Rhonda Richards’ Post

Working in retail (during HS, undergrad, and after grad school) taught me a number of lessons I still lean on today. I’m also drawn to job candidates that have worked at some point in fast paced customer service jobs like restaurants or retail because they’ve had everything thrown at them - sometimes literally 🍝 Biggest takeaways from my time on the sales floor at Old Navy, The Gap, Pier 1, and J. Crew include: 🧘🏻♀️ Don’t take it home, sometimes a job is just a job (fortunately I love my current one at Cushman & Wakefield) 🤬 When people react in a less than delightful way it’s a reflection of them, it’s not about you 🥰 Customers can tell when you really care, provide customer service in a way that’s genuine 🏁 Know where to draw professional boundaries - the customer is not always right, especially in situations that are disrespectful or degrading 😁 Keep it kind, you never know how much your kindness impacted another person’s day 😑 Learn to keep your emotions in check, have them, but don’t let them dictate your reaction 🚗 Go that extra mile, even when it’s hard. It’s usually always appreciated, if not you know you did your best 💰 Hustle, keep a growth mindset, believe in yourself! I worked so hard for that 0.50% commission at J. Crew - added a mere $2/hr to my paycheck but I still tried. I’m still decent at “air folding” and “speed hanging”. I don’t miss the denim walls! Yes, I was dressed as a 🎯 Target basket this weekend. #safeforworkhalloween #womenincre #cushwake #lessonsfromretail #keeplearning #target #EQ #growingleaders #firstjobs

Would you take a step down to advance your career? Walmart Chief People Officer Donna Morris did just that and it led her to where she is today. “In the short run, don’t be as fixated with title,” she says. Instead, she encourages ambitious professionals to ask themselves, “What skills, what development, what growth am I going to have?” Even if your long-term career goals include an executive title, there are other considerations, like the size of the company, that come into play when planning your next move. Would you take a step down to advance your career? Comment below. See more actionable advice on getting hired and excelling in your career from Donna Morris on Thursday, September 12, during an exclusive conversation for Premium subscribers. Register by clicking ‘Attend’ here: https://bit.ly/4dVJfzo

Would you take a step down to advance your career? This is a question of long-term vs. short term thinking. A mark of great leadership is looking at the long-term gain of short term pain. I say yes, take a step down to advance your career. And if you are switching careers, it goes without saying, you must take one step back to take two steps forward.

As a HR professional , I often encounter discussions around job titles and their significance. While titles can certainly hold value, it’s essential to recognize that they can vary widely across industries and organizations. What truly matters is the journey of career development and the responsibilities we take on along the way. Focus on gaining experience, developing skills, and taking on new challenges. The right position title will follow when you invest in your growth! #CareerDevelopment #HRInsights #GrowthMindset #leadership #Humanresources

Today, I had the pleasure of onboarding a new team member—someone I’m genuinely excited to work with and have high hopes for. However, I heard a recurring question from several colleagues: “They don’t have any retail experience. Why are you so confident in them?” My answer? Work ethic. I can train someone to run a register, serve customers, sell our loyalty programs, down-stack a truck, stock shelves, understand our metrics, and every other nuance of our jobs. But what I can not train is the drive to succeed and the attitude they bring to work every day. When I hire, I’m not just looking for a resume packed with years of retail experience. I’m looking for someone with the determination to show up and give their best effort. That’s what truly matters. If we only look for “relevant experience,” we may miss out on some valuable assets to our teams. #Leadership #Hiring #WorkEthic #Retail #GrowthMindset #CVSHealth

Check out these stories of two professionals whose first jobs were in retail. You’ll see why your retail experience can help you land your next job. 👇 #FidelityAssociate #CareerCompass

People compare job titles as though they're a standardized currency when the reality is that their representation is about as accurate as star signs... 💫 In March 2021, Elon Musk even changed his official job title to 'Technoking of Tesla' saying, “I’m legally ‘Technoking. I just did that as kind of, like, a joke — just to show that these titles don’t mean a lot.” Extreme example I know, but its important to remember that whether you're applying for jobs or interviewing candidates, job titles are not apples-to-apples. 🍎 🍏 - If the job title starts with 'junior, senior or lead' find out how many other people in the team have that title and who sits above and below them? And what is the difference in expectations and day to day duties? - If its an engineering role ask what proportion of your time will be troubleshooting and bug fixing rather than designing and writing new code? - If it is a management role find out how big the team size is, how many layers of management there are and what job title you will be directly reporting into? - If its a leadership role who actually has the final say on the budget and strategy? And of course, if it sounds like a made-up job title or two different jobs combined in one then it probably is... 🕵♂️ #JobSeekers #Hiring #Staffing #Recruitment #JobTitles

No candidate is ever a perfect match for a #job, and that’s okay. When companies look for new hires, they often hope to find someone who ticks every box on the job description. But in reality, most people might meet some requirements while lacking in others. What's important is recognizing potential and giving people the #chance to #grow into the role. Take the example of Howard Schultz, who was hired by Starbucks as the director of retail operations and #marketing in 1982. At the time, he didn’t have any experience running a coffee #business, and Starbucks was just a small #company. But the owners saw his passion and leadership potential. Schultz learned the ropes, and eventually, he transformed Starbucks into a global coffee #empire, proving that hiring for potential rather than perfection can lead to great #success. When you give someone a chance, you’re not just filling a position; you’re investing in a person who can #grow, #learn, and eventually excel. The skills that might be missing can often be learned, but qualities like drive, passion, and commitment can’t be taught. Over time, these #hires can become your best #employees, contributing in ways you may not have even imagined at first.

Ever wondered what it takes to build a career at an international retailer? Primark has more than 400 stores in 15 countries, but it was founded in 1969 in Ireland, where it's known as Pennys. Lorraine Culligan, group director of people & culture at Primark, takes us 🔎 Behind the Job Post, with tips for landing a career in retail – and beyond. ▶ What's the best part of your job? I am passionate about people development and giving everyone the opportunity to reach their potential. People set the culture just as much as leadership does. That’s why, as a retail business, progression and career paths are so important for us. ▶ Which qualities do you value in a job candidate? When interviewing, I look for someone with passion for the customer, with a passion for retail, someone who has lots of ideas, is going to be committed to the end and who is flexible and open to change. In addition, someone who can live our values of Caring, Dynamic & Together. ▶ What common mistakes do applicants make? An interview should be a two-way discussion, where the candidate can build on some of the content they've shared in their application and ask questions about the role and company. It's so important that candidates be their authentic selves and really demonstrate not just their current capability, but also their potential either through transferable skills or growth mindset, and of course their interest in working for the company they are applying to. ▶ Any insider tips for landing a role at Primark? We value diversity and as a fashion retailer place our customer at the heart of everything we do. So for a candidate it's important to show an ability to do that too. We like candidates to know about our brand but are equally delighted to share our story with them if they don't. Being curious about our strategy and about how they could help us deliver it is always nice to see in a candidate. ▶ What's your best piece of career advice? Find opportunities to learn and to be curious. Learning should always be a top priority while factoring in your day-to-day activities. Spare 10 minutes each day to read, listen or watch something that will open your mind to new ideas, ways of working or simply for inspiration! Believe in the power of asking questions. Don't be afraid to ask the questions that matter at work – asking the right questions can impact the outcomes of our decisions. 💭 Want to learn about a career in a particular sector? Comment below and we'll ask HR leaders to take us 🔎 Behind the Job Post. ✍️ Jennifer Ryan