Central Garden & Pet’s Post

86% of job seekers are not showing up to interviews in 2024 according an article on Indeed. 98% of Gen Z's are treating employers like bad dates- ghosting them on the interview and 87% not showing up to their first day of work according an article by Yahoo Finance in the UK. I saw a post today from a Store Manager of a retail brand that had 3 no shows for the interviews. This happens a lot in retail for various reasons. Not quick enough getting back with candidates, so they lose interest, the pay is not competitive due to inflation and cost of living, or competition snatched them up quicker than you. The real issue which is not being solved is what this does to the team, business, and morale of the SM/team in the meantime. The SM has wasted all this time to set up interviews, carved out time for them etc, but they are already short staffed and need to be on the floor to drive the business with their teams. Then the teams are frustrated, overworked, and the client experience damaged. Retail leaders and teams need support quickly and can't continue to go through this vicious cycle. Reflex allows you to get the talent you need in for all your open roles, immediate needs and more. You need the coverage to keep the morale high, customers happy and complete tasks when roles are open. Leveraging Reflex during these times is just another great use case for solving these labor pain points in retail. You can still hire the permanent keyholder or FT sales, but you need associates to leverage during this process to make better hiring decisions and support the business. #reflex #retail #retailnews #leaders #retailleaders #retailworkers #retailindustry #coverage #smart #retailing

Elevate Your Hiring Strategy Today! Are you ready to optimise your hiring process? Explore job descriptions that are efficient, impactful, and attention-grabbing, all while reducing your workload. We offer a selection of over 250 readily available job description templates, all ready for immediate use! Don't miss our EXCLUSIVE SALE on Retail Job Descriptions: 🔗 https://bit.ly/4b18PT4 🎉 How It Works: 🔵 Browse our assortment of job description templates. 🔵 Select the one that best suits your job opening. 🔵 Personalise it with your company details and specific requirements. 🔵 Publish it and start attracting top-tier candidates! Don't let this opportunity pass you by for enhancing your recruitment strategy. Get ready to attract the best talent your industry has to offer! 🌐💼

Recruiting can be time-consuming and inefficient when it's not your primary job!!! The draining process of: 💤 Writing advertisements 💤 Sifting through CVs 💤 Scheduling interviews Dealing with counteroffers can be draining both time-wise and financially. Our specialised recruiters have the expertise and resources to streamline the hiring process, saving you time, money, and allowing you to focus on your core responsibilities. There is no need for you to be behind on job responsibilities getting tied in to finding staff who match exactly what you're looking for in employees... especially when that's we are doing here at KPI Recruiting Ltd every day👀👀 We have access to the best candidates up and down the country - Why wouldn't you want to come to us❓ I currently have multiple roles available, a few of those being: 💥 Store Manager - Stow-on-the-Wold 💥 Assistant store manager - Cirencester 💥 Store Manager - Solihull ... and plenty more!!! Give us a call on 01782 712230 to find out about our expertise and how we can help you as a business or candidate 😋

We’ve successfully filled the last 9 roles that we’ve been given 🔥 Most agencies work on the basis they’ll fill between 25% and 33% of roles they work But this means a lot of wasted time and often letting clients down ❌ I think we’re pretty good at what we do but it’s down to more than this → We work with fewer clients → We can dedicate more time to each client → We only work with clients on an exclusive or retained basis We don’t work with clients who: - Want to engage with multiple agencies - Don’t treat the hiring process seriously - Have more than 3 interview stages It means that > We have happier clients > Our candidates don’t just feel like a number > We don’t waste time working roles that we won’t fill With more interviews next week I’m hoping this number continues to grow 🤞 Have a fab Friday and weekend 🥂

Why should you work with a Recruiter? If you're a candidate, it means you have a direct line to the hiring manager. If you're a business, it means you have access to pipline of professionals who aren't actively applying to jobs. Send me your resume, drop me a message, and let me know how I can help!

