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Nestl India

Recruitment and Selection Process

Nestl India
Nestl is the world's largest foods company.
Nestl s relationship with India dates
back to 1912 Began trading as The Nestl Anglo-Swiss Condensed Milk Company (Expor
t) 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 w
as Milkmaid Now the product range has increased to about 80
Famous brand names a

Good Food Good Life
To be every way the leading company in the Indian food industry and a good corpo
rate citizen by providing our customers with superior quality products, our shar
e holders with rapid growth and fair returns and our employees with a challengin
g and satisfactory work environment.

Nestl India
The Company continuously focuses:
To better understand the changing lifestyles of India and anticipate consumer ne
To provide Taste, Nutrition, Health and Wellness through its product offeri
ngs. 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.

Nestl India: Recruitment Policy

As mentioned in the Nestl Management and Leadership Principles: The Nestl recruitm
ent policy is to hire staff with personal attitudes and professional skills enab
ling them to develop a long-term relationship with the Company. Only relevant sk
ills 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 devel
opment is an essential standard for recruitment. Under no circumstances should t
he 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 controllin
g by which a firm ensures that it has the right number of people and the right k
ind of people at the right places, at the right time doing work for which they a
re economically most useful. - E. Geisler

Manpower Planning
Ascertaining manpower needs in number and kind.
ting manpower of the

It presents an inventory of exis

Helps in determining the shortfall or surplus of manpower.

Initiation of various
organizational programmes.
Acquisition, utilization, improvement and prevention
of human

Manpower Planning
Demand Forecasting.
. Action Planning.

Supply Forecasting.
Monitoring & Control.

Determining human recourse. requirements

Human Resource Planning

Organisational Objectives HR Needs Forecast HR Programming HRP Implementation Co
ntrol & Evaluation Surplus - Restricted Hiring, Lay Off, VRS, Reduced Hours Shor
tage - Recruitment & Selection HR Supply Forecast

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 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 o
f applications 10 days Calling of interview 5 days
Selection process including t
ests and interviews- 15 days Evaluation of candidates - 5days
Sending offer lett
ers -2 days Offer to acceptance- 15 days Acceptance to reporting for work-30 day

Recruitment: Time Plan .contd.

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

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 t
he employees. Posting the requirements is through 1.Mail 2.Intranet 3.Notice boa

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

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 fa

Sources of Recruitment
5. Consultants Or Vendors
Company requirements can be posted to consultants . They are also called Head hu

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


Selection is the process of differentiating between applicants in order to ident
ify those with a greater likelihood of success in a job. Selection is the proces
s choosing the right candidate out of so many. Selection is process of predictin
g about the candidate who will make the post appropriate and contribute to the j
ob and the organization-now and in future.

Reception of applications Preliminary interview (Telephonic) Application forms.

Employment Tests Reference check. Final interview for selection. Selection. Indu
ction and placement.

Employment Test
Ability And Aptitude Tests Cognitive tests Psychometric And Personality Tests

Unstructured Interview : Involves a procedure where different questions may be a
sked 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 p
rior job situations that are similar to situations they may encounter on the job
. Comprehensive Structured Interviews : Candidates are asked what actions they h
ave taken in prior job situations that are similar to situations they may encoun
ter on the job. Structured Behavioural Interview : This technique involves askin
g 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 organizati
onal life.
Induction or orientation programme of the organization is a process t
o guide and counsel the employees to familiarize them with the job and organizat
ion. This process helps an organization to clarify the terms and conditions of e
mployment, specific job requirement and to inculcate confidence in the minds of
new entrants.