Retail Recruitment - Talent International · 2016-03-29 · Case Study bathstore Established in: 1988 Colleagues: 750 ... After an initial cup of coffee with the Group HR Director,

Retail Recruitment

© Talent International Limited 2016 www.talentinternational.com +44 (0) 117 332 0812 1

“Richard Earl and his team at Talent International are constantly innovating and creating opportunity within the Technology sector.”Sir Richard Branson, October 2015

Welcome to Talent InternationalTalent International (Talent) is a progressive and innovative global IT Recruitment and Technology Services specialist. For over 20 years we’ve been supplying thousands of contract and permanent technology professionals across all aspects of the IT, Telco, Government, Utilities, Healthcare, Education and Digital sectors.

With offices throughout the UK, Australia, New Zealand and Asia our revenue exceeds £200 million per annum and we are continuing to experience outstanding growth and recognition.

Recognition which has led to us gaining some well-known advocates...



Retail SpecialistsAs part of a leading global Recruitment Agency, Talent Retail works within a number of retail sub-sectors including Fashion, DIY, Homewares/Furniture, Convenience, Food, Jewellery, Sportswear, Online, Health & Beauty, Storage, Luxury and many more. From global chains to high street boutiques, Talent Retail has a wealth of recruitment experience recruiting at all levels.

The Talent Retail team is split into clear and well defined sub-teams made up of experienced recruiters, many of whom have client side retail experience. Our divisions include:

Director / Heads OffBuyingMerchandising & Supply ChainICTEcommerce & DigitalHead OfficeHunter Charles – a specialist in Microsoft Dynamics

The success of the Retail team is the product of a number of factors but underpinning this success are our company values.

Team Work – Always help a matePassion - Give everything, every timeIntegrity – Talk straight and deliverContinuous Improvement - Last week was good, can next week be better?

Supporting big brands

Retail Sectors we cover include:

General Retail including Supermarkets, DIY, Electrical and Banking

Fashion Retail including Value through to Luxury

Specialist including Buying and Merchandising

Head Office

We recruit at all levels from Buyers / Merchandisers up to Executive / Director Roles – for over 20 years Talent can show the scope of our success from;

Buyers / Senior Buyers / Head of Buying

Merchandisers / Senior Merchandisers / Head of Merchandisers

Ecommerce Director / Marketing Director / PR Director / Managing Director


Case Study

bathstore

Established in: 1988Colleagues: 750

Head Office: Watford

Length of Partnership: 2 years

Aboutbathstore is the UK's leading specialist bathroom retailer with 173 stores nationwide.

bathstore operates a supply chain which sources bathroom related product from the UK, Europe and the Far East. This consists of approximately 60 manufacturers.

After an initial cup of coffee with the Group HR Director, Talent has become one of bathstore’s leading recruitment partners.

Over the two years that we have worked together we have met with all of the management team and have been on numerous store visits. Today, I truly believe that I understand what makes a great bathstore colleague.

We recruit for the business right across the employment spectrum. We have established strong service level agreements enabling Talent to quickly secure the best candidates on the market. By working with Talent on an exclusive basis, bathstore were also able to make a significant reduction in their recruitment costs.

Outside of recruitment, Talent are proud to support the fine work that the bathstore teams do to support good causes including their annual raffle which has raised over £5,000 for bathstore nominated charities’.

What bathstore think...

“Lewis has been a great liaison between Talent and bathstore and has understood our needs perfectly. We’ve made a number of successful placements with Lewis and look forward to working with him throughout this year.”

Typical Job Roles

Merchandising Planner Regional Manager

Web Analyst Head of Marketing

Soft Furnishing Buyer Head of Ecommerce

Installation Manager © Talent International Limited 2016 www.talentinternational.com +44 (0) 117 332 0812 3

Retail Salary Guide Bespoke to your needs

The salary figures for 2015 are based on a number of sources, most notably the permanent placements our recruiting professionals make each year. Our experts interact with hiring managers and candidates daily, which gives us unique real-world insight into the latest salary and benefits trends.

The projected salaries for each position reflect starting pay and an upper limit (this would represent individuals with a minimum of 5 years plus experience). Bonuses and other forms of remuneration, such as pension scheme and long-term incentives, are not taken into account. Since professionals joining a company may enter at a variety of experience levels, we report salaries in ranges.

