Interviews13 min
Retail group interviews and assessment days
What happens at a retail group interview or assessment day, what assessors watch for, the do's and don'ts, and how to prepare so you stand out.
By UK Retail Jobs editorial team — We write plain-English guides to finding and doing retail work in the UK. Every figure is checked against a named source.
A group interview is when a retailer interviews several applicants at the same time. An assessment day (or assessment centre) is longer and mixes group tasks, tests and a one-to-one interview. Both are common in retail, because they show a manager how you behave with other people, which is most of the job.
This guide explains the formats you might meet, what the activities look like, what assessors are really watching for, and the simple do's and don'ts that make the difference. Where we name a retailer, the process comes from that retailer's own careers pages, which we read in September 2026.
What are retail group interviews and assessment days?
They are ways of seeing how you work with others, not just how you answer questions. A group interview is usually the shorter of the two. An assessment day has more parts, such as tests and a one-to-one chat, so it takes longer.
The main formats
Retailers mix and match these, so check your invitation for the details.
| Format | What usually happens | Who it is common for |
|---|---|---|
| Group interview | A manager talks to several applicants together, sets a short task or discussion, and may ask each person a question or two | Store, shop floor and Christmas roles |
| Group assessment | A longer session with a group task, and often a short one-to-one interview | Store roles at some retailers, and supervisors |
| Assessment day or centre | Several exercises: group tasks, role plays, written or online tests, a presentation and an interview | Management, graduate and head office roles |
| In-store experience | You spend time in the store and see, or try, the work | Some store roles, after the interview |
Why retailers use them
Serving customers means talking to strangers, working in a team and staying calm when it is busy. A group task shows these skills in a way a CV cannot. It also lets a manager meet a lot of applicants quickly, which can help in busy hiring periods such as the run-up to Christmas.
Which retailers use group interviews?
Some big retailers say on their careers sites that group sessions are part of the process, while others use one-to-one interviews. The table sums up what each retailer's own careers pages said when we checked in September 2026.
| Retailer | What its careers pages describe for store roles |
|---|---|
| Aldi | An online application, then an interview stage. Aldi says this might mean a short video interview followed by a group or individual interview with an Area Manager, with questions and scenarios about the job. Some people are then invited to an "Aldi store experience" to watch the tasks the role involves. |
| John Lewis Partnership | Customer and supermarket assistants may take a situational judgement test and a personality questionnaire. After that comes a one-to-one interview or a group assessment, in person or online. |
| Lidl | A two-stage process for all GB roles: a telephone interview, then a face-to-face interview. Lidl says you should hear within 14 days of applying whether you are shortlisted. |
| Primark | For retail assistants: a short form, a situational judgement test of about 10 minutes, then an interview of about 30 minutes with a manager, in store or by video. |
| M&S | An online application that takes about 45 minutes, then an interview held in store. |
| Sainsbury's | For store, depot and fulfilment roles, you get a link to book your interview online. Second interviews and extra assessments tend to be for corporate roles. |
The format can change from store to store and from year to year. Always read your invitation carefully. If it does not say whether the session is a group one, it is fine to reply and ask.
What happens on the day?
Most sessions follow a simple pattern: a welcome, a short talk about the company, one or more tasks, and a chance to ask questions. At an assessment day there may also be a test and a one-to-one interview. The exact mix depends on the retailer and the role.
Welcome and introductions
You may be asked to introduce yourself to the group. Keep it short: your name, what you do now, and one thing about why you want the job. This is the first moment the assessor sees you, so smile and speak clearly.
A group discussion or task
This is the part people worry about most. You might be given a problem to solve as a team, such as planning a store event or putting a list of tasks in order of priority. There is rarely a right answer. The assessor wants to see how the group reaches a decision, and what part you play in it.
Role play
Some sessions ask you to act out a situation with a customer. The "customer" might be a manager or another applicant. Common examples are a customer who cannot find a product, or one who wants to return something. Stay polite, listen to the problem, and try to find a solution. If you cannot fix it, say who you would ask for help.
Individual questions
Many group sessions finish with a short one-to-one chat or a few questions for each person. Expect questions about your availability, your experience and how you would handle real situations on the shop floor.
