.
Our consultants come from the industries they specialise in and are renowned for giving the very best possible recruitment service to our clients and candidates chosen fields.
The C2 team recruits on a national scale across all specialist areas of Retail, Fashion and Hospitality.
To find out how we can help you with a recruitment or career query in these fields, call us on 01743 770280 or <a href="https://c2-recruitment.co.uk/contact-us/" target="_blank" rel="noopener">contact us here</a>.

What Can Employers Do if They 'Can't Afford' to Use a Specialist Recruiter for Their New Hires?

In this article we look at the reasons why a candidate looking for a new job in retail should be using a specialist <a href="https://c2-recruitment.co.uk/" target="_blank" rel="noopener">retail recruitment agency</a>. Whatever stage you&rsquo;re at in your retail career, having the right people guiding you through your job search can make the difference between finding a new role and finding the right role.
If you&rsquo;re looking for a new<a href="https://c2-recruitment.co.uk/jobs/" target="_blank" rel="noopener"> job in retail</a>, it goes without saying that you should be looking to use an agency that specialises in retail recruitment. A <a href="https://c2-recruitment.co.uk/" target="_blank" rel="noopener">retail recruitment agency</a> will have built up good relationships with a lot of the top retail brands and will know the <a href="https://c2-recruitment.co.uk/sectors/retail/" target="_blank" rel="noopener">retail recruitment</a> process inside and out. They will also be able to give you careers advice if you need it and will be able to advise on the sort of <a href="https://www.payscale.com/research/UK/Industry=Retail/Salary" target="_blank" rel="noopener">salary</a> you can expect.
A retail recruitment consultant essentially acts as the middle-man between you and the recruiter, firstly sending in your CV and then, if the recruiter likes what they see, arranging an interview. The retail recruitment consultant will help you prepare for the interview and give you lots of tips and pointers. These might range from providing you with directions to advising you on what to wear on the day. You should then be able to walk into that interview feeling totally prepared, with everything in place to succeed.
8 reasons why it pays to use a retail recruitment agency when looking for the next step in your retail career
1.Firstly remember that Recruitment agencies are free of charge for candidates. Recruitment Agencies get paid by their clients, meaning that you&rsquo;re getting help for free!
2. A retail recruitment agency will give you access to jobs you might otherwise not find and will (with your agreement) put you forward for any relevant roles that come up.
3. Retail recruitment agencies will give you advice on your <a href="https://c2-recruitment.co.uk/news/retail-recruitment-tips-for-writing-a-great-retail-cv" target="_blank" rel="noopener">CV</a> and <a href="https://c2-recruitment.co.uk/news/retail-recruitment-guide-to-what-a-good-cover-letter-is-" target="_blank" rel="noopener">cover letter.</a>
4. Your retail recruitment consultant will give you expert interview coaching.
5. A recruitment agency will also give you constructive feedback from each interview and employer, which might not be something you&rsquo;d necessarily get if you went directly to the recruiter.
6. A good retail recruitment consultant will often know just how much a company is prepared to pay for the right candidate. This means you won&rsquo;t waste time applying for a role where the salary is lower than you&rsquo;re prepared to accept but you&rsquo;re hoping to be able to negotiate. On the other hand, it might make a job you weren&rsquo;t going to consider because of the lowish advertised salary suddenly become a viable option.
7. A recruitment agency can help with other salary negotiations. Where a salary range is advertised, you the candidate might feel a bit embarrassed asking the recruiter for the top of the range figure (and possibly having your request rejected) but a recruitment agency can negotiate on your behalf. They can even negotiate on the whole package on offer.&nbsp;
8. Once you&rsquo;ve secured the job, the role of your agency doesn&rsquo;t stop there. They&rsquo;ll handle all of the paperwork and other formalities, and liaise with your new employer to make sure everything is in place for your first day and beyond.
<a href="https://c2-recruitment.co.uk/" target="_blank" rel="noopener">C2 Recruitment</a> are celebrating 10 years success in Retail Recruitment this year. We are a boutique recruitment agency specialising in <a href="https://c2-recruitment.co.uk/sectors/retail/" target="_blank" rel="noopener">retail </a>and <a href="https://c2-recruitment.co.uk/sectors/hospitality-and-leisure/" target="_blank" rel="noopener">hospitality &amp; leisure </a>recruitment. &nbsp;All of our consultants have sector specific retail backgrounds. &nbsp;If you get in touch with us today you&rsquo;ll be assigned a consultant with direct experience in your sector &ndash; someone who really has walked in your shoes!&nbsp;
&nbsp;

