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How to hire leaders in sustainable fashion & retail

In the ever-evolving landscape of sustainable fashion and retail, the competition for top-tier talent is fierce. The industry is not only battling traditional retail giants but also contending with a growing number of innovative startups and tech-savvy disruptors. For corporate board members, high-level executives, and senior decision-makers responsible for talent acquisition, the stakes have never been higher. 

The success of your organisation hinges on your ability to attract, retain, and empower leaders who can navigate the complexities of sustainable practices in tandem with driving profitability and growth.

The special challenges of recruiting in sustainable fashion & retail

The sector presents a set of unique recruitment challenges that require a strategic and nuanced approach from industry leaders.

1. Competing for niche expertise

Candidates with the right expertise and a deep understanding of environmental impact, ethical sourcing, and innovative materials are rare and highly sought after. To overcome this scarcity, you need a proactive and targeted recruitment strategy.

2. Aligning with candidate values

Potential candidates are increasingly prioritising companies whose values align with their own. In sustainable fashion and retail, this means you need to demonstrate a genuine commitment to sustainability, transparency, and ethical practices. Superficial efforts are easily spotted and can deter top talent.

3. Balancing creativity & business acumen

Blending creative vision with robust business acumen is essential in many industries, especially sustainable fashion and retail. You need to innovate while ensuring your decisions make economic sense, and finding individuals who excel in both areas is a big hill to climb.

4. Standing out from global competition

The competition for top sustainable fashion and retail talent is global. Australian companies must compete with international brands that may offer more attractive packages or opportunities in more developed markets. This global competition makes it imperative to differentiate your organisation in any way you can.

Actions you can take to attract sustainable talent

Where there’s a challenge in sustainable fashion and retail recruitment, there’s a solution to overcome it - as long as you have the right specialist support by your side. Engage a specialist sustainable fashion and retail recruiter to help implement actions like these:

1. Enhance your employer brand

Developing a strong employer brand that reflects your commitment to sustainability is crucial. Highlight your achievements in sustainable practices, ethical sourcing, and community engagement. Use your corporate communications, social media channels, and industry events to showcase your dedication.

  • Implementation tip: Conduct a thorough audit of your current employer brand. Identify areas for improvement and develop a comprehensive branding strategy that includes input from marketing, HR, and sustainability teams.

2. Offer creative compensation packages

Top talent in sustainable fashion and retail expects more than just a competitive salary. They seek comprehensive packages that include benefits aligned with their values, such as flexible working conditions, opportunities for professional development, and involvement in sustainability initiatives.

  • Implementation tip: Benchmark your compensation packages against your competitors and industry standards. Consider non-traditional benefits that resonate with sustainability-minded candidates, such as additional paid time off for volunteer work or incentives for using eco-friendly transportation.

3. Leverage professional networks & industry partnerships

Building relationships within the sustainable fashion and retail community can open big doors to accessing top candidates. Engage with professional networks, attend industry conferences, and collaborate with educational institutions that specialise in sustainable fashion.

  • Implementation tip: Establish partnerships with leading fashion schools and sustainability programs. Offer internships, mentorships, and guest lectures to create a pipeline of future talent.

4. Invest in employee development & retention

Retention is as important as recruitment, particularly in the sustainable fashion and retail niche. So your organisation needs to provide ongoing training and development opportunities to keep your employees engaged and equipped with the latest knowledge in sustainable practices.

Implementation tip: Develop a structured professional development program focused on sustainability. Offer regular workshops, certifications, and access to industry conferences.

Case studies: Success in sustainable fashion & retail recruitment

Case study #1: Patagonia

Patagonia, a leader in sustainable fashion, built a strong employer brand by living its values. The company’s commitment to environmental and social responsibility is evident in its operations and corporate culture. This authenticity attracts top talent who are passionate about making a difference.

  • What they do: Patagonia offers progressive benefits, such as on-site childcare, flexible working hours, and paid environmental internships. These perks, combined with a strong mission-driven brand, make it an attractive workplace for top talent.
  • The benefits they see: Patagonia has a high retention rate and consistently attracts innovative leaders who drive the company’s sustainability agenda forward.

