IKEA

1. Application and resume screening

Candidates typically apply through Jobaaj or IKEA's careers page, and recruiters shortlist profiles based on relevant retail, design, or logistics experience, along with genuine interest in IKEA's values and way of working.

2. Recruiter screening call

A short call typically covers the candidate's background, availability, and understanding of IKEA's values and customer-first approach, along with basic questions about shift flexibility and preferred store location.

3. Functional or store interview

A department or store manager evaluates role-specific skills, such as customer handling, visual merchandising, or supply-chain coordination, often through examples from previous retail, hospitality, or service experience.

4. Group or panel interview (select roles)

Some roles include a group activity or panel discussion assessing teamwork, communication, and problem-solving under everyday retail scenarios that mirror a busy store floor during peak hours.

5. HR interview and offer

The final round covers compensation, shift flexibility, and joining timelines, along with a discussion of IKEA's benefits, training programmes, and inclusive culture, before an offer letter is issued.

IKEA's interview process typically has four rounds for most store, logistics, and design roles, usually completed within one to three weeks depending on the position.

Round 1: Recruiter screening

A 20-30 minute call covers background, availability, and basic fit with IKEA's customer-first retail culture, along with an overview of the specific store or team.

• Understanding of IKEA's products and in-store experience
• Availability for shift-based retail work
• Reasons for wanting to join a global retail brand

Round 2: Functional or store interview

A 30-45 minute discussion with a department or store manager covers role-specific skills relevant to retail, design, or logistics, and how the candidate has handled a busy shift before.

• Handling a difficult or dissatisfied customer
• Coordinating stock replenishment during a busy period
• Working as part of a team to meet a daily target

Round 3: Group or panel activity

Candidates work through a group exercise or scenario relevant to teamwork and everyday retail problem-solving, usually observed by two or more interviewers over about 30 minutes.

• Improving the in-store customer journey
• Working with colleagues to resolve a service delay
• Suggesting ways to make a section of the store more customer-friendly

Round 4: HR interview

The final round covers compensation, shift preferences, and joining formalities, typically lasting 20-30 minutes with an HR representative.

• Flexibility with working hours and store location
• Long-term interest in retail and home-furnishing
• Comfort working in a physically active, customer-facing role