Fashion retail: tips for future candidates by Training Luxury
With the new year, new resolutions and job changes are usually added. The fashion retail sector is one of the sectors that demonstrates these new habits. However, is there an effective way to apply for a job offer? What are the fundamental points that a curriculum should have? And what are today's fashion companies looking for? We have asked Renato Mosca, General Director and Founder of the company of training and selection of personnel, Training Luxury, and Elisabetta Pace, Head Hunter and International Consultant of the same company, what are the trends of the sector.
How does the retail sector behave?
The retail industry is under significant pressure. The change from the physical store to the digital store affects costs on the one hand and obviously impacts the margins. While the industry seems to follow loyalty programs based on points, discounts and transactional benefits, there is a significant demand from customers for emotional benefits. These benefits are from product and event customizations, but also from privacy and confidentiality of the use of personal data that lately seems to be something really important for the final consumer. So people who will have to work in fashion retail, should be able to generate emotions for their customers. These emotions can be for example customizations in the luxury sector or by understanding the need to give more life to the products (concept concepto re-selling ’) in the fast fashion sector.
What profile are companies looking for?
You cannot talk about a specific profile, the factors to consider are many and may vary depending on the company and the position. Yes it is true that there is a common denominator, they are mainly looking for "attitude" and "ability to adapt to changes." The attitude to commitment, responsibility and passion for work must be accompanied by the ability to adapt to volatile environments. Obviously, depending on the position, other factors are involved, such as experience in leading and managing teams, analytical capacity, which are always * a sine qua non condition * in a sector focused on results and very competitive. Last but not least, is the candidate's fit with the company's values.
What would be the five key points for a successful resume?
The curriculum is like a business card, it is the first way to attract someone's attention, be it a customer or a personnel selection technician, so we advise you first to make it simple. Remember that less is more. Resumes with too many colors or extravagant forms instead of attracting attention sometimes generate the opposite effect, much form and little substance. The case of creative profiles is different, to which it is recommended to send a work portfolio next to the curriculum.
Then the CV must contain the necessary and complete information on a page or maximum two. There are many extensive resumes that bore you and nobody reads all the information in detail. But I am not in favor of the curricula where only the date, the company and the position are detailed without any additional information on the main responsibilities or tasks performed. We must find the right measure. For store profiles, for example, it is also very important that the workplace be defined exactly, for example: “Store Manager at Empresa XX, Calle Serrano Madrid”.
It is also advisable to start a resume with a brief description of oneself as a person and as a professional, the more personalized and personal the better, and in a few lines.
It is also important to describe the achievements made in each position and company, at the same time, underline what the candidate could contribute to the company for which he is applying. This quality will allow to adjust more precisely to the work position offered.
And another appreciable point is to include a photograph, although it is very personal. If the candidate decides to put it, we advise a photograph that looks good and with a professional image.
What are the mistakes to avoid for a candidate?
In relation to the curriculum, the advice of the previous answer can help avoid mistakes when submitting the application. As for the interview phase, good advice is not to focus motivation on the economic aspect. We all know that the salary part is important, especially it is essential that a candidate feels economically valued for their work. I confess that a candidate motivated for a change or for a new job just for salary progression, is likely not to be taken into account in a selection process. The motivation for the project, the challenge and the company weigh 50 percent when selecting a candidate. The remaining 50 percent are the perception of attitude, passion, commitment etc. That is, the values that can be transmitted in a shocking way in the short time that the candidate has available to generate an impact on their interlocutors.
What would be your suggestions or advice in the selection processes?
It is very important to prepare in advance. Above all, read about the company, its history, its values, its economic data and today, not least, look at social networks. Instagram is a great tool to get an idea of the company's communication, of its latest collections, of the brand's values. When expressing the motivation for a job, it is very welcome when the candidate can relate his motivation to something that has caught the attention of the brand and / or values of the company and with which he identifies. It has to be something that really feels, if it is something built we detect it right away. Regarding experience, we always advise our candidates to read the job offer very carefully, after all, it is what the client is looking for and there is no better guide or employer to follow.
Autor: Sakbayeva M. 01.11.2019