Why Candidates Use a Retail Recruitment Agency 

Why it pays a business to use a Retail Recruitment Agency
Following on from our <a href="https://c2-recruitment.co.uk/news/why-candidates-use-a-retail-recruitment-agency-" target="_blank" rel="noopener">previous article</a> looking at the reasons why a candidate should be using a <a href="https://c2-recruitment.co.uk/" target="_blank" rel="noopener">retail recruitment agency</a>, this week we&rsquo;re focusing on the benefits a business can expect when using one.
1. Once an employer has created a vacancy and established the criteria for the role, recruitment agencies can set about finding suitable people for the position. The 'ideal candidate' is often the one who is not actively looking for a new job but would be open to one if the right opportunity presented itself. Each <a href="https://c2-recruitment.co.uk/consultants/" target="_blank" rel="noopener">recruitment consultant</a> will have strong networks and a clear idea of where to find these individuals. Your consultant will help you connect to people with a range of skills and experiences, many of whom would be off the radar of an in-house team or hiring manager.
2.&nbsp; A good retail recruitment agency will give candidates a real insight into your business &ndash; what it&rsquo;s like to work there, the benefits and a feel for the culture. The best recruitment agencies build good relationships with their clients and learn all about their specific requirements and goals as well as the types of people who would thrive there. This means a retail recruitment agency will be able to source talented people who are both capable of doing the job and a good fit for the business.
3. A retail recruitment agency can act as an extension to your own HR department and can be a great source of advice. &nbsp;Sometimes our consultants at <a href="https://c2-recruitment.co.uk/" target="_blank" rel="noopener">C2 Recruitment</a> are asked for advice not just on <a href="https://www.payscale.com/research/UK/Industry=Retail/Salary" target="_blank" rel="noopener">salaries within the retail sector</a>, but on other areas traditionally handled by HR such as what an offer letter should look like; what an acceptable holiday allowance would be; what additional benefits might bring their company in line with the best employers in their sector.
4. A recruitment agency will deliver candidates, not applications. Someone who responds to an advert or through an employer&rsquo;s website might not be a particularly good match for the role and a lot of time will then be spent filtering and assessing applications then communicating with applicants. Using a retail recruitment agency will mean that someone else does this work for you. You will just be presented with candidates who have been pre-selected to match both your company and the role and who are definitely worth considering and interviewing.
<a href="https://c2-recruitment.co.uk/" target="_blank" rel="noopener">C2 Recruitment</a> are celebrating 10 years success in Retail Recruitment this year. We are a boutique recruitment agency specialising in <a href="https://c2-recruitment.co.uk/sectors/retail/" target="_blank" rel="noopener">retail </a>and <a href="https://c2-recruitment.co.uk/sectors/hospitality-and-leisure/" target="_blank" rel="noopener">hospitality &amp; leisure </a>recruitment. &nbsp;All of our consultants have sector specific retail backgrounds. &nbsp;If you get in touch with us today you&rsquo;ll be assigned a consultant with direct experience in your sector &ndash; someone who really has walked in your shoes!&nbsp;
&nbsp;