The ranges represent national averages and can be adjusted for your region by using the local variance index immediately following each set of salary tables.

We recognise that salary ranges may vary by industry sector (fashion / home / electronics / gaming) and are influenced by hard-to-find skill sets. Please speak with one of our consultants to discuss specific factors affecting your sector.

Other sources include:

Market observations from Talent International consultants working with senior executives, hiring managers and candidates, giving our consultants unique insights into remuneration trends

Independent research we conduct regularly among human resources directors, chief financial officers, senior financial services executives and chief technology officers

Information from HM Revenue & Customs and the Office for National Statistics



Job Profile Entry Upper Limit Average Trainee Buyer £20,000 £25,000 (£22,500) Trainee Merchandising £20,000 £25,000 (£22,500) Assistant Buyer £27,000 £32,500 (£29,750) Assistant Merchandising £27,000 £32,500 (£29,750) Buyer £32,500 £52,500 (£42,500) Merchandising £32,500 £52,500 (£42,500) Senior Buyer £57,500 £77,500 (67,500) Senior Merchandising £57,500 £77,500 (67,500) Head of Buying £85,000 £112,000 (£98,500) Head of Merchandising £85,000 £112,000 (£98,500)

Job Profile Entry Upper Limit Average Support Manager £39,500 £51,250 (£45,375) Systems/Virtualization Engineer

£38,750 £50,750 (£89,500)

Systems Administrator £21,250 £37,750 (£59,000) Desktop, First/Second Line Support

£21,250 £28,500 (£24,875)

Applications/Production Support Manager

£62,500 £77,250 (£69,875)

Senior Applications/Production Support

£39,500 £58,500 (£49,000)

Applications/Production Support Analyst

£31,250 £41,500 (£36,375)

Information Security Manager

£63,250 £97,500 (£80,375)

Information Security Officer

£47,750 £68,250 (£58,000)

Security Network Engineer

£33,500 £52,500 (£43,000)

Senior IT Auditor £54,750 £75,500 (£65,125) IT Auditor £45,500 £65,750 (£55,625) Mobile Applications Developer

£32,500 £61,500 (£47,000)

Senior Web Developer £51,750 £66,750 (£59,250) Web Developer £36,500 £55,000 (£45,750) Web Administrator £25,750 £42,750 (£34,250) Web Designer £27,500 £47,250 (£37,375)

Buyer/Merchandising

Technical


This section is supported by data from HM Revenue & Customs, the Office for National Statistics, our local offices and ongoing surveys of senior executives. National starting salaries can be localised to your market using the variance index numbers below.

The index figures serve as a guide to determining average starting salaries. Factors such as company size, employee benefits, the candidate’s skills and current market conditions can affect actual starting salaries.

Follow the steps below to calculate the approximate salary range for a specific position in your area.

UK 100% Scotland 98.4% North East England 90.0% North West England 92.9% Yorkshire 91.9% East Midlands 91.8% West Midlands 92.8% East of England 97.9% London 129% South East England 106% South West England 92.3% Wales 89.5%

Should you require full market salary bench marking Talent International would be delighted to support you with accurate and current real-time data.

Customising salaries for local markets


Focus on Delivery

Talent utilises the latest technology to assist its consultants to find the very best candidates available. As well as subscribing to all the key job boards we use an aggregator (Daxtra) to search all engines at one time.

Talent are among the very few recruitment companies to provide every consultant a LinkedIn Recruiter Licence across the globe. We have further invested in our consultants by providing LinkedIn training for all employees – every consultant will complete the LinkedIn Certification which recognises Talent as the largest privately owned Recruitment Company in the world with Certified LinkedIn users.

Talent Pool Attraction and Management

Core data parsing layer and analytics

Core CRM and integrated workflow

Research and Talent pool sources



Selection Methodology

Talent recognises that there are a number of key factors involved in the process of ensuring the highest quality of candidates are presented to clients. Our proven process for engaging high calibre candidates involves developing:

A comprehensive understanding of the current marketplace and the impact this may have on candidate sourcing (e.g. economic indicators and market segmentation)

A detailed understanding of the client (e.g. history, organisation structure and culture)

A thorough understanding of the role and responsibilities (e.g. reporting lines, role status)

A relevant talent attraction strategy

A proven and thorough candidate screening process

Fully briefed and informed candidates (e.g. detailed understanding of the role / opportunity)

Upon receipt of the job specification, the Account Manager will firstly confirm his understanding of the role and the ideal candidate with the client before developing a targeted sourcing strategy to attract candidates from the correct segment of the market with the right company cultural fit.