Case study #2: Eileen Fisher

Eileen Fisher, another pioneer in sustainable fashion, focuses on holistic employee development. The company’s Leadership Institute offers programs designed to foster leadership skills, sustainability expertise, and personal growth.

  • What they do: Eileen Fisher invests in comprehensive training programs that empower employees to lead sustainability initiatives within the company. The Leadership Institute also promotes a culture of continuous learning and collaboration.
  • The benefits they see: The company has successfully cultivated a strong internal leadership pipeline, ensuring that its sustainability goals are met and exceeded.

Case study #3: Allbirds

Allbirds, known for its eco-friendly footwear, prioritises transparency and innovation. The company’s open communication about its sustainability efforts and challenges resonates with candidates who value honesty and progress.

  • What they do: Allbirds engages with potential candidates through transparent reporting and storytelling. The company shares its sustainability journey, including both successes and areas for improvement, fostering a sense of trust and authenticity.
  • The benefits they see: This approach attracts candidates who are not only skilled but also deeply committed to the company’s mission, resulting in a highly motivated and aligned workforce.

Attracting top sustainable talent: What the experts say

Stella McCartney

"Attracting the right talent in sustainable fashion requires more than just offering a job. It’s about creating an environment where their passion for sustainability can thrive. We need to show them that their work will have a tangible impact on the world." 

Paul Polman

"In today’s world, talented individuals seek purpose as much as they seek a paycheck. Companies that can provide both are the ones that will win the talent race. This is especially true in industries like sustainable fashion and retail, where the mission is as important as the margin."

Rose Marcario

"To attract and retain top talent, we must be uncompromising in our commitment to sustainability. This means not only integrating sustainable practices into our operations but also empowering our employees to be ambassadors of change." 

Vivienne Westwood

"The future of fashion lies in sustainability, and the future of sustainability lies in the hands of visionary leaders. It’s our responsibility to find, nurture, and inspire those leaders."

The takeaway

Every aspect of your recruitment and retention strategy must reflect your commitment to sustainability and your understanding of the specific needs of the people in this industry. The journey to building a team of visionary leaders in sustainable fashion is challenging but rewarding. By enhancing your employer brand, offering meaningful compensation packages, leveraging professional networks, and investing in employee development, you can create an environment that attracts and nurtures the top talent you need to succeed.

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Navigating the fashion industry to secure a high-level position requires more than just talent; it demands strategic planning, insider knowledge, and leveraging the right connections. This article gives you practical advice from JIVARO’s fashion specialist recruiters and insightful tips from world-renowned fashion designers and successful entrepreneurs, especially designed to help you aim for top-tier roles armed with significant experience or a prestigious fashion degree.

Inspiration from fashion industry icons

There’s no better place to start getting ready to position yourself for success in applying for your dream role in fashion than taking in a few insightful tips from globally renowned icons in their field.

Tom Ford

Tom Ford, the visionary behind his eponymous label and former Creative Director at Gucci and Yves Saint Laurent, emphasises the importance of perseverance and innovation. “You must love what you do, and you must be willing to work harder than anyone else,” Ford advises. His success is rooted in his relentless work ethic and ability to push creative boundaries.

Vera Wang

Renowned bridal wear designer Vera Wang highlights the necessity of embracing failure as part of the journey. “Success isn't about the end result, it's about what you learn along the way,” she says. Wang’s path from a figure skater to an editor at Vogue, and eventually to founding her own label, underscores the value of adaptability and continuous learning.

Ralph Lauren

Ralph Lauren, who transformed a tie business into a global fashion empire, underscores the importance of having a clear vision. “I don't design clothes, I design dreams,” Lauren states. His journey from working in retail to establishing Polo Ralph Lauren demonstrates the power of a distinct brand identity and strategic growth.

