Chomchanok A. H.’s Post

Job titles in the retail industry are getting a bit more complicated than they need to. For in-store leadership roles, it used to be the basics - department manager, assistant store manager, perhaps a co-manager, and then store manager. Now we're seeing store leader, store lead, coach, zone manager, area manager, executive team leader, team leader, and so on. There are probably many more I haven't remembered. Different job titles may be new and exciting, but they can also be misinterpreted on a resume. For example, say you're technically a store manager but your company calls you store leader. If you use "store leader" on your resume, it's possible the reader may see that and think you're a co-manager. Why? Well, last I checked Walmart used "store lead" as their official job title for co-managers, and "store leader" and "store lead" aren't all that different when someone is quickly skimming a resume. In most cases "area manager" refers to a store manager who simultaneously oversees other locations while continuing to manage their own store. However, I've come across a few companies where area managers are more like department managers, reporting up to assistant store managers and store managers. "Coach?" That could be anything, really. Virtually every leader coaches their team members in some regard, so to me it's a bit vague. The moral of the story? Use common job titles on your resume if you feel your actual title could be confusing (but don't misrepresent yourself or your job level). #retail #resumetips

Three Simple Rules For Making The Perfect Endcap Although I am no longer actively seeking full time employment I know that there are many retail employees out there who read these posts. So I am going to share with those of you out there who work in the retail field about three simple rules that I used over the years to make endcap displays that always made my bosses go WOW! Over my nearly 50 year career in retail I spent time working and running stocking teams for various retailers. One of the things I used to teach my employees when I was running stocking crews or teams were three simple rules that I would teach them: (1) If you have boxed merchandise start at the bottom and work your way up to the top of the end cap. (2) If you have peg hook merchandise start at the top and work your way down until the end cap is full. (3) If you have both peg hook and boxed merchandise - start at the bottom and work your way up. Set up the boxed merchandise first and then fill in the space at the top left over with the peg hook merchandise. Tip: When spacing out shelves wether on an end cap or in a run ALWAYS LEAVE A SPACE BETWEEN EACH SHELF THAT IS ABOUT TWO FINGERS WIDE. Why? Because if the shelves are too tight then customers will have a hard time removing the product from the shelf, and in many cases the package itself gets seriously damaged or even destroyed. Damaged/destroyed packages don't sell or may have to be marked down in order to move them so you want to limit the possibility for customers accidentally damaging or destroying packages while taking them off the shelf. Using the two finger trick limits the possibility for that happening. Tip # 2: New employees often set up end caps with one product on one shelf, another on the shelf above and so on. If you stripe the shelves by color or by different flavors following the rules above you will frequently create an end cap that catches the customer's eye and lead to increased sales. I hope that these simple rules will help those of you still out there working in the retail field either become better employees or a more effective manager/team leader. Good Luck! And for those of you who are relatively new to the retail field I hope these tips help you get better at your job!

The recruiting team at Superior Talent Source has been in your shoes and we understand the importance of the General Manager. Losing or not having a GM in your restaurant comes with significant risks and expenses: 💸 High Staff Turnover: Without a strong leader, turnover skyrockets, driving up hiring and training costs. 👎 Customer Dissatisfaction: Poor service and inconsistent quality due to lack of supervision leads to unhappy customers and lost business. ⚙️ Inefficient Operations: Without a GM, crucial areas like inventory, scheduling, and cost control can fall into chaos. 📉 Missed Growth Opportunities: A GM is key to driving sales and profitability strategies that can be overlooked in their absence. Replacing a GM could cost you $15k in just hard costs: training, salary, etc. The soft costs listed above could easily cost you an additional $10K per month! Don’t wait! Contact Superior Talent Source today. We have relationships with top tier GMs that may be your organization's next super star. Schedule an intro call here: https://lnkd.in/ezSbvNQs

I read this article on "Why Retail Leaders are Gritty AF" and had to share. So many of the skills that I use on a daily basis in my current role as an HR/People leader came from my early days in retail. As an HR leader and hiring manager, I often talk about the importance of transferable skills and experiences and not just a traditionally well known university or company. You want people at your company and on your team who have the skills, lived experiences, and the intrinsic motivation to want more for themselves and others around them. You might miss this if you are just looking for the "good looking resume" (I personally think resumes will be obsolete in the near future but that is a topic for another day 😂 ) During my time at Nordstrom I got the opportunity to run a business with a 50+ employees and 12 million in annual sales on my "little pad of carpet". I learned about KPI's, sales goals, sales generation, how to be a manager, the importance of service and taking care of customers, doing hard things on the daily, coming up with solutions when there seemed to be none, staffing to maximize profitability, hiring, changing plans based on new information, pivoting daily, and most importantly was introduced to the world of HR in which I now call home. Be open minded to where your talent comes from and your company will be better for it.