A look at the work
At some retailers you may see the store or try a small part of the job. Aldi, for example, says some applicants are invited to its store experience after the interview. Our guide on how to get a job at Aldi covers its full process.
What are assessors looking for?
Assessors are mostly watching how you behave, not how clever your ideas are. They want someone who listens, includes others, treats customers well and gets things done. Being the loudest person in the room does not win the job.
The behaviours that count
Retailers use different words for the same things. John Lewis, for example, says it assesses people against its "Partnership Behaviours". In most retail group sessions, the assessor is looking for:
- Listening. You let people finish, and you build on what they say.
- Teamwork. You help the group reach an answer, rather than pushing your own.
- Including others. You notice when someone quiet has not spoken, and you invite them in.
- Customer focus. You keep bringing the task back to what the customer needs.
- Getting it done. You keep an eye on the time and help the group finish.
- A positive attitude. You stay friendly and willing, even if the task seems odd.
You are being watched all the time
The assessment often starts before the official task and carries on after it. How you treat the person on reception, what you do while you wait, and how you speak to other applicants can all be noticed. Treat the whole visit as part of the interview.
The do's and don'ts of a group interview
A few simple habits make a big difference. Most of them are about being helpful and polite in a group, which is exactly what the job asks of you.
| Do | Don't |
|---|---|
| Arrive 5 to 10 minutes early and say hello to other applicants | Arrive late or on your phone |
| Speak early in the task, even to say something short | Wait for the "perfect" point and never speak |
| Use people's names and build on their ideas | Interrupt or talk over others |
| Invite quieter people to share their view | Dominate the discussion or take over |
| Offer to keep time or sum up the group's ideas | Argue to win a point |
| Keep the customer at the centre of your answers | Criticise the store, its prices or other retailers |
| Ask a thoughtful question at the end | Ask only about pay and breaks |
A note on "competing"
It is natural to feel you are in a contest with the other applicants. In practice, the group task rewards the opposite. A store may be filling more than one job, so it is not always a contest for a single place. Helping others do well is one of the clearest signs that you would be a good colleague.
How to prepare for a group interview or assessment day
Good preparation is simple: know the job, know the retailer, and have a few real examples ready. An hour or two the day before is usually enough.
Read the advert and the invitation again
Re-read the job advert and note the skills it asks for. Lidl's own tips suggest doing this and thinking about examples that match each one. Check the invitation for the time, the address, who to ask for, and anything you need to bring, such as ID.
Visit a store
Walk around a branch before the day. Notice how staff greet customers, how the shop is laid out and what seems busy. Lidl suggests this too. It gives you something real to talk about when you are asked why you want to work there.
Get your examples ready
Think of three or four short stories that show you working in a team, helping someone, or solving a problem. They can come from school, college, volunteering, sport or caring for family. John Lewis suggests the STAR method: the Situation, the Task, the Action you took, and the Result.
If you have little work history, our guide to retail jobs with no experience shows how to turn everyday life into good examples. For the questions you are likely to be asked one to one, see 30 common retail interview questions. John Lewis also publishes its own interview questions on its careers site, which makes good practice.
Prepare for tests
Some retailers ask you to take a short online test before the interview. These are often situational judgement tests, which show you a work situation and ask what you would do. Our guide to retail online assessments explains how they work.
Practise out loud
Ask a friend or family member to give you a mock interview. In its advice on graduate schemes, the National Careers Service suggests assessment centre workshops, where you can try group exercises, tests and interview techniques. Aldi says you can use AI tools to help you prepare, but it wants to hear your own voice and your own experiences on the day.
What to wear and bring
Unless the invitation says otherwise, wear something clean, neat and comfortable, in case you are shown around the store. Bring the invitation, any ID it asks for, and a short list of questions. Lidl's tips say it is fine to bring notes with your key points.
Can you ask for adjustments?
Yes. If you are disabled or have a long-term health condition, you can ask for reasonable adjustments at any stage of the process, including a group session. The law says employers must make reasonable adjustments for disabled applicants.