Why Clients Use a Retail Recruitment Agency 

​2020 has been a year of fast, significant changes, particularly in the retail and hospitality sectors.
It was these sectors which have been the hardest hit by the pandemic restrictions; and hospitality has had to flex and adapt to changing restrictions on almost a weekly basis.
Unfortunately, this period of change is far from over &ndash; until we have a vaccine, hospitality and retail are constantly &lsquo;on-call&rsquo; waiting to see how the government&rsquo;s next set of changes will impact them &ndash; naturally, this is a nightmare scenario for employers.
The logical question is, how can you plan for such a continually shifting market?
What measures can you put in place to ensure that you have the best possible team in place at all times, but importantly, that you aren&rsquo;t spending money on recruiting staff that you might not need in a matter of weeks?
This is where Recruitment Process Outsourcing (RPO) comes into play. At C2 Recruitment, we have introduced this service to help employers in the exact situation I have just outlined.
It is a guaranteed way to get the maximum results from your recruitment budget, delivering exactly what you need when you need it. No overpaying for employees you don&rsquo;t need, no being left short-staffed during critical times &ndash; it&rsquo;s the perfect recruitment solution to the Covid problem.
Let&rsquo;s look at how using RPO will save your retail or hospitality business money while delivering the exact recruitment service you need during this time of flux.
RPO&rsquo;s &ndash; Explained
Recruitment has changed; Over the last decade, the offerings given by specialist recruiters like <a href="https://c2-recruitment.co.uk/news/looking-for-a-new-job-in-retail-" target="_blank" rel="noopener">C2 Recruitment</a> are more detailed, valuable and sophisticated than ever &ndash; and the pandemic has only fuelled this change.
In the last six months, we have moved away from a contingency model of Recruitment and into a more dynamic, value-driven service; the Recruitment Process Outsourcing service &ndash; why?
It&rsquo;s what our clients need right now, so naturally, it&rsquo;s where our focus has been.
Our RPO service allows clients to plan their budgets in advance, so they know precisely how much they will be spending &ndash; an essential business need right now.
The RPO allows Recruitment to become part of an ongoing budget, rather than repeatedly paying for the cost of Recruitment as and when it occurs - you can see why this is a popular choice for employers.
Would you rather -
<ul>
<li>When a vacancy arises, have to embark on the lengthy, time-consuming task of searching for a new employee or have to plan in advance when you know you will need extra staff, for example for the upcoming Christmas period, taking time away from your actual day job of making a success of your business.</li>
</ul>
OR
<ul>
<li>Have a continual arrangement with a dedicated professional recruitment company who specialise in retail and hospitality recruitment who will meet your staffing needs on a pre-arranged contract and cost &ndash; with no hassle.</li>
</ul>
Of course, it&rsquo;s the second option. And this is why so many clients are now using our RPO service for their Recruitment.
What Your Retail and Hospitality Business Needs Right Now
As a retail, hospitality, or leisure employer, right now is probably the most precarious time you have encountered.
What you want is an expert who can supply you with the essential building blocks that you need to ensure your business gets through the pandemic unscathed.
Working with an external recruiter on an RPO basis has one huge benefit &ndash; it means that you do not need to dedicate a high, fixed cost to an in-house recruitment department all year round. And in the current climate, we understand that looking to cut costs internally is at the forefront of many businesses&rsquo; minds.
Finally, let&rsquo;s look at the benefits of using C2&rsquo;s RPO service for your Recruitment over the coming months.
The Benefits of Working with an RPO Recruiter
Our clients love our RPO service &ndash; here are the benefits that you will enjoy when you use this service-
<ul>
<li>It allows you to plan your costs better &ndash; we offer 6- or 12-months agreements so that you plan ahead safe in the knowledge that your Recruitment is taken care of for this period.</li>
<li>It saves you significant costs associated with contingency recruitment.</li>
<li>Your recruitment partner can give more of a focus and an in-depth search as they are guaranteed revenue and working continually &ndash; it&rsquo;s a better working relationship all-round.</li>
<li>It allows you to hand over all your Recruitment to the agency, so you are free to focus on your day job &ndash; making a success of your business.</li>
<li>You get better coverage &ndash; there are no issues with holiday coverage that you normally experience when your staff are on holiday or off sick.</li>
<li>There is no need for you to pay for recruitment advertising or spend time looking at C.V.s or worrying who is applying for your roles and if they are qualified.</li>
<li>There is no issue with &lsquo;backouts&rsquo; that some retail and hospitality employers encounter when trying to recruit. C2 Recruitment continuously recruits, meaning that you, the client, never has to pay more for replacement staff.</li>
</ul>
All the benefits that we have outlined here are what has made our new RPO service so popular with clients during the Covid-age.
If you would like to know more about this service and how we can help your business specifically with your recruiting needs &ndash; get in touch with us today.
Call us on 01743 770280 or contact us hereto find out more about our Recruitment Process Outsourcing service.
About C2 Recruitment Originally established in 2008, C2 Recruitment specialises within the Retail, Fashion, Hospitality and Leisure sectors.
Our consultants come from the industries they specialise in and are renowned for giving the very best possible recruitment service to our clients and candidates chosen fields.
The C2 team recruits on a national scale across all specialist areas of Retail, Fashion and Hospitality.
To find out how we can help you with a recruitment or career query in these fields, call us on 01743 770280 or <a href="https://c2-recruitment.co.uk/contact-us/" target="_blank" rel="noopener">contact us here.</a>

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