Store Manager Recruitment Poster-How to Recruit in the Retail Industry

How to write a clothing store recruitment advertisement, clothing store recruitment information template

It has always troubled the bosses of this traditional clothing industry. This year, the editor has collected for you bosses how to write clothing store brochures, how to write signboard advertising information, clothing store signboard samples, and clothing store signboard templates for your reference! How to write clothing store recruitment information? Indicate the recruiting unit (this step requires Professional and streamlined, a good start gives people a good impression, and is also a key step to improve the image of the recruiting unit) Job requirements: (Job requirements must be clearly stated, this can facilitate various job seekers to make decisions and facilitate others, that is, convenient You can reduce recruitment costs for yourself. ) 1. Relevant Chinese majors, no age limit, no education limit, experience as a writer is preferred. 2. Solid writing skills, strong writing ability, and experience in writing soft articles and articles related to job search experience (material proof is required). 3. Be able to accept writing tasks given by the editorial supervisor at any time and complete them on time and with quality. 4. Have a strong sense of innovation and can write different articles in conjunction with the website at any time.

Job Responsibilities: (Clear job responsibilities, directly tell applicants what they need to do, so as to give clearer requirements to qualified and suitable applicants. Applicants who are not suitable will naturally not be disturbed, and suitable applicants will not be disturbed. You can make your own decisions. ) Salary: (Many job seekers hope to have a clear concept of salary, so that there is a clear lever to reduce hesitation time when making decisions and save recruitment costs.) Performance-based salary, more work, more reward. Contact information: Invitation if possible, please do not call or visit, otherwise your application qualification will be cancelled. (Many recruitment units will use this sentence, because consultations and visits without reservations will have unnecessary impact on their work procedures and affect work efficiency.) How to write the slogan of a signboard advertisement? Definition of recruitment advertisement: refers to when a company recruits talents. The main components of recruitment advertisements in relevant recruitment media (including online recruitment, newspaper recruitment, on-site recruitment, and store recruitment): Generally speaking, recruitment advertisements are mainly written for job seekers, mainly including: company name, company profile, It consists of several links such as job title, recruitment quota, job description, job requirements, contact information, etc. How to write a recruitment advertisement for a clothing store recruitment information template? First, you must first understand who the recruitment advertisement is for and the main components of the recruitment advertisement. Please refer to the above points. 2. It is also critical to understand the media in which recruitment advertisements are released. Specifically, the on-site recruitment posters highlight the positions, the requirements and benefits are clear, and the company's advantages are concise, so as to prevent job seekers from missing the recruitment positions in a quick glance. If you use online recruitment as a medium, you can give a detailed introduction and description because there is no word limit.

Due to space and poster size restrictions, newspaper recruitment and on-site recruitment cannot have too many words. The principle of these two media is to be simple and clear. Just state the main points. 3. Recruitment advertisements can also add how the company attaches importance to talents. , how to train talents, how to promote talents and other key points are highlighted when opening a clothing store. How to write the content of the brochure? The contents of the brochure mainly include: opening time, location and product style, positioning, price, are the main contents; secondly Are there any promotions during the opening period to attract consumers into the store? Nowadays, many people use leaflets. When we walk on the street, people often hand them out. We will take the DM order out of politeness, but a few people will really take it. After reading the content, how many people will keep it, and whether they will still remember the content the next day. These are the things you must pay attention to when using DM orders. Don’t let what you make with money become garbage on the street. Suggestions for you : 1. You can make the leaflet to a higher level, select the right consumer groups, and it doesn’t matter if the quantity is small; 2. It is reserved and has subsequent use value, such as giving away profits by voucher or printing additional common sense for use, etc.; 3. The content is novel and concise, the fewer words, the better, and the key points are highlighted; 4. The main color of the DM should be determined according to the preferences of the prospective consumer groups, what colors do college boys and girls like? 5. Size, useful things Where will students put it? Pocket or wallet; 6. When distributing it, it is important to pay attention to the time, location and target group selection; clothing store salesperson types competition, which type will you recruit? Clothing stores generally recruit salespersons Required qualities of applicants How to select chain store managers Ability to recruit store managers Requires good clerks to get twice the result with half the effort 6 requirements for clothing stores to recruit good shopping guides How do clothing online stores recruit excellent customer service? I have a great tip! How to recruit in the retail industry

There are several recruitment channels in the retail industry

First, store recruitment posters

Second, online recruitment, basic level clerks and store managers can go 58 or a well-known local recruitment website. For middle-level people, it is better to go to Zhaopin or Qiancheng

