Nestlé India

Recruitment and Selection Process

Nestlé India• Nestlé is the world's largest foods company.

• Nestlé’s relationship with India dates back to 1912

• Began trading as The Nestlé Anglo-Swiss Condensed Milk Company (Export) Limited

• Importing and selling finished products in the Indian market.

• Set up its first factory in 1961 at Moga, Punjab

• The first product to be manufactured was Milkmaid

• Now the product range has increased to about 80

• Famous brand names are NESCAFÉ, MAGGI, MILKYBAR, MILO, KIT KAT…..

Vision:“Good Food Good Life”

“To be every way the leading company in the Indian food industry and a good corporate citizen by providing our customers with superior quality products, our share holders with rapid growth and fair returns and our employees with a challenging and satisfactory work environment.”

Mission:

The Company continuously focuses:

• To better understand the changing lifestyles of India and anticipate consumer needs.

• To provide Taste, Nutrition, Health and Wellness through its product offerings.

• To create value that can be sustained over the long term

• To offer consumers a wide variety of high quality, safe food products at affordable prices.

Nestlé India

Nestlé India: Recruitment PolicyAs mentioned in the Nestlé Management and Leadership Principles:

• The Nestlé recruitment policy is to hire staff with personal attitudes and professional skills enabling them to develop a long-term relationship with the Company.

• Only relevant skills and experience and the adherence to the above principles will be considered in employing a person.

• No consideration will be given to a candidate’s origin, nationality, religion, race, gender or age.

• The potential for professional development is an essential standard for recruitment.

• Under no circumstances should the decision to hire or not to hire be left in the hands of an outside consultant or expert.

Manpower Planning

“Manpower planning is the process including forecasting, developing and controlling by which a firm ensures that it has the right number of people and the right kind of people at the right places, at the right time doing work for which they are economically most useful”.

- E. Geisler

• Ascertaining manpower needs in number and kind.

• It presents an inventory of existing manpower of the organization.

• Helps in determining the shortfall or surplus of manpower.

• Initiation of various organizational programmes.

• Acquisition, utilization, improvement and prevention of human resources.

Manpower Planning

• Demand Forecasting.

• Supply Forecasting.

• Determining human recourse. requirements.

• Action Planning.

• Monitoring & Control.

Manpower Planning

Human Resource PlanningOrganisational Objectives

HR Programming

HR Needs Forecast

HR Supply Forecast

HRP Implementation

Control & Evaluation

Surplus - Restricted Hiring, Lay Off, VRS, Reduced Hours

Shortage - Recruitment & Selection

Vacancies

Assistant Manager - Packaging DevelopmentCTC: Rs 5Lac p.a.

Assistant Manager - Elect & Automation CTC: Rs 5Lac p.a.

Manager – Purchase CTC: Rs 5Lac p.a.

Vice President– FinanceCTC: Rs 5Lac p.a.

Recruitment

• Recruitment is the process of discovering of potential applicants for actual or anticipated organizational vacancies.

• Recruitment is the process of discovering the right applicant and tapping the talent.

Recruitment: Time Plan

• Floating job advertisement and attracting pool of applicants – 30 days

• Screening of applications – 10 days• Calling of interview – 5 days• Selection process including tests and interviews- 15 days• Evaluation of candidates - 5days• Sending offer letters -2 days• Offer to acceptance- 15 days • Acceptance to reporting for work-30 days

Recruitment: Time Plan….contd.

Summary:

• The whole process would take approximately 4 months.

• The process would start on the 1st of May.

• The new employees will join office in September.

Yield Ratio

Hiring Process: RatioAdd generates 500 applications, 100 are potential

5:1

Out of 100, 80 Attended interview 5:4Out of 80, 16 Offered Jobs 5:1Out of 16, 4 accepted 4:1Overall yield ratio 125:1

Historical Data:

Sources of Recruitment

• Employee Reference• Portals / Job posting• Promotions and Transfers• Advertisement• Consultants or Vendors

Sources of Recruitment

• Once the company (Nestle) gets the requirement , they post the requirements to the employees.

• Posting the requirements is through

1.Mail2.Intranet 3.Notice board

1. Employee Reference

2. Portals

Sources of Recruitment

Through portals sourcing of candidates in two ways.

a) Searching Resumes Search resumes in portals with the help of job description.

b) Job Posting Post jobs in the portal, interested candidates will apply for the position

Sources of Recruitment

• Requirements can be advertised in news papers.• Company can participate in job fairs

4. Advertisement

3. Promotions and Transfers:

• Upward and lateral movements of employees of Nestle.

5. Consultants Or Vendors

Sources of Recruitment

• Company requirements can be posted to consultants . • They are also called Head hunters.

• The budget for the entire recruitment process of Nestle is about Rs. 150 crore .

• This includes covers all positions from top to bottom of the hierarchy.

Budget plan considers:a) Direct costsb) Indirect costs

Budget for Recruitment

Screening

Selection

• Selection is the process of differentiating between applicants in order to identify those with a greater likelihood of success in a job.

• Selection is the process choosing the right candidate out of so many.

• Selection is process of predicting about the candidate who will make the post appropriate and contribute to the job and the organization-now and in future.

Preliminary interview (Telephonic)

Application forms.

Reception of applications

Employment Tests

Reference check.

Final interview for selection.

Selection.

Induction and placement.

SELECTION PROCESS

Employment Test

• Ability And Aptitude Tests

• Cognitive tests

• Psychometric And Personality Tests

InterviewUnstructured Interview : Involves a procedure where different questions may be asked of different applicants.

Situational Interview : Candidates are interviewed about what actions they would take in various job-related situations.

Behaviour Description Interviews : Candidates are asked what actions they have taken in prior job situations that are similar to situations they may encounter on the job.

Comprehensive Structured Interviews : Candidates are asked what actions they have taken in prior job situations that are similar to situations they may encounter on the job.

Structured Behavioural Interview : This technique involves asking all interviewees standardized questions about how they handled past situations that were similar to situations they may encounter on the job.

Induction and Placement

• After selection of the employees, the first step is to orient them to organizational life.

• Induction or orientation programme of the organization is a process to guide and counsel the employees to familiarize them with the job and organization.

• This process helps an organization to clarify the terms and conditions of employment, specific job requirement and to inculcate confidence in the minds of new entrants.