Our client, a popular golf brand in Carlsbad, is growing! We’re on the lookout ‘fore’ a Senior HR Coordinator to join their team. Learn more about the role here.
Now Hiring: Senior Gen Z Women's Designer
We’re #hiring for an exciting opportunity with a rapidly growing, international fast-fashion brand. We’re looking for someone with similar brand experience who is passionate about keeping up with the latest in fashion, streetwear, and trends. Click here to learn more and to apply.
Now Hiring: Merchandise Planner
A growing outdoor menswear brand is adding a Merchandise Planner to their team. This is a great opportunity to work with a company driven by quality of design and strongly values a sense of community amongst its team.
Our Gen Z Hiring Guide
Gen Z is considered to be the first generation of digital natives. Having grown up using advanced technology, Generation Z favors innovative and streamlined uses of this technology in both their job search and in the workforce.
If you’re actively hiring, here are some helpful tips to best attract and retain Gen Z talent:
Incorporate texting into the hiring process: Offering speedier channels of communication may be the deciding factor in attracting and retaining Gen Z workers long term. According to a Job Seeker Trends Survey, almost 80% of candidates indicated that they prefer scheduling interviews via text rather than email or phone call.
Invest in digital platforms: Having a clear digital presence, especially on social media platforms, can help to establish trust even before the interview process begins. If a Gen Z candidate is interested in a job with your brand, it is likely that they will turn to your social media platforms to learn more about your company’s values, the work-life balance, and overall culture before the initial interview.
Update your website: Modernization is highly valued by Gen Z. In fact, 50% of Gen Z candidates said that they would not submit an application if a company’s recruiting methods are outdated. Staying up-to-date with the latest hiring trends will help guarantee that you attract the talent you’re looking for.
Articles referenced:
HR Opportunities in California
We're #hiring for several #HR roles in California.
Global Director of Total Rewards
Senior HR Coordinator
Human Resources Generalist
We're Hiring in San Francisco
Want to work with a brand that makes everyday feel like the weekend? Our Bay-area based client does just that. Check out our job opportunities with this super cool team:
Career Opportunities in LA
Our LA-based (and surrounding areas) job opportunities are endless. Apply today!
Creative
Senior Merchandiser (Gardena)
Product Graphic Design Manager (Gardena)
Senior RTW Womenswear Designer (Vernon)
Associate Product Developer of Imports
Associate Denim Designer (Vernon)
Retail & Sales
Customer Service Representative
Human Resources
Senior Director of HR - Corporate and Retail
Human Resources Generalist (Beverly Hills)
Leaving Ghosting Behind this October
With Halloween right around the corner, it’s the perfect time to remember the large impact that ghosting can have on both candidates and your business. Leaving a candidate hanging can send a louder message than a rejection. According to a study shared by LinkedIn, “40% of candidates said that if they don’t hear back from a company they’ll never apply to it again.” Not only does ghosting your candidates leave them feeling confused, but it can also affect your brand’s image and long-term growth.
A good practice to help ensure that no candidate feels left behind, is to implement a follow-up strategy. Rather than leaving your candidates feeling spooked, you can strategize a plan using these three easy steps:
Be upfront about the volume of applications you receive.
Quickly let candidates know if they are not a match and not being considered.
Encourage your candidates to apply to other roles now, and in the future.
Offer advice and guidance to help them with their job search.
If your team could use support managing your candidates, our team can help. Connect with our team, learn more about our EB 360 solution, or reach out to us at info@emergingblue.com.
Now Hiring: Head of Growth
Our super cool client, a luxury streetwear brand based in NYC, is adding a Head of Growth to their team. We’re looking for someone who will fuel the growth of this brand with their digital marketing experience and shared passion for streetwear fashion.
eCommerce for All: Making the Online Experience More Accessible
In honor of National Disability Employment Awareness Month, we’re bringing a spotlight on the ways eCommerce can be made more accessible.
Many brands and retailers “miss out on millions of potential customers when they don’t design websites to be accessible to shoppers who use assistive technologies or rely on a keyboard to navigate online.” In fact, 15% of the world’s population experiences some form of disability. According to the Baymard Institute, 94% of the largest eCommerce sites can be challenging or even impossible to navigate for people with disabilities.
More and more people are choosing to shop online. With such a rapidly growing surge of online shoppers, there have been increased demands for brands and retailers to seriously invest into their e-commerce businesses. Such efforts include:
Diversifying your team
The first step toward accessibility, and perhaps the easiest solution “to making sure things actually work really well is [by] hiring a person with a disability.”
Providing visual alternatives
Descriptive alternative texting caters to users with disabilities, especially those with visual impairments. This feature provides accurate and descriptive alternative text for images, form fields, and page descriptions to be read aloud to the user.
