What is the hiring process like at Lidl?

The team is great and very friendly. The interview process was quite quick. They were very flexible with my hours as i was a student at the time. There is plenty of opportunity for overtime. The team were very supportive of taking a break for summer breaks and travelling. Also discount is fab and can get bakery items at the end of the day.

Can be put on quite long shifts and no one leaves until the job is done. Tills are counted at the end of your shift which kinda feels like lack of trust in staff but is understandable.

Great colleagues and some genuinely great mentors, albeit few and far between. Some people really still love the people, not necessarily the job. Locations; as the company expand, there are lots of opportunities to move around and network.

No longer lead the market on salary and remuneration; other retailers offer a higher salary and better benefits. Long hours, subtly expected to stay past your shift end time; this isn’t necessarily direct, however indirectly you are not favoured by senior managers if you choose a work life balance over your career. The short term prioritised over long term solutions; senior managers cannot plan cover properly, either due to ineptitude, time constraints or simply lack of resources. Decline in experience; many long serving staff have left the company or are looking for opportunities outside of the company. The company is teetering on a mass exodus of operational colleagues. Unclear, biased internal recruitment; the recruitment process is not communicated to colleagues who are intent on pursuing a career internally. It’s that old adage ‘it’s not what you know, it’s who you know’. This creates a cliquey culture in senior circles, and many successful candidates are proven to be widely inept in their new roles. This leads me onto the biggest issue the company still have, after decades in business. Training; my colleagues and I have never felt so unsupported, confused and demotivated by the company’s lacklustre, carefree attitude towards training. The company are keen to check off training as soon as possible, as encouraged by cluster managers. Stores are challenged to compete against each other to see how can clear through their list first. Competition is excellent for a business when used correctly. Rushing to complete key operational training is ignorant to the importance of proper training. Managers are so overworked, they often see plans like Trading Law refreshers as a tick box exercise. This extends to onboarding new colleagues. We’re told that companies typically have a high turnover in retail, but not this bad. Do better. Toxic, unqualified, vindictive managers in the wrong positions; cancelling seasonal parties because they are ‘undeserved’, refusing holiday requests and laughing about it in front of members or staff. Failing to complete risk assessments for vulnerable team members. Collating the failings of members of staff because they just don’t get on with them or don’t want to work with them. Discussing sick colleagues on the shop floor and ‘how we can get rid of them’

Easy recruitment, above average pay compared to other competitor stores

You need to do everything in the store, you can't be only a cashier

Great benefits Nice office Decent recruitment process

Cannot handle office politics then not suitable

The salary and health insurance and in general your co-workers

Hundreds of layoffs and job eliminations both public and private over the past year+ sometimes with 15 minutes notice, unpredictable work environment and uncertain long-term outlook for the US office, unrealistic expectations of employees, rule bending observed on the annual review process, hierarchical, favoritism, toxic senior management environment that causes people to hold back on speaking freely otherwise face repercussions. Worst leadership experience ever at a company.

Really great recruitment experience, interview process very comfortable and relaxed.

Contracted hours are 45 for deputy manager/ store manager

Reasonable working hours with minimal overtime. Some exposure to regional coordination and vendor management.

Onboarding and guidance for new hires are minimal, leaving newcomers to figure things out independently. The role relies heavily on HQ teams for any system or infrastructure-related work, leaving very little actual hands-on experience. Most tasks involve following up on tickets or waiting for HQ updates, which can make the work feel stagnant over time. Communication and support from the team can be slow as members are often tied up in meetings or unavailable. Expectations and job scope differ from what was presented during the hiring process, which may lead to disappointment for those seeking a technical, infrastructure-focused role.

Pays a living wage . I personally found promotion opportunities as few people are willing to step up. Training is provided along every career-development phase. Great for graduates schemes especially in high level jobs.

Too much physical and mental pressure. In my case I found in theory they said they were customer oriented but in my 5 years there I hardly found any evidenc of that.If/when they come with any ideas it is only going to make your job much harder with less time to do it. Hardly get weekend as a day off. They hardly keep their manager for long within same store so even if manager does try his/her best ,they won't last long and any problems/employee attitude fixed returns again and the new manager has to go through same process only to be replaced by another. Work-life balance only exits in theory.

The supervisor training classes, new hire notebook, online tests, training for ServSafe and follow-up from corp. trainer was outstanding and motivating! He was awesome!

Software system is outdated and slow. Freshchecks are a joke if the Supervisor the day before just punched in random dates and didn't markdown anything or the check dates.

Worked my way up so fast with dedication

Was cut at the quickest moment due to a new boss on a trip