Leroy Merlin Interview Questions
& Process

The hiring process was well organized and split into three steps. First, there was a group interview with HR, focusing on communication skills, how you interact with others, and professional demeanor. Second, an individual interview with the department supervisor, where they asked about past experiences, how you handle clients, and your availability. Third, an interview with the unit director to better understand your profile, how well you align with company values, and your interest in professional growth. The whole thing took about 1-2 weeks. My advice is to show good communication, a desire to learn, and a focus on customer service. They like proactive people who work well in a team.

The interview was relaxed but very vague. Salary, benefits, and the number of available positions were not discussed unless asked, and even then, the information was given as if it were being hidden. They only talked about the company's history. Candidates have the right to know about salary and benefits, especially since many spend money on transportation to attend. In an interview where more than 10 candidates were called, it was only revealed at the end, with great difficulty (someone dared to ask as they were leaving), that there was only one position available. The recruiter's response, with awkward laughter, was that it's just one opening. I found this lack of respect for those seeking an opportunity, and all this mystery and stalling, to be humiliating for such a common job as a store attendant working 6x1 shifts in a shopping mall (closing shifts). It's a joke; they should be more transparent with candidates! There are 3 stages, involving coordinators and the director, before approval.

After submitting my application, I was contacted by email by the hiring manager to set up an interview. The connection was great and the interview went really well. I was supposed to be called back within 10 days by the store's HR representative to follow up on my application (either a no or an offer for a direct interview with her). After 2 weeks with no response, I followed up, and with no reply, I was contacted again after 3/4 weeks to be told that the position opening was not happening at the moment, but they were keeping my application as my profile interested them. A few months later, I saw the ad online again and reapplied, both through the ad and by sending an email directly to the recruiter to remind her that we had already spoken. I was not contacted back and simply received an automatic email after 2 weeks saying the position was filled. From an employer branding perspective, I find it lacking.

After applying for a job, there was an initial 20-minute HR call for a first screening. If selected, I received a call from a sector manager for an in-person interview with them and the department head. This was an open discussion for over an hour. The sector manager then called me back 48 hours later to inform me that I would be contacted within 2 days by the HR manager for another in-person interview, this time with a salesperson from the department. The goal was to further assess my fit for the department and my potential. I was happy with the process until I realized I would never be contacted again. It was disappointing that despite my follow-ups (one text and one voicemail to the sector manager's work phone), I received no response or explanation. It's hard to progress under these circumstances!