Start with why you are hiring
Explain why the job is open and what the new manager needs to improve or protect. A new store, a growing business and a team that needs stability will attract different people.
Describe the store or group
Include the format, location, opening hours, approximate turnover, team structure and the departments that need most attention. Use broad ranges if some figures are confidential.
- Type and size of store
- Team and management structure
- Fresh food, fuel or specialist departments
- Opening and delivery pattern
- Reporting line and available support
Separate the daily job from the first priorities
The daily job may include labour, standards, availability, margin, people development and compliance. Then explain what you want the person to achieve in their first six or twelve months.
Use examples instead of adjectives
Broad claims such as ‘driven’ and ‘passionate’ tell candidates very little. Say what the person needs to have done: led a similar-sized team, improved availability, developed department managers or reduced food waste.
Publish the practical information
Include the salary range, likely working pattern, travel, location and contract type. Clear information saves time for the employer, recruiter and candidate.
Keep the true must-haves short
Decide which experience is essential and where a good candidate could learn. A brief that treats every preference as essential can rule out capable people for no good reason.