The Talent team will then match all candidates’ CVs to the role, using agreed selection criteria. Suitable candidates will be telephone screened against the agreed selection criteria.

The Talent team will then review the CVs to create a ranked long-list of candidates who most closely fit the agreed selection criteria and the culture of the organisation.

These candidates will be selected for further consideration and invited to an interview. Candidates are asked to bring required documentation with them to the interview, to verify their achievements and to start to build required information for the pre-screen / background checking process. The interview process, our candidate 10 point check (opposite), then allows us to thoroughly screen all long-listed candidates against 10 key criteria.



The candidate 10 point check allows us to evaluate the quality of candidates against the following criteria:

1. Motive for application 6. Salary expectations2. Skills assessment 7. Suitability to selection criteria3. Work history 8. Cultural fit to prospective client4. Professional/academic qualifications 9. Presentation and appearance5. Career expectations/ambition 10. Personality assessment

Candidates are scored out of 10 in each of these categories and must reach an overall score of at least 70 to be considered for shortlisting. A score of less than 6 in any category will automatically eliminate the candidate unless there are special circumstances. On occasions where skills are scarce and highly sought, candidates will be represented to the client with any areas of concern clearly.

As an additional service, Talent is also able to administer any technical or psychometric testing as required and conduct reference checks.

At times the 10 point check interview processes naturally produces a shortlist. However, on occasion a number of candidates may score highly in the 10 point check and we then use a number of techniques to select a shortlist of between 3-5 candidates to present to the client. These include:

Gathering and assessing feedback from referencesGreater scrutiny of results of the 10 point check, paying particular attention to desired skills, attributes and cultural fit of the candidate to the client organisationAssessing results of behavioural interviewing techniquesEvaluating results of technical and psychometric testing (if performed)

The final selection process therefore involves an analysis of all stages of the screening process, from the interview through to reference checking and testing. Any weighting requested or proposed by the client will also be factored into this final selection process.

10 point checklist



RecommendationsTalent are highly personable and professional recruiters with excellent and timely communication skills. In my experience, they take time to fully understand the role and company for which they are recruiting. They then invest more time speaking and listening to potential candidates to ensure that they are matching not just skills to the job role, but also personal traits to the company culture and the behaviours required. Talent really are a pleasure to work with.

New Look

I have worked with Talent on several occasions; they are a thorough and thoughtful recruitment specialist. They take the time to understand what the companies and applicants are looking for over and above the job spec. They are always personable, open and fully engaged, whether speaking to them in person, on the phone or via email.

I would have no hesitation in recommending Talent as an excellent recruiter.

EE

For the roles I have been trying to fill over the last month, Talent have consistently provided higher quality candidates than the other agencies I've been working with.

Matches Fashion


Our sister brand Hunter Charles is a global leader in the supply of Microsoft Dynamics professionals. They partner with clients around the world and have access to over 18,000 suitably qualified candidates covering the CRM, AX and NAV products.

Worldwide Microsoft Dynamics Recruitment

The projects they support range from fully managed teams, supported by our own Project Management or PMO through to the provision of teams or individuals. They have supplied teams globally on complex roll-outs to both end clients and implementation partners across the retail sector. As an organisation Hunter Charles were responsible for the AX roll out within Marc Jacobs & Ted Baker – placing both permanent and interim individuals into the project delivery team.

Retail clients include: Ted Baker, Charles Twyritt, Crew Clothing, Marc Jacobs, Fortnum & Mason, Liberty, The White Company

For further information visit www.huntercharles.com

Contact us

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Talent InternationalVintner’s Place68 Upper Thames StreetLondonEC4 3BJt +44 (0) 203 002 5500

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Talent InternationalCenturion HouseDeansgateManchesterM3 3WRt +44 (0) 161 667 6750

Talent International1st Floor26 Baldwin StreetBristolBS8 1QUt +44 (0) 117 332 0818

ONLINEe [email protected] talentinternational.com

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Documents

Retail Recruitment - Talent International · 2016-03-29 · Case Study bathstore Established in: 1988 Colleagues: 750 ... After an initial cup of coffee with the Group HR Director,