Differentiating links from surrounding text and backgrounds
Links are crucial to navigating around a site. By providing descriptive titles and adequate contrast ratios for links, users with disabilities can better navigate the site.
Enhancing keyboard navigability
For users with mobility impairments who rely on a keyboard for site navigation, having all-site functionality operable on a keyboard can be a gamechanger.
At Emerging Blue, we are constantly striving to uphold our commitment to diversity, equality, and inclusion with all hiring and employment practices. Our goal is to both embody and coach our clients on creating inclusive environments in which all candidates and employees are treated with respect.
Read more about our DE&I commitment on our About page and on our Blog.
Now Hiring: Account Executive
Great news! Mizzen+Main is expanding their wholesale executive team. We’re searching for a Wholesale Account Executive drive market growth of this impressive premium-performance menswear brand in the NE & Midwest. Learn more about the role here.
Know someone who may be a great fit? Check out our Referral Bonus Program.
Client Spotlight: THE GREAT.
We are fortunate to partner with some of the most innovative, inspired brands in the fashion, home, and beauty industries. Before we can begin to find the most authentically fit talent for our clients, we value the time it takes for us to learn the backbone of the brand and to gain a full appreciation of the story behind it.
Recently, our team had the incredible opportunity to speak with friends, business partners, and visionary storytellers, Emily Current and Meritt Elliott. For over 20 years, the duo has continued to be inspired, taken risks, and grown the business together. This is the story of how they came to build their fully realized women’s lifestyle collection, THE GREAT.
Both undergraduates at UCLA and lovers of classic Americana style who shared an appreciation for vintage denim and denim culture, Emily and Meritt bonded quickly. Their creative partnership led them to a career of dressing red-carpet celebrities, styling editorials, art directing advertising campaigns, and in 2008, launching CURRENT/ELLIOTT, their vintage-inspired apparel brand that was later sold in 2012.
Over the next several years, both women worked with Kate Spade New York, became members of the prestigious Council of Fashion Designers of America (CFDA), entered the home arena with PB Teen, and launched their own coffee table book, ‘A Denim Story: Inspirations From Bellbottoms to Boyfriends,’ which is now on its third reprint.
This unwavering bond has continued to lead Emily and Meritt on many creative adventures together, one of which we are thrilled to be a part of. We’re teaming up with this inspirational dynamic duo as they embark on one of their notably greatest achievements since 2015, their women’s lifestyle brand known as THE GREAT.
Inspired by timeless Americana style, THE GREAT. offers a collection of elevated, stylish, and high-quality pieces. Rooted in classic fit, care, and quality products, owners and leaders Emily and Meritt continue to manage all creative direction and design to celebrate and innovate dressing their customers for their most authentic and joyful moments of their life.
Emily and Meritt lead by example with their commitment to creating a collaborative, upbeat, and transparent workplace for their employees. Encouraged by a strong work-life balance, the team at THE GREAT. believes in working smarter not harder.
With four retail stores and a huge growth trajectory generated in authenticity and word-of-mouth, THE GREAT. is available in over 200 of the world’s most premier retailers and has plans to grow its omnichannel its foot print over the next couple of years.
We’re thrilled to partner with this incredibly hard-working team as they bring a unique flare to classic Americana style all while creating a workplace that prioritizes the health, happiness, and productivity of their employees.
If you’re interested in joining their team of visionaries, check out the jobs we’re working on for THE GREAT.
Riding the Retail Wave: More Job Opportunities in Retail
In the spirit of retail holiday hiring, here are some more sales opportunities including retail, direct to consumer, and wholesale.
Account Executive - Specialty NE & Midwest
Tis The Season: Retail Holiday Hiring
Holiday retail sales are likely to increase between 4% and 6% in 2022, according to Deloitte’s annual holiday retail forecast. eCommerce sales will grow by 12.8% to 14.3%, year-over-year, during the 2022-2023 holiday season.
Due to recent inflation, budgeting is top of customers’ mind this season. Brands are having to be strategic about their Q4 hiring forecasts and distribution of talent. Some areas brands are digging into for hiring are:
The number of roles to fill vs. the number of people to hire.
When to hire (now vs. later as customers are starting holiday shopping now.)
Peak weeks vs. peak days (Customers are forecasted to be less interested in Black Friday and boxing day deals and more focus and multi-day discounts over the season.)
Diversifying the support needed for all channels of service for the customer to maximize ease of purchase and quality service (forecasting the needs for DTC, BOPIS, and in store success and hiring to those needs vs. historical holiday hiring forecasting.)
With current and anticipated customer purchasing trends throughout the season, the second week of October could be considered a bit of a delay for Q4 hiring. However, creative, strategic, and focused brands can still hire optimal talent in time for the holidays.
