Primark Interview Questions
& Process

Got a surprise call from the deputy manager to chat about my right to work, if I was okay with the hours (4 week rota, weekdays plus every other Saturday, 6am-12pm, with one weekend off), why I wanted the job, and my current role. They sounded nice, then called a few days later to invite me for an in-person interview with the store manager. The store manager asked a lot of inappropriate and personal questions about my current job and the state of retail, which I didn't like and weren't relevant. They asked general stuff like why I want to work for Primark, how I'd handle customers, and about my experience, which we'd already covered on the phone. I was told I'd hear back the next day if I was moving on to a second interview for mannequin dressing. I never heard back, but got an email a week later saying they weren't proceeding. Total waste of time, felt like they had their minds made up and just wanted to pry into my current job. Why even interview?

The overall process was nice: two well-organized online assessments followed by a phone call with the Talent Acquisition team. The problems started right at the final stage. The job ads posted indicating a specific location (like Bari or Milan) are actually placeholders. During the interview, they ask for availability to work in large areas (North or Center-South) and not the specific office mentioned in the ad. Also, you don't start directly as a Team Leader, but as a sales assistant in a path that might eventually lead to becoming a Team Leader in a location chosen by the company, not the candidate. So, I think the ad isn't clear enough and could be misleading about the actual offer conditions. The phone interview with Talent Acquisition could be improved in terms of empathy and communication.

The interview is usually informal and customer-focused, either one-to-one or in a small group. You’ll be asked situational and strength-based questions about teamwork, customer service, reliability, and working in a fast-paced environment. Some interviews include a short shop-floor task or availability discussion. The focus is on attitude, communication, flexibility, and how you handle customers and busy periods, rather than formal experience. Scoring is based on examples, enthusiasm, and cultural fit.

Had a video call with the team leader, it was a really nice chat in a young environment, and the selection process wasn't long. They asked general questions about my job experience, my attitude, my goals, and my personal passions. They also introduced me to the company, the job offers, and how the work mode and hours are. The company is quite large and they seem to value their workers.