What adjustments look like
ACAS gives examples such as an application form in a different format, wheelchair access to the interview room, or more time for a test. In a group session, it might also mean a quieter room, written instructions, extra breaks, or a one-to-one interview instead. John Lewis, Lidl, Primark, M&S and Sainsbury's all say on their careers pages that they offer adjustments. Lidl, for example, asks you to email its recruitment team, and M&S and Sainsbury's ask you to say so when you apply.
Help with communication
If you are deaf, hard of hearing, or need communication support, the government's Access to Work scheme can help pay for communication support at a job interview, such as a BSL interpreter or lipspeaker. Get in touch with it well before the day.
Questions about your health
ACAS explains that employers must not ask about your health or disability during the application or interview stages, unless an exception applies. They can ask once they have offered you a job or put you on a shortlist. One exception is asking whether you need adjustments for the interview.
Should you be paid for an assessment day?
Often not, if it is a genuine test that lasts a few hours. GOV.UK says an unpaid trial of a few hours may be reasonable in some cases when its main purpose is to test you, and the work has little other value to the employer. Longer sessions are different.
GOV.UK says that trials lasting more than a day are likely to need paying at least the minimum wage in all but very exceptional cases. It also lists the things it thinks a court or tribunal is likely to consider. These include whether the trial is really for recruitment, whether it lasts longer than needed to test you, and whether your work brings the business real value.
In practice, this means a short group interview is not usually paid. But if you are asked to serve customers or fill shelves for a whole shift "to see how you get on", ask whether it is paid. If you think you have been treated unfairly, HMRC says it looks at every complaint it receives.
Frequently asked questions
How long does a retail group interview take?
It varies, and we have not found a retailer that publishes a set length for group sessions. An assessment day with several exercises will take longer than a single interview. Your invitation should say how long to allow, and it is fine to ask if it does not.
How many people will be there?
It depends on the store and how many jobs it has. We have not found a retailer that publishes a set number. Expect a small group, and do not worry if some people seem more confident than you.
What if I am shy?
You do not need to be the loudest voice. Make one or two useful points early, ask a quiet person what they think, or offer to keep time. Assessors value good listening, and quiet people often shine at it.
Can I do the interview by video?
Sometimes. John Lewis says its group assessments can be in person or online, and Primark says its retail assistant interviews may be in store or by video. Aldi says its interview stage might include a short video interview. Test your camera, sound and internet before the day.
What if I do not get the job?
Ask for feedback. Not every retailer gives it, but it can help next time. Some retailers ask you to wait before you apply again. Primark, for example, says unsuccessful retail assistant applicants may not be able to reapply for up to 3 months.
Find your next retail job
Once you know what to expect, a group interview is a chance to show the skills that matter most in retail. You can search live vacancies from many UK retailers in one place, such as customer assistant jobs. Our membership adds job alerts and a tracker to keep your applications in order.
_This is general information, not legal or careers advice. Check the retailer's advert and the official source before you act._
Sources and further reading
- Store Assistant jobs and recruitment process — Aldi, checked 28 September 2026
- How to apply: our recruitment process — John Lewis Partnership, checked 28 September 2026
- Why we published our interview questions — John Lewis Partnership, checked 28 September 2026
- Application tips — Lidl GB, checked 28 September 2026
- Careers FAQs — Lidl GB, checked 28 September 2026
- In-store careers and recruitment process — Primark, checked 28 September 2026
- Careers FAQs — Primark, checked 28 September 2026
- Our hiring process: FAQs — M&S, checked 28 September 2026
- Application help — Sainsbury's, checked 28 September 2026
- Reasonable adjustments: making and handling requests — ACAS, checked 28 September 2026
- Recruitment: following discrimination law — ACAS, checked 28 September 2026
- Access to Work — GOV.UK, checked 28 September 2026
- Calculating the minimum wage: eligibility — GOV.UK, checked 28 September 2026
- Graduate schemes: getting a place — National Careers Service, checked 28 September 2026
This guide is general information, not legal or careers advice. Check the retailer's advert and the official source before you act. Looking for a role? Browse retail jobs.
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Last reviewed 28 September 2026.
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