Miuccia Prada

Miuccia Prada, the creative force behind Prada, stresses the significance of intellectual curiosity. “Fashion is instant language,” Prada notes. Her academic background in political science and her innovative approach to fashion illustrate how diverse knowledge can lead to groundbreaking design and business strategies.

Alexander McQueen

The late Alexander McQueen, known for his avant-garde designs, believed in the transformative power of fashion. “You’ve got to know the rules to break them,” he famously stated. McQueen’s trajectory from a Savile Row tailor apprentice to a celebrated designer showcases the importance of mastering technical skills before redefining them.

Top 5 must-dos to make it in high end fashion

If you’re serious about landing a dream role in the fashion industry, make sure you tick these boxes before you begin your job seeking journey.

1. Network strategically

In the fashion industry, who you know can be just as important as what you know. Attend high-profile industry events, fashion weeks, and exclusive parties to build connections with key players. Leveraging platforms like LinkedIn to stay in touch with industry professionals and recruiters, like JIVARO, can open big doors to executive roles.

2. Tailor your portfolio

Your portfolio should not only showcase your best work but also reflect your ability to innovate and adapt to different fashion houses' aesthetics. Highlight your contributions to successful collections, leadership roles in projects, and any industry awards or recognitions.

3. Gain global know-how

Fashion is a global industry, and having international knowledge can set you apart. Whether through studying online or overseas, working for or researching international brands, or participating in global fashion weeks, cross border expertise shows your versatility and understanding of diversity.

4. Stay on top of trends

High-level fashion roles require foresight. Engage with trend forecasting resources, attend fashion trade shows, and subscribe to leading fashion publications. Understanding upcoming trends will position you as a forward-thinking leader in your trade.

5. Leverage executive recruiters

Engage with recruiters, like JIVARO, who have consultants specialising in the fashion industry. They have access to unadvertised roles and can provide valuable insights into what top companies are looking for. Recruiters can also coach you through applications and interviews, increasing your chances of landing a coveted position.

Never forget: Fashions dreams to come true

Fashion is such a glamorous, highly sought-after industry to work in, getting your feet into the dressing room door can seem at best a truly daunting task, at worst an impossible feat to achieve. But take it from these world-renowned fashion mega stars; if you want it enough, you can make it happen, no matter how hard the hill seems to climb.

Giorgio Armani

Starting as a window dresser in a department store, Giorgio Armani’s meticulous attention to detail and understanding of fabric led him to become a designer for Nino Cerruti. In 1975, he founded his own company, which revolutionised menswear with its unstructured jackets and sophisticated style.

Diane von Fürstenberg

Diane von Fürstenberg’s iconic wrap dress became a symbol of women’s liberation in the 1970s. Starting with a $30,000 investment, her brand grew exponentially. Von Fürstenberg’s understanding of women’s needs and her ability to create timeless designs were key to her success.

Christian Louboutin

Christian Louboutin began his career designing shoes for Chanel and Yves Saint Laurent. His distinctive red-soled shoes, launched in 1991, became a global luxury symbol. Louboutin’s success is rooted in his unique design vision and ability to market exclusivity.

Michael Kors

Michael Kors started designing clothes at the age of 19 and launched his eponymous line in 1981. His journey from a small boutique to a global brand involved understanding the market demand for luxurious yet accessible fashion, leading to his widespread appeal.

Stella McCartney

Stella McCartney, after graduating from Central Saint Martins, worked for Chloé before launching her own brand. Known for her commitment to sustainable fashion, McCartney’s success is built on her innovative approach to design and ethical production practices.

Follow the footsteps of high-end fashion players

Whether you see yourself as the next Tom Fiord or Stella McCartney, or you just want to carve out a fruitful fashion career to focus your passion, start off by stitching together these top 5 personal and professional attributes that will give you the power to achieve the best possible outcome.

1. Build a strong personal brand

Create a compelling personal brand that reflects your unique style, vision, and professional achievements. Utilise social media platforms to showcase your portfolio, share industry insights, and engage with the fashion community.

