Kristin Murphy的动态

Am I the only one seeing this? Thousands of people are actively applying for retail jobs, yet store after store is understaffed, with barely any employees on the floor. I see motivated candidates eager to work, but many can’t seem to get hired in these roles. What’s going on here? Are companies struggling to find talent, or is there a disconnect somewhere in the hiring process? If anyone has insight into this phenomenon, I’d love to hear your thoughts. Let’s make it make sense!

This Is The Most Unique Hiring Process You Will Ever Come Across! Years ago, a young Sam Walton the founder of Walmart, was facing a dilemma. He needed to hire employees for his new store, but he could not decide how! Well, calling for resumes was obviously an option on the table! However, his past experiences with traditional resumes had been poor, to say the least. Walton would exclaim, 'Traditional resumes don't tell him the whole story!' To tackle this, the genius in Sam came up with a unique test. "Building a 10-foot bamboo fence" The applicants were not told about the purpose; they were just handed tools and materials. What they did next revealed far more about them than a resume ever could! Some applicants were meticulous as they measured and planned before starting. Some went straight into it. Head-on! Some worked alone, while others collaborated and finished the task quickly. To be fair, the fence was never the task, the approach that applicants took was. This story has a timeless lesson for every leader building a team. Here are the qualities I prioritize, and you should too: → Integrity and work ethic: Are they honest and reliable? → Curiosity and Growth Mindset: Do they seek challenges? → Attitude: Do they have the right attitude for the workplace? → Resilience and problem-solving: Do they buckle under pressure? → Collaboration and teamwork: Will they choose team over individual glory? Always remember, The 'right skills' can be taught, but the 'right qualities' are innate. #TeamBuilding #GoodEmployees

If I’m working with your company to get new talent in,?this is what I bring??? ? ? On average the Taylor-Miller hire is promoted after 2 years ? 87% of people I get to final interview accept the job and start it ? The average Taylor-Miller gets promoted twice ? A bucket load of honesty that will help you uncluck any hiring process you have ? Fun, (because its important) ? Yes I love chickens and yes I might even dress up as a chicken sometimes, but that doesn’t stop me being one of the best FMCG recruiters out there. ? And it doesn’t stop my having access to the best talent either??? #fmcg #hiring #culture #chickens #justcluckingdoit

?? Holding it down in Seattle’s tough job market ??????? It’s no secret: the current job market is brutal. But for those of us in sales and retail management, the stakes are even higher. We’re not just hunting for roles; we’re navigating an industry where loyalty, expertise, and values still matter. Here’s what I’m sticking to, even as positions are more scarce and competition’s through the roof: ? Know Your Value: I’m not compromising on what I bring to the table. With years of proven success in driving sales, motivating teams, and delivering standout customer experiences, I’m here to make a difference – and I know what that’s worth. ? Patience Pays Off: When you know your worth, waiting becomes less about “if” and more about “when.” Not every opportunity is the right opportunity, and I’m here for the one that lets me truly shine. ? Skills in Demand: Expertise in sales and marketing isn’t just a line on a resume. It’s about having the instinct to read markets, the drive to exceed targets, and the finesse to build connections that last. Companies need people like us to turn customers into brand advocates – and we know it. To all those navigating the same waters – keep your standards high, your goals clear, and your confidence unshaken. ?? This is the time to be relentless, not desperate. The right opportunity is out there, and I’m ready when it comes. #SalesLeader #RetailManagement #SeattleJobs #JobSearch #KnowYourWorth #Patience

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

Appreciation post! ? I have been interviewing for about over a year now and let me tell you, this process as NOT been fun. And I think it might be a bit harder for me because I know exactly what I'm looking for in terms of employment. As I'm VERY passionate about product, specifically apparel and it's my desire to land a position working in product. Though I've held product roles, most of my experience has been in account focused roles. So when applying, I was getting a lot feedback from HR reps that they felt that since I didn't have more than 5 years of direct product experience, they thought it meant I wasn't qualified. But when someone takes the time to actually listen, acknowledge and value what you have to say and the transferable skills you've attained, let me tell you it makes THE WORLD of difference! Recently I had THE best interview interaction I've ever had in my entire life. When interviewing I have so much anxiety when it comes to proving I am capable of achieving success in the role I'm applying for because I don't want to come off intimidating or arrogant about the skills I have, but I do want to show that I'm capable. Finding the balance was difficult for me. But I realized that having a caring and motivating interviewer makes a BIG different. As I was really starting to doubt myself, thinking maybe I'm not as qualified as I thought I was, even though I knew how hard I've worked in previous roles and the achievements I've attained. However, all the doubt washed away as I felt such calm feeling wash over me because of the level of care I felt from the interviewer. I don't want to drag this on but I felt that I just had to share this experience to anyone interviewing, it does get easier! Keep pushing because someone will eventually take the time to see your worth! I'm still on the journey to attaining my desired role but huge thank you to the interviewer who truly changed my view and outlook because boy has my confidence been lifted ?? ?? ? #Thankful #Apparel #Product #Merchandising #Planning #Canadianjobmarket #Jobhunt #Openforwork

? New Job at Michaels... But With a Twist! ? I was recently hired for what I thought was a great permanent position at Michaels. Unfortunately, things took a turn, and my role was changed to seasonal with a much lower pay rate than I expected ??. While I’ve decided to stick with the job for now (weekend mornings only), I’m back on the hunt for something that matches my skills and worth. I’ve also had to cut back on 3AM shifts and 50-hour work weeks before school, which just isn’t sustainable. Before this, I was making more doing Uber (~$25-30/hr), but with my car maintenance costs piling up, I wanted something more stable. Now, I’m feeling pretty frustrated because the role I signed up for isn’t what was discussed during my interview. ?? For those who’ve faced a similar situation, how did you handle it after such a long break (3 years) from traditional employment? ?? And for the hiring managers out there: how would you perceive an experience like this when considering a candidate? #JobHunt #CareerChallenges #HiringManagerInsight #UberLife #LifeAfterInterviews #MichaelsStores #LifeAtMichaels #MichaelsTeam #MichaelsCareers

Since recruiting for brands iv made it abundantly clear I am a huge advocate of supporting bartenders to make the switch and channel their passion for the industry in a career where they can develop and pursue their passion. I was an ex bartender who made the jump and never looked back but It is not for everyone. Iif you are prepared to work hard, utilise your passion, and have a learning mindset you can develop a new skillset and embark on a career in a job that you love. Whether that’s in sales, marketing or advocacy, the drinks industry is an incredible one to be a part of. So to all the hospo folk out there that want to give it a shot… do your research, understand what it takes and dedicate yourself to doing the best you can to set yourself up for success when you get that interview opportunity. And hiring managers - if you are open to taking people from trade, stick to your guns. Don’t let them get through a process and then decide it would be too much work to develop them. Junior level sales roles are there to nurture new talent into our industry.

In the current tough hiring scenario I have noticed that, even small body shopping companies with 5-10-20 employees, are behaving like fortune 50 companies. This is the power of time. It gives the power of a horse to a donkey. I don't have to tell how recruiters from big companies behave. They are on moon. Time will bring the change, when they start chasing candidates to meet their hiring targets. I wish these days will return soon. King becoming the beggar and vice versa - Stories aren't unreal. #badtimes #hiring #venkyvibes