Job-seekers, I often talk about understanding your audience and respecting the knowledge they already have about the companies you've worked for and the types of positions you've held. That's important - otherwise you're wasting their time. So if you're a store manager, ask yourself - will the person reading your resume probably already know the basic elements of what you're responsible for? If so, don't waste time telling them that you're responsible for driving sales, ensuring a high level of customer satisfaction, hiring and training staff, controlling shrink, etc. It provides no value. Same goes if you're a district manager. Do you think the reader already understands that you conduct store visits, set targets, recruit leaders, develop succession plans, etc? If so, then leave that stuff out and tell them about your particular district, the challenges you faced, and the achievements you had. That will provide the reader with much more value. #retail #retailcareers #resumes

Attention Hiring Managers I want to advocate for my fellow retail managers! If you are on the lookout for exceptional talent to join your team, look no further than a retail manager. Retail managers aren't just skilled in managing stores; they are masters of fast learning, leadership, and delivering exceptional service. Their vast experience in leading teams and handling diverse challenges equips them to excel in any industry. Why hire a retail manager? - Fast Learners: They adapt quickly to new environments and technologies. - Exceptional Service: They've perfected the art of customer satisfaction. - Leadership Skills: They've led teams through thick and thin, ensuring top performance. - High Performance: They often outperform experienced candidates from traditional backgrounds. Hiring managers, take note, your next star employee might just be a retail manager! #RetailManagers #Hiring #Leadership #CustomerService #TopTalent

Exploring new opportunities in automotive leadership. As I seek a General Manager position, I want to share what I bring to the table. Here are some highlights from my experience: 🔑 Key Highlights from My Background: With extensive experience in sales leadership, financial management, and operational oversight, I am confident in my ability to drive success in any dealership environment. Here are a few key areas where I excel: Comprehensive Management: I’ve led all dealership departments and collaborated closely with the business manager to ensure financial accuracy and strategic growth. Team Building: My role in the recruitment process has allowed me to build strong, effective teams by personally conducting final interviews. Operational Efficiency: I work closely with the service manager to maintain technician productivity and directly address customer concerns alongside managers. Sales Leadership: As an expert in retail sales, I’m dedicated to creating lasting customer relationships and delivering exceptional service. I am eager to leverage my expertise in leadership, strategic planning, and operational excellence to contribute to a dealership's success. Let’s connect and discuss how my background aligns with your needs, please comment below or sent me a direct message. #AutomotiveLeadership #JobSearch #CareerOpportunities

🚀 Ready to Level Up Your Team? 🚀 Hey everyone! Just wanted to share some exciting news—we’ve helped place some amazing talent in key roles, and they're all set to take businesses to the next level. **Temp to Hire:** - Press Operators - Shipping and Receiving Manager - Warehouse Lead **Direct Placement:** - Managing Director - Director of Operations - Sales Manager These folks aren't just filling positions—they're bringing fresh energy and expertise to really make a difference. If you're an entrepreneur looking to add some rockstars to your team, whether it’s to streamline your logistics or take the helm in a leadership role, we’ve got your back. 🌟 Let’s Boost Your Business Together! 🌟 Interested in chatting about how we can help add some new talent to your crew? Shoot me a message, and let's make things happen! #Entrepreneurship #AudienceBuilding #PersonalBranding #Sales #Marketing #Leadership #HiringNow #BusinessGrowth #CareerOpportunities #JoinUs

Troy Harris wrapping up his recent brand #training session at #ColliersWood Currys plc. What does it take to be a #Regional #Retail #Trainer for RMG? Think you’ve got what it takes to whip retail teams into shape? Here’s the drill: *Master of Engagement – It’s not just about getting attention; it’s about keeping it! Trainers need to inspire and energise. If your energy is contagious, you're halfway there. *Retail Knowledge Guru – From understanding trends to tackling tough situations, you’ve got to know the ins and outs of the business. And let’s be real… if you're not living and breathing KPIs, are you even in retail? *Customisation Queen/King – Every store is unique, and so are their teams. You’ve got to tailor your approach like a perfectly fitted jacket. One size does NOT fit all! *Goal Getter – Results matter. At the end of the day, the success of your training is measured in sales performance. So, if you love turning potential into profit, this role’s got your name on it! *Resilience Rockstar – Retail is a rollercoaster, and so is training. It’s about patience, passion, and persistence. If you thrive on challenges, this is your stage to shine. Are you ready to lead, motivate, and elevate the next generation of retail pros? Check out our latest vacancies https://lnkd.in/dHymR7b #RetailTraining #LeadershipInAction #RetailExcellence #CareerElevator Credit Troy For the video

When I made the switch to sales a couple years back, I also stepped back into a front line manager role after a long time in senior leadership. I have said it before but I’ll say it again: front line management is one of THE most difficult, pressure-filled and often thankless jobs in a company, and doubly so when it’s a tough economy. You’re accountable for a lot without the authority to drive a lot of decisions strategically. Your power lies in your ability to build and wield influence versus signing off on anything yourself. You have to execute on tactics relentlessly and you’re expected to bring to life lots of processes, systems and mandates that you didn’t create but the business expects you to deliver whether they’re the “right” ones or not. And if they don’t work, you’re the first person who needs to answer for it. You need to know the absolute minute details of your business while also understanding the macro forces that drive or hinder your success and you need to be able to speak to both articulately. Often spontaneously. You’re in the trenches with your team, putting out fires, navigating complex interpersonal and organizational dynamics, being their advocate and voice, but then seamlessly being able to pivot to work with executive leadership to shape direction and provide the business intelligence that they use to decide where to invest (or not). The shift for me hasn’t been without its challenges but it reminds me very much how critical front-line managers are to the success of a business and how they often don’t get the appreciation or recognition for the job they’re doing. I’m impressed daily with my peers, from first-time managers showing strong leadership skills to long-time veterans who somehow manage to make it look easy and fun even when it is decidedly not. So this is my long shoutout to my fellow managers today. The corporate world loves to trash talk “management” but I’m here to celebrate the hell out of you (us!) and your work. Your job is hard AF. I see you, I appreciate you, I learn from you all the time, and I’m grateful that stepping back into this role is making me sharper, better, and more driven to leave my team and business better than I found them. Great managers are the lifeblood of a successful business. I hope to be one of them, and I know I’m lucky to learn from some of the best in the biz. ❤️✨