2. Embrace advanced education

Consider enrolling in executive education programs or specialised courses in fashion management, luxury brand management, or global fashion marketing. Continuous learning can provide you with cutting-edge knowledge and enhance your leadership skills.

3. Seek out peer mentorship

Identify and connect with mentors who have achieved success in the fashion industry. Their guidance, feedback, and network will be invaluable as you navigate your career path.

4. Innovate, collaborate & enjoy

Fashion thrives on innovation. Collaborate with other designers, artists, and technologists to create groundbreaking projects. Participating in collaborative endeavours can lead to recognition and new opportunities – plus it’s a fun, rewarding way to develop your own skills faster.

5. Monitor industry movements

Stay informed about major shifts in the industry, such as sustainability trends, digital transformations, and consumer behaviour changes. Understanding these dynamics will help you position yourself as a thought leader and innovator. By following the advice of industry experts, building a strong professional network and continuously learning, you can significantly enhance your chances of landing your dream job in fashion. And by engaging a professional executive recruiter who specialises in the fashion industry, you’ll get the benefits of tailored guidance and access to exclusive confidential opportunities which will ensure you make the most of informed and strategic career moves.

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Searching for exceptional leaders? Attract talent your organisation needs

Searching for exceptional leaders? Attract talent your organisation needs

In today's fiercely competitive talent acquisition landscape, securing exceptional leaders is more challenging and critical than ever. With top tier corporations employing sophisticated strategies to attract the best talent, it’s essential that your organisation adopts a similarly strategic approach. Failure to do so could mean losing out on the game-changing leaders who drive innovation, growth and competitive advantage. Here we delve into the tactics employed by the best to ensure they find and attract the top candidates for their key positions.

1. Ensure you present a compelling employer brand

  Your employer brand is your company's reputation as a place to work and a critical factor in attracting top talent. A strong employer brand differentiates your organisation from competitors and attracts candidates who align with your values and culture.

What you can do

  • Define your value proposition: Clearly articulate what makes your organisation stand apart. Highlight your mission, values, and the benefits of working for your company. This involves more than just listing perks; it requires a deep understanding of what drives and motivates top talent in your industry. For example, if innovation is a core value, showcase how your company fosters creativity and continuous improvement.
  • Produce consistent messaging: Ensure all communications, from job postings to social media content, consistently reflect your employer brand. Consistency builds trust and recognition. This extends to the visual and verbal elements of your brand, ensuring that your tone, style, and messaging are coherent across all your platforms.
  • Embrace employee advocacy: Encourage current employees to share their positive experiences. Authentic testimonials can significantly enhance your brand’s credibility. Consider implementing an employee ambassador program where select employees are trained to represent the company at industry events and on social media, providing an inside look at what makes your company a great place to work.
"Your brand is the single most important investment you can make in your business." - Steve Forbes, multinational corporate media chairman & editor-in-chief

2. Leverage Data-Driven Recruitment

Utilising data and analytics can significantly enhance your recruitment process, making it more efficient and effective.

What can you do

  • Identify your key metrics: Focus on metrics such as time-to-fill, quality of hire, and source effectiveness to evaluate and refine your recruitment strategies. Understanding these metrics helps you identify bottlenecks in your process and areas for improvement. For example, if you notice a high drop-off rate after initial interviews, it might indicate a need to refine your interview process.
  • Employ predictive analytics: Use predictive analytics to identify the characteristics of high performers and target candidates who fit this profile. By analysing data from current and past employees, you can develop a model that predicts which candidates are most likely to succeed in your organisation. This approach can also help reduce bias by focusing on data-driven criteria rather than subjective judgments.
  • Implement AI & automation: Bring in AI-driven tools to streamline tasks like resume screening and candidate matching, allowing your team to focus on strategic activities. These tools can also help in maintaining a more diverse candidate pool by eliminating unconscious biases that might influence human recruiters. Additionally, AI can assist in personalizing communication with candidates, making the process more engaging.
"In God we trust; all others bring data." - W. Edwards Deming, statistician & quality control expert

3. Cultivate a robust talent pipeline

Building a talent pipeline ensures you have a ready pool of qualified candidates for future openings, reducing the time and effort required for each new hire.

