In 2017, Dishoom decided to centralise its recruitment process so all roles were hired by its central talent team. The team needed to ensure that although the restaurant chain was hiring in large numbers the candidate experience was still consistent and positive. It rewrote all of its job advert to ensure candidates had a deep understanding of each role, helping it to stand out and increasing applications by 10%.

Dishoom also changed its applicant tracking system so it could enhance its branding through the candidate journey, with tailored automated communications that helped to reduce drop-off rates. Dishoom-walle, as its employees are known, can also refer friends to apply via the system, which has contributed to reaching monthly direct hire targets. Further changes include changing interview locations so candidates could meet in more London Dishoom cafes, and offering candidates availability regardless of location they applied for. Candidates can make changes via links in the ATS so there is added flexibility.

Once candidates have secured a role, they attend an induction session which has been improved, leading to an increase in day-one turnout for new starters. All of these changes have supported Dishoom to open two new cafes in short succession and have a full complement of Dishoom-walle for its busiest time. Turnover has also significantly reduced.