Feeling Hopeless — But Learning There’s Hope
I was feeling hopeless because I thought, “Only with Excel knowledge, who’s going to give me a job?” But I was wrong. Someone told me that Dmart is a good place to work, so I decided to give the interview a try.
First Steps — Going for the Interview
For customers, Dmart has two entrances in the front. For employees, vendors, or job seekers, there’s a security entrance at the back where a lady security checker usually sits.
As I approached her, she asked, “Are you a visitor?” I replied, “I came here for the interview.” She asked me to write my name and entry time in the register, and then told me to go to the third floor via the lift. Luckily, the interview was happening the same day — usually, interviews take place every 2 weeks depending on the staff.
Waiting for the HR Interview
When I reached the third floor, I saw a big line of job seekers waiting for their turn. As I stood near the seating area, a man in a white shirt noticed me and asked, “You’re here for the interview?” I nodded, and he handed me a paper to fill out my details — name and whether I was a new or ex-employee. I noticed he had written “INNOV” at the top of the paper in blue ink. He said, “Don’t be nervous folks, I am here.”
That’s when I realized he was a broker — someone who gets a fee for bringing job seekers to Dmart.
My HR Interview Experience
After submitting the paper, I joined the line again. One by one, candidates were called into the HR cabin. Finally, it was my turn. The HR asked me to sit down and took my paper.
“Rajat, have you worked anywhere before? Are you a graduate?” she asked.
I replied honestly, “Ma’am, it’s my first time, and I’ve completed 12th grade.”
She then asked, “You are through Innov?” I told her, “No ma’am, a man just approached me and wrote that on my paper.” She immediately crossed out Innov and wrote Genius instead, because I had come independently, without relying on a broker.
Understanding the Pay Structure
While observing the register, I noticed different companies listed: Teammate, Innov, and Genius. These are staffing companies that actually pay the employees. Innov and Genius were just two examples, and each employee belongs to one of these based on how they joined.
Second Round with the Manager
After HR, I was asked to meet the manager for a second round. In the manager’s room, two men asked me, “Are you a student?” I said, “Yes.”
They told me my shift would be from 2 PM to 11 PM, and I agreed. I also mentioned, “I have knowledge of Excel, but I don’t want to work as a cashier.” They immediately understood and said, “Okay, you will work in the GRN department — Goods Receipt Note. You’ll be the GRN person.”
This was perfect for me because it matched my skills, and I was excited to start working where I could use Excel and computers.
Starting with the GRN Team
The GRN team had five members, and I was the sixth. In the beginning, I worked alongside one of the members to update price tags.
We were responsible for food, grocery, detergents, and other products on the ground floor — but not clothes or apparel. This helped me focus on the specific sections I was assigned to and learn the workflow efficiently.
Working on the Floor
On the floor, there were officers who checked whether the staff was working properly. Staff included people who kept items on the racks and maintained price tags.
At Dmart, the ID card colors helped distinguish roles:
- Green ID card – Officers who supervise and ensure staff are working properly.
- Blue ID card – Staff or helpers who place items on racks and maintain price tags.
- Red Dmart uniform – Worn by staff for easy identification.
Facing Challenges in the Beginning
At first, I faced many problems updating price tags. We had to find the correct item on the shelves and attach the right tag. Sometimes items were misplaced or the tags were incorrect. It required patience, attention to detail, and careful checking.
Dealing with Strict Officers
Most officers were very strict, especially with staff. One officer on the ground floor, Raju Akela, treated staff like machines. He expected staff to be working silently for all 8 hours, and if someone was standing or taking a small break, he would immediately shout, “Why are you just standing? Do some work!”
Adjusting to this kind of supervision taught me patience, discipline, and focus under pressure.
Understanding Dmart’s Staffing Structure
Dmart has a unique staffing system:
- Promoters: Hired by Dmart purchase officers, but they work for specific brand companies. For example, someone selected by a purchase officer might handle only Mamaearth products.
- Independent Staff: Those who join through HR independently handle general tasks across the store — like maintaining price tags, stocking items, and GRN responsibilities.
GRN Work – Using Computers and SAP
Working in GRN is similar to being a computer operator. One of our main tasks was to scan all goods into the SAP software. Every item that arrived had to be recorded accurately, which required attention to detail and basic computer skills.
This part of the job allowed me to use my Excel and computer knowledge effectively and made the work more manageable.
Daily Routine in GRN – Chaos in Teamwork
The work in GRN is supposed to be about teamwork, but in reality, it often wasn’t. In the beginning, it was mostly me and one other person updating price tags. Despite our efforts, there were always complaints from the manager that the price tags were not completely updated.
After some time, the senior GRN person left, and suddenly all responsibility fell on me. I had to handle both:
- Updating price tags across the store — which included food, grocery, detergent, and other items.
- Receiving goods in the system using SAP — making sure every item was scanned and recorded accurately.
Managing both tasks was overwhelming, and it showed me how much a single person can be stretched in retail work. It also taught me time management, prioritization, and persistence under pressure.
Lessons Learned About the Workplace
During my 6 months at Dmart, I learned one key thing: managers and officers mostly care about labor, not the individual employee.
- Staff were rarely allowed to leave exactly on time. You often had to ask the officers for permission to leave, and even then, they tried to make people work late.
- Managers focused primarily on sales and performance, not employee well-being.
- Public holidays and Sundays weren’t days off. Employees typically got one day off per week, but it was never Sunday.
This taught me the harsh realities of retail work, and the importance of discipline, patience, and self-motivation in such environments.
A Bit of Personal Story Amidst Work
At that time, I felt hopeless, and that’s why I joined Dmart. But there was something unexpected that brightened my days.
On my first day, I noticed a girl — Sony. She was skinny, wearing a pink shirt and black pants, and with her glasses, she stood out uniquely amidst the busy store — a little piece of peace in the chaos. She was shy, which made her presence even more subtle and charming. Seeing her felt almost like a message from God, and it motivated me to ready for the next day.
Every day, I would see her, and she usually avoided eye contact. At first, I thought she didn’t like me. But honestly, I liked her — everything about her: her walk, her smile, her shy demeanor, her energy. She was totally my type.
Unfortunately, after about 3 months, she left the job due to her marriage. Her leaving made me feel lonely again. I never really spoke to her personally — we only interacted for work — but her presence left a lasting impression on me.
Stock Take – The Night Shift Madness
Every 2–3 months, Dmart has an event called Stock Take. On this day, all staff have to come in at night, except for the girls. The main task during Stock Take is to move old goods and allocate locations for new products — basically reorganizing the entire store inventory.
During my 6 months at Dmart, I spent two nights on Stock Take. Those nights were intense and exhausting, but they gave me a firsthand look at how chaotic retail inventory management can be.
The Final Straw – Exhaustion and Lack of Appreciation
During one of the Stock Take nights, I came in at 8 PM, expecting to finish my shift normally. But the manager didn’t let us leave — he said we had to work until 12 PM the next day. Just imagine: working 16 hours straight with no appreciation or acknowledgment.
After the second Stock Take night, I came home completely drained, collapsed on my bed, and couldn’t find the energy to go to work the next day. I just slept.
The following day, the manager called and said, “Rajat, why didn’t you come yesterday?” I explained, “Sir, I was tired and sick.” His response broke me: “You will come here only if you provide a medical certificate.”
That moment broke my heart. I realized that no matter how hard I worked, they only cared about output, not the well-being of their employees. That was when I decided to leave Dmart for good.