"𝘐'𝘷𝘦 𝘪𝘯𝘵𝘦𝘳𝘷𝘪𝘦𝘸𝘦𝘥 18 𝘤𝘢𝘯𝘥𝘪𝘥𝘢𝘵𝘦𝘴, 𝘯𝘰𝘯𝘦 𝘴𝘦𝘦𝘮 𝘵𝘰 𝘣𝘦 𝘵𝘩𝘦 𝘳𝘪𝘨𝘩𝘵 𝘧𝘪𝘵" VP of Sales - frustrated with the hiring process If you've interviewed 18 candidates without extending an offer… 🪞 It might be time to take a look at yourself 🔍 The perfect candidate is a rare find If someone: • Understands the role • Demonstrates enthusiasm • Possesses the necessary skills Consider giving them a chance I often see the same job postings being circulated repeatedly, remaining unfilled for months Instead of: 🐌 Hiring slowly How about: 💡 Hire for attitude, train for skill Who gave you a chance when you needed it? #SalesRecruitment #HiringProcess #TalentAcquisition #TTRecruitment

Hiring Manager: I love this candidate but would like to see a few more to compare. Recruiter: I suggest we move forward with an offer, the candidate is entertaining other opportunities as well. Hiring Manager: Thanks, but I still want to interview additional candidates. Two weeks later... Hiring Manager: Let's make an offer to that candidate. Recruiter: Sorry, that candidate is off the market. I suggested you proceed with an offer but you didn't take my advice. Hiring Manager: Damn, I should have listened to you as this was the best candidate I interviewed. Now we're back to square one and I urgently need to fill my position. It's going to take weeks, if not months. Lesson Learned: If you like a candidate, don't dilly dally around. Extend the offer.

HRs, how important is candidate experience and feedback after interviews? We have Kaimal Vinoo Director – Head Talent Acquisition at Sapiens discusses this, and how Sapiens, like the #Big4, focus more on branding and candidate experience during recruitment to ensure they hire the right person for the job. With companies like Google, Amazon, Walmart, etc., targeting the same talent market, what practices can you employ to ensure YOU get the cream of the crop? Key takeaways: ▶️ A well-scripted job description is vital! ▶️ Customising screening tests boosts your Hit Rate. ▶️ Streamlining recruitment process reduces hiring time. ▶️ Position your company as a “destination to be” for a particular role to attract a strong candidate pool! For more industry insider tips and insights, listen to the entire conversation here: https://hubs.li/Q02S7FNj0

Hello LinkedIn and happy Monday! As anyone that works in #recruitment will know, we live in a world where we are occasionally (for the most part) chasing our tails! We question ourselves constantly; will this job advert work? Will the candidate show up for their interview? Will my new starter show up on my first day?? Let alone the constant improvement projects we work on, especially in-house, where we ask ourselves "am I doing the right thing here". We are the specialists and its our job to be "all seeing and all knowing". But as we know, that isn't always the case. I am really keen to create a working group with some of my peers, especially those that work across #Retail, #WarehouseOperations and #Logistics. Although all are welcome! This group will be an opportunity for us to discuss challenges, successes, share advice and words of warning. This may seem a little strange, as if you join, you will likely be speaking to someone that works for a "competitor". However, we all know the impact this job can have on us, and I am happy to hold my hand up and say I could use some help from time to time! If this is something you might be interested in, please drop me a message. It would be great to chat!

How does 15+ hours of your time back sound??? We save the average hiring manager AT LEAST 15 hours when helping them hire a single candidate. Here's the breakdown: Keep in mind, these are the minimums.... ⌚ 6 hours sourcing (finding candidates) ⌚ 5 hours screening interested candidates ⌚ 1 hour scheduling interviews and sending confirmations ⌚ 2 hours on prep and debriefs with candidates ⌚ 1 hour on offer negotiation and discussions These are all crucial parts of the hiring process that demand expertise, especially in a competitive market like commercial laundry. So, it’s not just about what you could do with an extra 15 hours. It’s also about what you lose if those 15+ hours lead to a bad hire. ✅ Request a free talent needs analysis from Linen Recruiter: https://lnkd.in/g3wVDmE9 #Recruiting #TimeSavings #LaundryHiring #HiringProcess #Efficiency #RecruitmentExpert #LinenRecruiter