Structuring retail recruitment: the Delhaize Alsemberg case
Discover how to centralise applications, save time, and improve the efficiency of retail recruitment with Jobloom.
The starting point
In food retail, recruitment is ongoing. Teams must regularly hire department managers, multi-skilled employees, students, and flexi-job workers.
For the Delhaize stores in Alsemberg and Beersel, the challenge was clear: applications were coming in from several places, the follow-up lacked structure, and managers were wasting time trying to find, sort, or follow up with candidates.
Each hiring process sometimes felt like starting from scratch, even when applications already existed.
The challenge was therefore to centralise recruitment, make better use of the candidate pool, and help managers save time.
Why is a dedicated solution necessary for retail recruitment?
Retail recruitment is unique because it combines high volume, a wide variety of profiles, and operational urgency.
- The needs are recurring, because in-store teams change regularly.
- The profiles we are looking for are diverse and are not all recruited in the same way.
- Applications may come in by email, through platforms, by word of mouth, or as unsolicited applications.
- Managers have little time to devote to the administrative side of recruitment.
- Available candidates must be processed quickly to avoid losing them.
Without a centralised tool, applications get scattered and strong candidates can slip through the cracks.
How Jobloom addresses these issues
A complete centralisation of applications
Jobloom makes it possible to bring all applications together in a single space. Managers no longer have to search through different inboxes or platforms.
Each application is accessible, tracked, and usable.
Better management of diverse profiles
The system makes it easy to quickly identify profile types: department managers, multi-skilled employees, students, or flexi-job workers.
This organisation streamlines sorting and helps teams save time when selecting candidates.
Better use of the existing talent pool
Applications no longer disappear once a position is closed. They can be kept, found again, and reactivated when a new need arises.
This approach is particularly useful in retail, where certain needs come up regularly.
Simpler hiring for managers
The goal is not to make field teams’ work more complicated, but to give them a clear and easy-to-use tool.
Managers can track candidates, make decisions faster, and avoid information loss.
Key features for recruiting in retail
- A centralisation of applications coming from different channels.
- A clear classification of profiles to make sorting easier.
- A reusable pool of candidates for future needs.
- Simple tracking to help managers make quick decisions.
- A clearer organisation to reduce wasted time in the store.
Results obtained
- Managers save time in processing applications.
- Recruitment processes are better organised and easier to track.
- Loss of applications is reduced.
- The existing talent pool is better utilised.
- Operational continuity in-store is strengthened.
In retail, a vacant position can quickly disrupt a team. By structuring recruitment, Delhaize Alsemberg reduces this risk and improves its operational efficiency.
FAQs
How to improve retail recruitment?
How to improve retail recruitment?
By centralising applications, simplifying follow-up, and quickly processing available profiles.
Why do managers waste time in recruitment?
Why do managers waste time in recruitment?
Because applications are often scattered across multiple channels and difficult to track.
How to better utilise a candidate pool?
How to better utilise a candidate pool?
By storing applications in a centralised tool and reactivating them for new needs.
Is a recruitment solution useful for a franchised store?
Is a recruitment solution useful for a franchised store?
Yes, because it allows for structuring recruitment without burdening the daily work of field teams.
