You would like to work in retail but don’t know how to go about it: where to apply, how to approach the recruiters, or how to get an interview. The following overview of the recruiting process will give you a better idea of what is involved in applying for a retail job.
HOW TO APPROACH COMPANIES
First of all, you should check out the corporate Web site of companies you are interested in, not just to know them better, but also to scope out their career opportunities. Éric Méthot, RONA Senior Manager, People and Culture department, advises consulting these sites daily, since postings are regularly updated. Your CV will be stored in a CV bank and your profile will come up when employers do a search for matching profiles.
Don’t forget to make walk-in applications too, which can be effective, especially for smaller chains. In short, pound the pavement by applying in person, and giving your CV directly to the person in charge.
Specialized recruiting (niche) boards are more targeted toward the type of job you’re looking for than general job boards. You can apply online and even register to receive job offers matching your profile by e-mail.
ON THE CORPORATE SIDE
How do retail companies go about recruiting? Of course, each store is free to recruit as it sees fit, but most follow the traditional way:
Companies first of all check out their pool of applications, essentially comprised of unsolicited applications. They may also post the job internally, solicit their contact network or attend job fairs. If these initial efforts fail, they generally run an ad on an online job board, their own site, the papers or in flyers.
Then comes the CV collection step, in which all the CVs received online and by mail are gathered together, analyzed and sorted by recruiters. Promising applications are put aside at this step, and the people contacted for a phone and then an in-person interview.
WHAT RECRUITERS ARE LOOKING FOR
Your personality and motivation play a big role in the choices of retail recruiters. Many candidates will get an interview, and some will even have the same professional profile, but your way of expressing yourself, your temperament, enthusiasm, and personal touch will make a difference. Clearly show your interest: why does this company in particular appeal to you? What added value do you have for the company and its customers?
RONA’s Éric Méthot affirms, “What’s most important to us is the candidate’s profile, what sets that person apart from others—his or her values, and character. If we hire the candidate, he or she will contribute to the company’s distinctive image.”
Professional experience in a similar retail job will of course be a significant asset. But if you don’t have any experience or are coming from another field, don’t get discouraged—retail recruiters often give motivated juniors a chance.
Prior related training is not necessarily required, as many stores provide their own internal training.