Nestlé India: Recruitment and Selection Process

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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”

Mission:
“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.”
Nestlé India

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: Recruitment Policy
As 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
Manpower Planning
• 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.


Human Resource Planning
Organisational Objectives

HR Needs Forecast HR Supply Forecast

HR Programming

HRP Implementation

Control & Evaluation

Surplus - Restricted Hiring, Shortage - Recruitment &


Lay Off, VRS, Reduced Hours Selection
Vacancies
Assistant Manager - Packaging Development
CTC: Rs 5Lac p.a.

Assistant Manager - Elect & Automation


CTC: Rs 5Lac p.a.

Manager – Purchase
CTC: Rs 5Lac p.a.

Vice President– Finance


CTC: 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

Historical Data:

Hiring Process: Ratio


Add generates 500 applications, 100 are 5:1
potential
Out of 100, 80 Attended interview 5:4
Out of 80, 16 Offered Jobs 5:1
Out of 16, 4 accepted 4:1
Overall yield ratio 125:1
Sources of Recruitment

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

1. Employee Reference
• Once the company (Nestle) gets the requirement , they post the
requirements to the employees.
• Posting the requirements is through

1.Mail
2.Intranet
3.Notice board
Sources of Recruitment

2. Portals

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

3. Promotions and Transfers:


• Upward and lateral movements of employees of Nestle.

4. Advertisement
• Requirements can be advertised in news papers.
• Company can participate in job fairs
Sources of Recruitment

5. Consultants Or Vendors

• Company requirements can be posted to consultants .

• They are also called Head hunters.


Budget for Recruitment
• 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 costs
b) Indirect costs
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.
Reception of applications

Preliminary interview
(Telephonic)

Application forms.

Employment Tests
SELECTION
PROCESS Reference check.

Final interview for selection.

Selection.

Induction and placement.


Employment Test

• Ability And Aptitude Tests

• Cognitive tests

• Psychometric And Personality Tests


Interview
Unstructured 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.

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