Third, post on WeChat Moments

Fourth, recruitment advertisements in shopping malls, for The floor supervisor said that the floor supervisor would be happy to help you recruit them

Fifth, the existing employees and the employees working at the counter will introduce the 10 most effective ways to retain beauticians at the end of the year

Retaining beauticians at the end of the year The 10 most effective tips for retaining beauticians

The 10 most effective tips for retaining beauticians at the end of the year. At the end of the year, many companies will feel melancholy because some employees will leave. In particular, the resignation of outstanding employees will have a great impact on the company. The following are the 10 most effective ways to retain beauticians at the end of the year!

The 10 most effective ways to retain beauticians at the end of the year 1

A company cannot survive without employees. A beauty salon , it is difficult to survive without a beautician.

As the new year is approaching, this issue is even more worthy of consideration by beauty salon operators. Because at this time, many beauticians will be ready to think about changing jobs.

So the core question in beauty salon management is: How can we retain beauticians at the end of the year?

1. When it comes to retaining beauticians, the first thing that bears the brunt is salary.

Efforts and rewards must be directly proportional. If you have money, everyone will earn it. If the beauty salon makes money, it must improve the welfare benefits for the beauticians. Cooperation is the only way to win, why not do it?

Don't make beauticians complain just for the sake of petty profits. Over time, it is inevitable for beauticians to change jobs.

2. To retain beauticians, rewards and punishments must be clearly defined.

There are no rules and no rules. If the beautician does well, he should be rewarded, and if he does poorly, he should be punished. Just put a bowl of water flat, and avoid nepotism and nepotism.

3. To retain beauticians, you must also make them feel that there is no end to their learning.

As the owner of a beauty salon, you must pay attention to cultivating new employees and avoid leaving new employees directly to old employees.

Old employees have their own work to do, and they certainly can’t keep up with the teaching of new employees. Even if new employees figure it out on their own, it’s time for new employees to change jobs, because the beauty salon didn’t teach them at all. What.

So new employees are trained from time to time, and new problems encountered by old employees are analyzed and solved, so that everyone feels that there is still a lot to learn in the beauty industry, which is of great help in retaining them. of.

4. To retain beauticians, the leader’s own charm is very important.

As a store manager, you should have in-depth communication with each beautician at least once a month to understand the psychological dynamics of the beauticians.

On the other hand, the store manager himself must continue to learn, set an example of standardized services for beauticians, and share the experience of running a beauty salon;

Especially when communicating with customers. The difficulties you encounter and how to deal with them will enhance your personal charm and make the beautician feel that you can learn more by working with you.

5. To retain beauticians, we must improve their ability to withstand attacks.

The beauty industry is a service industry, and customers are God. There are no wrong customers, only wrong employees. Even though some problems are not the fault of employees, beauty salon owners still choose to blame employees in order to appease customers.

Therefore, it is necessary to establish an emotional vent room to improve employees' ability to resist beatings.

All kinds of customers may encounter them. What the beautician can do is to change his or her mentality. If a beautician has poor psychological quality and resigns after being scolded by a customer once, wouldn't the beauty salon have to keep recruiting beauticians?

6. To retain beauticians, the most important thing is to rely on feelings.

Human beings are emotional animals, and when they are deeply in love, they are hurt at all costs.

Beauty salon owners should get along with the beauticians, have dinner together, travel together, and celebrate the beautician’s birthday in the beauty salon, so that the beautician can truly feel at home in the beauty salon.

Because of this feeling, I believe that if there are higher wages elsewhere, beauticians will choose to stay here. Because this is home, because there is love here.

7. If you want to retain beauticians, you must give them a sense of belonging.

As a boss, you must often walk around the beauty salon and tell your employees that they are very good. Only when the boss has regular contact with his employees and tells them that their contribution to the beauty salon is very important, will they find a sense of belonging!

8. To retain beauticians, replace criticism with suggestions.

To retain employees, it is necessary to add and replace some furnishings at the appropriate time, hold dinner parties, singing and other activities to increase the interest in life and let the beautician feel the care of the beauty salon.

In daily work, we can follow the principle of "replacing criticism with suggestions and using forgiveness instead of blame".

9. To retain beauticians, a sound incentive mechanism must be established.

Assessing the work of beauticians and providing material and spiritual encouragement based on ability is conducive to making beauticians feel respected and affirmed, so they do not dare to take their work lightly.

