Job Advert: STORE MANAGER – BEST DESIGNERS LTD
Best Designer (BD) is one the leading fashion retailer in Canada with more than 100 stores in different parts of the world. We design and make post-modern fashions that we sell to our customers in Canada and other parts of the world. We make clothes for children, youth, and adults who have continued to be our trustable customers at all times.
We are looking for a store manager who will work in one of our store in Canada. For you to qualify in this job, you must have a passion for fashion, understanding fashion trend and a styling knack. In addition, you must have the following skills:
- Have Strong selling and interpersonal skills.
- Have at least five years experience in the managerial position.
- Have good skills for managing people.
- Have excellent skills for rapport building and customer service.
- Have evident leadership and organizational skills.
- Have evident passion for fashion industry.
If you are a lover of fashion, a strong team player and with unstoppable desire to have a successful career in the fashion industry, you are the person we are looking for. Best designers will offer you recognition, support and a working environment that is enjoyable. If you meet the above criteria, then send your cover letter and resume to Peter Howard @ bestdesigners.com to reach us before 30 August 2013.
Effectiveness of the Advert
The aim of any good job advert is to attract the most suitable candidates and deter those who are not suitable for the position. An effective job advert should be accurate, relevant, short, and honest (Meliciani & Radicchia, 2011). The first part of the above advert is clear and straightforward since it introduces the organization to the candidates. It gives details regarding its location, operations, brand, and its current position in the industry. It also provides the name of the job and all the duties of the person whom the company will hire to fill it. This information will guide the potential candidate to decide whether this is the right company to work for (Pellizzari, 2010). This will also help the company to shortlist only those candidates that have a passion to work in the fashion industry.
The second part that highlights the requirement for the job is also outstanding to its readers. It provides the details for the requirement a successful candidate need to hold. The part is short and accurate to enable it to provide only the necessary information that potential candidate ought to know (HaeJung, Knight & Crutsinger, 2008). This accuracy will enable the prospective candidates to assess themselves and know whether they are qualified for the job or not. It will also help the organization to deter those who are not qualified for the job by ensuring that only the suitable candidates send their applications. This will also make short listing easy to the interview panel since they will receive job applications of suitable candidates only. The last part of the advert is also outstanding since it tells the prospective candidates how they can apply that job (Harminder, Seaman & Zenou, 2010). It is important for the company to ensure that their advert gives details of how the potential candidates can apply for the job and the deadline for its application. This ensures no suitable candidate miss the chance to apply. Moreover, the section gives some positive information about the company, which helps to attract suitable candidates to apply that job.
Legal Interview Questions
- What salary do you expect the company to give you at the end of the month?
- According to you, what do you think are the features of a unique retail store?
- Suppose in your daily activities, you come across a potential customer who is not courteous in the way he or she talks. How do you handle him or her as a retail store manager?
- Can you cite about three instances in your career as a retail store manager where you had to discipline a junior staff, and what were the consequences of your action to the effectiveness of the whole store?
- Which church do you go or rather where do you worship?
- How old or young are you?
- What is your view or stand on the issue of interoffice dating?
- Are you a citizen of this country?
- Are you suffering from HIV/AIDS?
The aim of any interview is to obtain the relevant information from the potential candidate. The law does not allow interviewers to ask some questions especially those that may interfere with the rights of the candidate (Burkhauser, Schmeiser & Weathers, 2012). The first question is not permissible in the interview room since it is likely to show some discrimination because of religion. The law does not allow any organization to discriminate during the recruiting process based on religion. It is not necessary for the organization to deny any potential candidate just because he or she is a Christian, Muslim, and Hindu or belong to any other religion. The second is not fit for an interview because it is likely to discriminate some candidates on age basis. The state law prohibits questions related to age because employers can use them to discriminate young people below 25 years and old people above 40 years (Burkhauser, Schmeiser & Weathers, 2012). It only allows interviewers to ask such questions depending on the jobs they are giving. For example, physical work may require a young and strong person while a senior managerial job may require a person who is experienced enough to make managerial decisions.
The third question may be inappropriate for the interview since it may discriminate some candidates based on gender. It may not be right morally since it is likely to offend some candidates who value moral values. The law does not allow an organization to discriminate people just because they are men or women (Burkhauser, Schmeiser & Weathers, 2012). It is only in few circumstances that the law allows employers to ask questions related to gender. This is if the jobs offered require gender sensitivity like in the case of children care taker and physical work like dangerous mining.
The fourth question will be illegal since an employer can use it to discriminate a potential candidate based on nationality. The law does not allow organizations to discriminate individual based on the country of originality. It only allows them to enquire whether the potential candidate is in the country legally and confirm their necessary documents to prove that (Burkhauser, Schmeiser & Weathers, 2012). However, they may ask some questions about their languages just to know whether they have language proficiency in their area of work. Finally, the last question is also not fit for an interview since it is likely to discriminate some potential candidates based on health status. The state law does not allow employers to discriminate potential candidates because their HIV status is negative. This is to avoid stigmatization of people suffering from HIV/AIDS in the work place (Burkhauser, Schmeiser & Weathers, 2012). Employers may assess both physical and medical fitness of any potential candidate but not using direct questions.
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HaeJung, K., Knight, D. & Crutsinger, C. (2008). Generation Y employees' retail work experience: The mediating effect of job characteristics. In Current Issues in Retailing: Relationships and Emerging Opportunities, Journal of Business Research. 62(5), 548-556.
Harminder, B., Seaman, P. & Zenou, Y (2010). Job contact networks and the ethnic minorities. In Labor Economics, 18(1), 48-56.
Meliciani, V. & Radicchia, D. (2011). The informal recruitment channel and the quality of job-worker matches: an analysis on Italian survey data. Industrial & Corporate Change, 20(2), 511-554.
Pellizzari, M.(2010). Do friends and relatives really help in getting a good job? Industrial & Labor Relations Review, 63(3), 494-510.