answer queries on LinkedIn: How to know if you passed walmart assessment (2024)

How is perception impacting your career? I have never liked the phrase "perception is reality", however it does affect opportunities presented to you.Take a couple minutes to read the attached.#perception #careerdevelopment #sales #foodservice #cpg #domerrecruitinggroup

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THIRD EYE AWAKENING III brings one into awareness of how skills are relatable, and transferable from one career platform to another. If one is a cashier at a grocery store. They possess customer service, and sales skills. Which are some of the same skills necessary to be a car salesperson, real estate agent, insurance consultant, or many of the other careers in the sales/consultant arena.Skills learned in the workforce are also transferable to the entrepreneur arena. This work pushes one to ask questions of themselves about what they're made of, and what path to take in life.Order the book at the following websites; Amazon, Walmart, Target, Google Play Books; etc.#theroneshellman #theroneshellmanmedia #fyp #xybca #skilldevelopment #careerdevelopment ##carerbooks

Have we found you the perfect job?Or know someone who would be great for one of our IT roles? Let us know!Introduce us to a candidate and you could be eligible for up to £500 in retail vouchers! ✨Click below for full details 👇#jobsearch #itjobs #referafriend #itrecruitment

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Have we found you the perfect job?Or know someone who would be great for one of our IT roles? Let us know!Introduce us to a candidate and you could be eligible for up to £500 in retail vouchers! ✨Click below for full details 👇#jobsearch #itjobs #referafriend #itrecruitment

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Struggling to progress in your current role?Browse current Retail roles at the link below and find out about progression in the industry.Visithttps://lnkd.in/eSD_Jsqs#retailrecruitment#hiringnow#progression

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Struggling to progress in your current role?Browse current Retail roles at the link below and find out about progression in the industry.Visithttps://lnkd.in/eSD_Jsqs#retailrecruitment#hiringnow#progression

When an employee joins the workforce, he/she should strive to build his/her brand. Brand building is an ever-lasting process -- for both the individual and the professional. At the core of one's brand name lies consistency -- consistent high-quality throughput no matter whether "a day is hot, cold, or rainy," whether or not an individual's pet wished him/her "Good morning," whether or not the pizza from his/her favorite pizza outlet had generious topping, etc. Closely guard your brand name. A slipup, and your brand name takes a hit, which takes time to recover. Remember -- your work quality mirrors not only your but also your organization's aptitude.Spurn mediocrity, manage your time efficiently, gain knowledge constantly, be humble enough to learn and seek feedback from others, and liberally appreciate others. And you're on your way.#brandname #brandbuilding #brandreputation #workquality #professionals #aptitude #consistency #freshers

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4 "operations" consultants in 12 months....I met the owner of a early stage #DTC fashion brand yesterday & we we're discussing how to scale his business. He mentioned that his supply chain was disjointed and he felt that was holding them back...He also mentioned that he had hired 4 different operations consultants in the last 12 months & none of them worked out!!!I asked him to describe the general profile of the individuals:Seasoned supply chain specialists with logistics / distribution b'grounds ✔ All had fashion industry knowledge ✔ Systems, data & tech savvy ✔ Proven interims who had track records or delivering results ✔ Sounds good, right?So why didn't they work out????They didn't understand the BRAND and the environment in which they operate ❌ They didn't "get" start up culture ❌ They weren't prepared to "get sh*t done" ❌ They had unrealistic ideas / solutions ❌ They struggled to connect with the team / founder ❌ As a start up brand its imperative you take the time to find the "right fit" when recruiting, its not always about skills / experience, you need the the "right" person to get the job done.Tips 💡 ✅ Create a 'person' spec for each role - what type of person will thrive in your team.✅ Do a skills gap analysis & work out where you most need expertise.✅ Create a robust organisational design - where do you see gaps in the next 2-3 years.✅ Make a list of all the key competencies needed to be successful your business.✅ Use these competencies as the foundation of your interviews. Be strict!Have I missed anything? Let me know in the comments 👇 #dtc #d2c #ecommerce #fashion #supplychain #operations #startupInco TalentBrookwood Recruitment Ltd

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I was having lunch with one of my good friends Zach Hendrix recently. I make a habit of surrounding myself with people who are smarter than me, and Zach is definitely one of the brightest people I know. He mentioned getting clear on your ICP, Ideal Customer Profile.I thought, well that's easy, it's a dealer GM or Dealer Principal having challenges with their teams adapting to the changing market.An experience this week tells me my ICP goes much deeper than this. For those wishing to forgo the rest of the story, in a word, Humble. More descriptively it's humble with a growth mindset.I received a phone call earlier this week from a former salesperson who had been promoted a few months ago to run an internet department for a relatively successful import store. If there's a line between high performers and low performers they would be solidly above the line, but never a top performer in their zone or district.I go out to meet this person, thinking the GM would be joining us. Turns out the reason for the call was that the store has been struggling this month and the internet department was the GM's scapegoat. The feedback went something like, "Your team is weak, not strong at the close, unproductive and not performing to expectation." You'll notice all of this feedback is subjective.Since this person assumed the role, there's been zero training(the typical promotion by performance), zero expectations/standards defined(Just here's a pay plan, go work it). To their credit, they pointed out they hadn't received any training, and asked for it. The GM instructed them to look into it, hence the call.As we sit down, the conversation went for a couple of hours uncovering many of the issues we see in stores that aren't realizing their full potential.- CRM is used in a different way by every salesperson- Reports are useless because you can create leads in any source type- Logging notes/phone ups/showroom ups are at the salesperson's discretion.- Us vs them battles between the showroom and internet...Not to mention the fixed ops side of the house.- The list goes on.So I ask if the GM is up for a quick conversation while I'm there. Turns out he wasn't expecting them to actually follow up on the instruction to find training. When it came to it the GM's response(credit to him for being honest) was I can't hire someone for training that the owner expects me to be doing.This isn't the first time I've come across this objection. It's actually more common than you might expect, but wrap your head around that for a moment. This store does well. Nearly 200 units/mo. What could they be capable of?The GM said he didn't have time to talk today. Turns out he did when I walked through his dead-quiet showroom into the sales office where it looked like he was watching YouTube videos.Long story short, this GM does not fit my ICP. His dealer principal however...stay tuned.

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So your store manager will yell at an employee in front of customers for accidentally cussing, but then turn around and do nothing about several other employees profane language even when asked to stop because of children's ears being present. Good job walmart. You guys are really setting an example of favoritism and how to not run a store. If you look at the turnover rate inside that one department it is astronomically high. It couldn't possibly be the employees that have allegations of harrassment, stalking, discrimination, or defamation of character nooooo. Those are model employees. Those specific employees can do no wrong. Can work as many hours as they want when nobody else can. Show up and clock in whenever they want even though they are associates and not managers. Those associates discriminate, harrass and bully anyone that doesn't worship them. When you try and reach out to upper management about it you just keep getting redirected. Nobody wants to do anything. Every single one of them is complacent in their jobs.

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