Get creative in how you connect with your market talent. As we head into the holidays, retailers are focusing on creativity and strategy with their hiring and marketing efforts. Brands across the country are hosting company hiring events and are taking to their corporate blog posts to communicate their seasonal hiring strategy with full transparency. We are also seeing an increase in brand partnerships beyond hiring but in a way that could drive talent interest. For example, Howard Meitiner, managing director at Carl Marks Advisors said that retailers that have “increased their visibility through strategic partnerships, will benefit in terms of sales from such exposure (Neiman’s/Farfetch, Toys R Us/Macy’s, Amazon/Kohls, Ulta/Target etc). This is a winning strategy when the partnership adds value to both parties.”
Meet your talent where they are. Store signage, flyers at the local coffee shop, and job postings on your website’s career page are classic ways to let talent know you are hiring, but these are no longer the most effective way to grab the attention of your talent. More brands than ever have turned to virtual hiring tools and social media strategies for hiring. Brands are tapping into passive interested talent by meeting them where they are, on platforms such as Instagram and TikTok.
Consider referral incentives this season! We believe that good people know good people. Encourage your employees and customers to support your hiring efforts by offering a Referral Bonus Program! The return on asking for referrals can be good, but the return when incentivizing referrals is better!
If you’re ready to grow your retail team for the peak season and could use a helping hand, connect with us or shoot us an email at info@emergingblue.com!
References & Additional Sources:
Kohl’s Prepares for the Holidays with Seasonal Hiring Across Stores and Supply Chain (kohls.com)
Remote Work, Quiet Quitting May Make Holiday Hiring Difficult For Retailers (forbes.com)
Holiday Retail Forecasts and Predictions for 2022 | RIS News
How retailers are hiring for the holidays in 2022 | Retail Dive
Now Hiring: Opportunities with Rhone
The team at Rhone is growing! We’re kicking off the search for a Retail Marketing Manager, Field Visual Merchandising Manager, and CRM Associate to join this innovative men’s high-performance activewear brand at their headquarters in Stamford, CT.
Click the links below to learn more and to apply.
Client Spotlight: 7 For All Mankind
Inspired by innovative denim and united by community, 7 For All Mankind ‘was the first company to bring premium denim to scale, putting L.A. on the map as the fashion authority of the west coast staple.’
Since their start in 2000, 7 For all Mankind, also often referred to as Sevens, has remained a key player in the premium denim industry. We’re excited to partner with their team as they continue to drive change in the world of sustainability, corporate social responsibility, and as they continue to ask the important question, “how can we do better?”.
Better For All Mankind
With the belief that every person should have 7 pairs of denim, one for each day of the week, they also believe that sustainability should be a way of life. Sevens has kept their focus on three areas of improvement: materials, manufacturing, and of course, mankind. Their sustainable choices are rooted in their materials. Their team prides themselves on their commitment to source responsible materials from around the world, including recycled yarns, hemp, and more. When it comes to their manufacturing processes, they work with their supply chain partners to best reduce emissions, energy, and water usage. Lastly and potentially their most notable commitment is to their people, to mankind.
https://www.7forallmankind.com/sustainability-page
Commitment For All Mankind
A favorite among celebrities, fashion editors and stylists, 7 For All Mankind’s denim has become a closet staple for many around the world. Their success, however, can be attributed to more than just their innovative style and fit. 7 For All Mankind’s commitment to social responsibility and goal of making continuous progress towards fair wages and better working conditions is what separates them in the industry. With a belief that people are what make them successful, 7 For All Mankind has a robust social compliance program, built upon their corporate code of conduct, that is dedicated to ensure that their workers, across all aspects of the supply chain, have ‘fair working conditions, are treated with respect and dignity, and are working in safe and secure environments.’
In 2019, 7 For All Mankind joined over 100 other apparel and footwear brands and signed the American Apparel & Footwear Association’s Responsible Recruitment Pledge to ‘address the risk of forced labor in the supply chain.’ In honor of the pledge, 7 For All Mankind has partnered with their global supply chain to create conditions that ensure that ‘no workers pay for their job, they retain control of their travel documents with full freedom of movement, and all workers are informed of the basic terms of their employment before leaving home.’
The Future For All Mankind
We are excited to partner with a company that is as passionate about sustainability and corporate social responsibility as 7 For All Mankind. With over 100 retail locations worldwide, a robust eCommerce business, and availability in luxury and high-end retailers across the globe, 7 For All Mankind is paving the way for sustainable and social responsibility in the fashion supply chain. As they continue their journey and innovations, we’re excited to support the growth of their team. If you’re excited about 7 For All Mankind’s mission and share a similar passion, check out the job opportunities with 7FAM here.