Recruitment for e-commerce companies

Two hiring engines in one pipeline

Raise operations and corporate requisitions separately. An operations requisition might read Warehouse Associate, Bhiwandi, 120 openings, joining by 1 September; a corporate one might read Category Manager, Home and Kitchen, Bengaluru, 1 opening. Both move through the same stages, New, Screening, Interview, Offer and Joined, but the operations one moves in days and the corporate one in weeks. Recruitment analytics shows each funnel and the open requisitions, so the operations head and the category head each track their own hiring.

Peak hiring for warehouses and hubs

Start peak hiring six to eight weeks before the sale, because associates need induction and safety training before they touch the floor. Local sourcing fills these roles fastest: referrals from current associates, notices at the warehouse gate with a QR code to the careers page, and hiring days at the site. Screening is practical: basic literacy for scanning and labels, a short floor trial, and shift availability, including nights where the candidate consents. Keep hiring days short and give offers the same day.

Screening delivery associates

Delivery roles need more checks than warehouse roles. Candidates need a valid driving licence, a vehicle with valid registration and insurance if they ride their own, a smartphone that runs the delivery and HR apps, and knowledge of the area. Record licence and vehicle checks in screening notes, and ask for copies to be uploaded during onboarding so expiry dates are tracked. Police verification is common for anyone who will handle cash on delivery.

Fixed-term peak contracts and rehiring

Peak staff are often hired on fixed-term contracts for the season. A fixed-term worker holds full employee status under the Industrial Relations Code and is due gratuity pro rata without the five-year minimum, so budget for it; the fixed-term employment rules set this out. When the season ends, mark strong performers for rehire. Previous employees stay in ZeniaHR with their documents and history, so next year's peak starts with people who already know the floor and the scanners.

How to set it up in ZeniaHR

1. Open separate requisitions for peak operations roles and corporate roles, each with openings, site and joining date.
2. Print the careers page QR code on gate notices and hub notice boards before peak hiring starts.
3. Record licence, vehicle and smartphone checks for delivery candidates in screening notes.
4. Issue offers from the online accept or decline page on hiring days, and move accepted candidates to onboarding in groups.
5. After the season, review recruitment analytics by site and note the peak staff to rehire next year.

Read more about recruitment in ZeniaHR.

Roles this applies to

Frequently asked questions