Discover how Leonidas structured its international retail recruitment to attract production workers, sales assistants, support functions, and commercial profiles across multiple countries.
Leonidas, an iconic Belgian confectionery brand, needed to structure its recruitment to meet diverse and international needs.
The company needed to attract very different profiles: production workers, logistics personnel, in-store sales assistants, support functions, commercial staff, and students. These candidates do not have the same expectations, do not use the same channels, and do not respond to the same messages.
Adding to this diversity of profiles was an international dimension. Recruiting in multiple countries requires a consistent approach, yet one flexible enough to adapt to local realities.
The challenge was therefore twofold: to make the employer brand visible and to structure a recruitment process capable of managing this complexity.
International retail recruitment cannot be treated as standard recruitment.
The sought-after profiles are very diverse, ranging from production to retail, including support functions.
Candidate expectations vary by profession and country.
Job offers must be visible on the right local and international channels.
The employer brand must remain consistent despite the diversity of markets.
Teams need a clear overview to track applications across multiple regions.
Jobloom implemented a career site to showcase Leonidas as an employer. The goal was to create a clear, attractive, and candidate-focused space.
The site highlights the different roles, values, opportunities, and the reality of the company. It allows each profile to understand where they can fit in: production, retail, logistics, support, or commerce.
A production worker, an in-store sales assistant, and a support profile do not look for the same information. The content must therefore be understandable, concrete, and adapted.
The career site helps each candidate to envision themselves in a role based on their profession, expectations, and information needs.
Jobloom implemented a multi-posting strategy to maximize the visibility of job offers on job boards, local platforms, and relevant networks.
The objective is simple: to make opportunities visible where candidates actually are.
All applications are centralised in a single tool. This allows teams to track recruitments, improve collaboration, and better manage needs across different countries.
Recruitment becomes clearer, more structured, and less reliant on scattered processes.
Leonidas has moved from a largely uncentralised recruitment process to a clear, visible, and manageable approach.
It requires combining a clear employer brand, distribution adapted to local markets, and a centralised tool to track applications.
By adapting content to different roles while maintaining consistent corporate communication.
It centralises opportunities, promotes the company, and converts visitors into candidates.
By developing a direct candidate acquisition channel through a career site, structured distribution, and an ATS.