What you can do

  • Drive proactive sourcing: Continuously identify and engage with potential candidates, even when you don’t have immediate openings. This involves attending industry events, participating in online forums, and networking with professionals who could be a good fit for your organisation in the future. Building these relationships early can make the recruitment process smoother when a position does open up.
  • Nurture talent pools: Create and maintain segmented talent pools based on skills, experience, and potential fit with future roles. This allows you to quickly identify and reach out to candidates who meet the specific requirements of new positions. Use a sophisticated applicant tracking system to keep your talent pools organised and easily accessible.
  • Focus on relationship building: Put effort into relationships with high-potential candidates through regular communication and engagement activities. This can include newsletters, invitations to company events, or even casual coffee meetings. The goal is to keep your organisation top-of-mind for these candidates and to build a strong rapport that will make them more likely to consider your company when they are ready for a new opportunity.
"The best way to predict the future is to create it." - Peter Drucker, management consultant & author

4. Foster an inclusive & diverse culture

Diversity and inclusion are not just buzzwords; they are critical to attracting a broad range of talented leaders who bring different perspectives and ideas.

What you can do:

  • Produce inclusive job descriptions: Ensure job descriptions are free from bias and encourage applications from diverse candidates. Avoid language that may unintentionally deter certain groups from applying, and emphasise your commitment to diversity and inclusion in the job description itself.
  • Introduce bias training: Provide training for hiring managers to recognise and mitigate unconscious bias in the recruitment process. This training should include practical exercises and strategies for identifying and overcoming biases, as well as ongoing support and resources to help managers apply these principles in their daily work.
  • Build diverse interview panels: Use diverse interview panels to provide a balanced assessment of candidates and demonstrate your commitment to diversity. This can help ensure that different perspectives are considered in the hiring process and that candidates see your organisation's commitment to diversity first-hand.
"Diversity is being invited to the party; inclusion is being asked to dance." - Verna Myers, vice president of inclusion strategy for global streaming platform

5. Enhance your candidates’ experience

A positive candidate experience can significantly impact your ability to attract top talent. Candidates who have a good experience, even if they are not selected, are more likely to speak positively about your organisation.

What you can do

  • Optimise your application experience: Make the application process as simple and user-friendly as possible. Use clear instructions, minimise the number of required fields, and ensure your application system is mobile-friendly. The goal is to reduce friction and make it easy for candidates to apply.
  • Champion transparent communication: Keep your candidates informed at every stage of the recruitment process. Timely updates and clear expectations are crucial. This includes acknowledging receipt of applications, providing updates on the status of their application, and giving feedback after interviews. Transparency helps build trust and shows respect for the candidate’s time and effort.
  • Prioritise personalised engagement: Treat candidates with respect and personalise your interactions. Show genuine interest in their background and aspirations. This can include tailoring your communication to address the candidate’s specific interests and career goals, and providing opportunities for them to ask questions and learn more about your company.
"The way you treat people who are not your customers is a reflection of your brand’s integrity." - Samantha Bee, globally successful TV personality

Attract talent with precision & professionalism

Securing exceptional leaders is a multifaceted process that demands precision, professionalism and strategic foresight. By crafting a compelling employer brand, leveraging data-driven recruitment, developing a robust talent pipeline, fostering an inclusive culture and enhancing candidate experience, your organisation will attract and retain the exceptional leaders needed to drive success and innovation.  Above all else, bear in mind that the complexity involved in attracting top talent underscore the importance of engaging a professional executive recruiter. These specialists bring a wealth of expertise and a strategic lens that can significantly enhance your recruitment efforts, ensuring that every aspect of the journey is executed flawlessly. "Finding and attracting the best talent is about understanding what drives them, what they aspire to achieve, and aligning that with your company’s mission and values." - Indra Nooyi, former CEO of PepsiCo

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