5 minute read
Hiring and Welcoming
Hiring At Woodie’s our values and operational pillars are central to everything we do, including how we recruit! When recruiting, we look for examples that the colleague can identify with these values and bring them to life in their role. Each stage of our recruitment process is designed to ensure candidates are a strong cultural fit, aligned to our values and that the candidate’s competency match the requirements of the role being applied for.
External Recruiting
We recruit via the following external channels:
Deputy Manager
We have an exciting opportunity to a Deputy Manager to join our Dundalk team.
Internal Recruiting
4 Years Retail Management Experience Experience leading, supporting & coaching colleagues Customer Service & Safety Creating an excellent customer experience and ensuring a safe environment for customers & colleagues in our stores. Profitability & Sales Growth Be commercially aware and take a pro-active approach to driving profitability and sales growth.
D.O.E. placeholder Placeholder Ability to influence and engage with colleagues and stakeholders across the business
People
Identify, develop and coach talent to support our Great Place to Work journey and to drive a culture of high performance through highly engaged colleagues.
Set your own pay frequency
All internal vacancies are advertised as follows:
Weekly Trading Pack
Our Indeed jobs page provides an overview of available roles at Woodie’s and is our main external recruitment channel.
Woodies.ie
All external roles are advertised on www.woodies.ie in our ‘Careers at Woodie’s’ section. Our Careers page gives information about our Company history, Learning and Development opportunities, some of our benefits and current job opportunities. The weekly trading pack is also available on our Workvivo app so colleagues can view and apply for vacancies on their phones outside of work.
Support Office Memo
Each month we advertise current vacancies in our Support Office Memo.
MyHub
All vacancies across Grafton Group, including Woodie’s,
Indeed
are accessible to all colleagues via MyHub.
Follow us on our Linkedin page, where we advertise Leadership and Specialist roles, as well as posting company updates!
We advertise external vacancies on Facebook to our to 140k+ followers. Follow us on Facebook to share these vacancies with friends!
Each month we post vacancy details to our Twitter followers to reach as many potential candidates as possible.
In 2020, we began advertising roles on Instagram as an additional way of attracting new talent to our business.
Refer a Friend
In 2020, we introduced our Refer a Friend scheme to support recruitment for Store Colleague vacancies.
We recruited 52 colleagues through the scheme this year; with referees receiving a €50 prepaid Mastercard for each successful referral.
Interviews
We conduct behavioural and competency based interviews, where the applicant answers questions relating to our Operational Pillars: Brilliant People, Better Engine and Customer First.
Our interview process for both internal and external applicants is built around our Operational Pillars: Brilliant People, Better Engine and Customers First. Candidates are interview by two managers, who use standardized interview packs to ensure fairness and consistency throughout the process. To support our D&I agenda, we recommend that interview panels are comprised of one male and one female interviewer where possible. Induction provides colleagues with insight into how our business operates, the role of each department and our values, mission and purpose. Within the section, colleagues from across the business also provide new colleagues with their experiences of ‘Life at Woodie’s. training section familiarises new starters with company-wide systems used by all colleagues. the basic theory to ensure you start your Woodie’s career knowing how to work in a safe and responsible manner in our business. This is followed-up in-store with a practical manual handling training session. The questions are designed to give the colleague the best opportunity to showcase their suitability for the role being applied for. Each interviewing manager scores and discusses their interview pack in order to agree next steps. We believe feedback is important to both internal and external candidates. All internal applicants are offered detailed feedback along with their interview outcome. HR Policies: In this section you will find out all you need to know about our core HR policies, including Colleague Discount and Annual Leave. Loss Prevention: In this section, we familiarise colleagues with our Loss Prevention policies and procedures, including your role in their effectiveness. Store colleagues also complete two supplier product training modules. In addition to our online induction, Design Consultants joining our business complete an 8 day classroom-based induction covering all aspects of the kitchen design and sales process. This feedback contains strengths from the interview, along with development opportunities. Colleagues are offered the opportunity to meet with their line manager to agree a development plan to addresses these opportunities if they wish. Your personal plan could take many forms, including extra responsibility or the opportunity to take
Exit Interviews
All colleagues leaving the business are invited to provide feedback through an exit interview form which is sent by email to leavers.
All colleagues joining our business complete an online induction through Woodiesacademy.ie. There are two variations of the course – one for Support Office and one for colleagues working in our Stores. The courses cover everything new colleagues need to know about our business, including:
Company Overview: This section
Systems Training: Our systems
Health and Safety: This module covers
part in projects or working groups.
To demonstrate our commitment to Colleague
Development, the company invests a significant amount of time, budget & resources to
Learning & Development.
Whilst 2020 has presented a challenge in delivering classroom training, this has been our busiest year ever for Seeds for Success with 1,115 colleagues completing modules in 2020.
We have continued with our Apprenticeship programs and introduced virtual classroom training for eXcellerate and Diversity & Inclusion training.
2020 will see us deliver over 8,000 hours of training via elearning or virtual classrooms!