10. To retain beauticians, you must understand their needs.

Generally employees will resign at the end of the year, because at the end of the year, employees often have their own ideas and may feel that they no longer want to work in your beauty salon for various reasons.

Generally, employees like this are employees who have made plans and may have already found a place where they will work.

For this type of employees, beauty salon operators need to understand the needs of employees, communicate more with employees, and understand clearly what dissatisfaction employees have with beauty salons;

Then conduct effective psychological analysis of this type of employees, use emotional ties to retain such employees, cultivate mutual understanding, and shorten the distance with employees.

As far as beauty salons are concerned, only by retaining beauticians can beauty salons develop in the long term and become more dynamic.

As far as beauticians are concerned, job-hopping means giving up the communication relationship established with customers before, re-developing trust with new customers, and re-establishing reputation.

Therefore, beauticians and beauty salons will benefit both if they merge, but if they separate, they will suffer both.

The 10 most effective tricks to retain beauticians at the end of the year 2

Six major misunderstandings in recruiting beauticians

1. Time misunderstandings

Many beauty salon managers always put off recruiting beauticians. They always think that the current number of beauticians can maintain the normal operation of the beauty salon, so they wait until they really need people before recruiting them. In fact, It is too late to recruit when needed!

2. Quantity misunderstanding

Many store managers are worried that the performance of beauty salons is not that high now and they are recruiting too many beauticians. Can't support the normal operation of beauty salons? In reality, this idea is completely unfounded.

As long as the salary system is reasonable, more people can create the most performance. The purpose of recruiting beauticians is to create performance! In addition, if there are more people, you will have the initiative in management, because you can choose the best from the best!

3. Misunderstandings in recruitment methods

Many beauty salons usually just post a recruitment poster in front of their store!

This recruitment method is too simple. In the Internet era, This recruitment method is obviously not feasible. Beauty salons should take advantage of the Internet to expand the dissemination of information.

4. Interview misunderstandings

Beauty salon managers are too easy to believe the interviewer's words during the interview, and easily promise generous salaries based on the interviewer's introduction. A person's ability is not determined by words, but by actions. It is more risky to easily promise salary during the interview.

5. Misunderstandings about ability requirements

Many store managers think that beauticians only need professional skills. In fact, this is a completely wrong idea.

An excellent beautician should have comprehensive abilities, whether it is language ability, service attitude, ability to communicate with others or cultural knowledge, moral character is crucial to a beautician.

6. Misunderstandings in selection standards

Many recruitment of beauticians in beauty salons relies on the preferences and standards of the store manager to select people. Although the beauticians recruited in this way meet the requirements of the store, Long standard, but it cannot create value for beauty salons.

Four tips to keep your beautician from leaving her

1. Recognition or praise

Data shows that 69% of employees say that if their efforts can Once recognized, you will be more serious and devoted to your work.

In addition to sincere appreciation, expressing appreciation for him/her in some aspect in front of everyone is much more effective than material rewards.

For example, if you pass by the front desk and see an employee mopping the floor, and you say "nice job" casually, the sky above her head will become different, and she will serve customers more seriously.

2. Develop growth plans for employees

Many beauty salons have a master-apprentice system. Everyone has a corresponding master in different positions, and the performance of the apprentice is linked to the performance of the master. , one-to-one guidance.

The reason why we spend this time is to guide the development of employees' skills, but more importantly, it is to convey a hint to employees: I care about you very much!

In fact, for For employees, they don't care how many work skills their superiors can teach them, but how much they pay attention to them. Especially recognition or appreciation in front of everyone will have an motivating effect on himself or others present.

3. Team building

Holiday parties, birthday dinners, team celebrations, etc. are all opportunities for teams to enhance cohesion. Irregular gatherings can enhance cohesion, which in turn also helps enhance team spirit and create a positive working atmosphere in the beauty shop.

At the same time, it is best to preserve these activities through picture displays, videos, etc., so that these beautiful memories can become eternal, giving employees a warm experience and an incentive to belong to the team at all times.

4. Give employees a dream

What is a dream? Most employees have no dreams, so you have to give them a dream. When he has a dream, you stand by and help him realize his dream. So he will not come to you even if he is exhausted from overtime work, because you are helping him realize his dream and providing him with a platform.

The company's dream must be combined with the employee's dream. Big dreams can become small dreams, and small dreams can become big dreams. If the boss's dream is combined with the employee's dream, employees will not feel tired.