Retail Store Manager

2325 Words Nov 24th, 2012 10 Pages
Retail Manager as TrainerBy Malcolm Fleschner, Monster Contributing Writer
Since founding The Friedman Group, a global retail consulting and training organization, in 1980, Harry Friedman has heard plenty of excuses from retail store executives who refuse to provide much training to their front-line store employees. One of the most common is: "What if I train them, and they leave?" Friedman says this is the exact opposite approach they should take. He suggests a better question is, "What if I don 't train them, and they stay?"
Cost of Not Training
The unfortunate reality, which anyone who ventures into a mall these days can confirm, is that today 's retail store employees often lack basic sales and customer-service skills. This is
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But when you 're asked behavioral questions, the interviewer is listening for specific examples of how you have handled situations or problems in the past.
When presented with interview questions beginning with phrases like "tell me about a time when" or "give me an example of" the interviewer wants to hear your real-life examples. When interviewers ask such behavioral interview questions, they are listening for examples of how you handled situations similar to the ones you may handle for this company. This is your chance to talk about your accomplishments. If you can demonstrate through examples (preferably recent ones) that you 've succeeded in certain areas of interest, you 'll likely be considered a strong candidate for the position. After all, if you did it somewhere else yesterday, you can do it for this company tomorrow.
Your success stories should include the situation, the action you took and the result. Here is an example if you were interviewing for a sales position: The Situation: I had a customer who did not want to hear about the features of my merchandise because of a prior interaction with my company. The Action: I listened to her story and made sure I heard her complaint. I
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