Title: Recruitment and Selection Process at Pepsico and its SWOT analysis

Intoduction to the Organization:

Pepsi-Cola is a carbonated beverage that is produced and manufactured by PepsiCo. The drink was first
made in the 1890s by pharmacist Caleb Bradham in New Bern, North Carolina. The brand was
trademarked on June 16, 1903. The Coca-Cola Company has historically been considered PepsiCo's
primary competitor in the beverage market, and in December 2005, PepsiCo surpassed The Coca-Cola
Company in market value for the first time in 112 years since both companies began to compete .So
pepsi cola is one of two giants in beverages industry.

Pepsi cola in Pakistan:

The market in Pakistan is surely dominated by Pepsi. It has proves itself to be the No.1 soft drink in
Pakistan. In 1971, first plant of Pepsi was constructed in Multan, and from their after Pepsi is going
higher and higher. It is consumed by all age groups because of its distinctive taste. Pepsi is operating in
Pakistan, through its 12 bottlers all over Pakistan. These bottlers are Pepsi's strength. Pepsi has given
franchise to these bottlers. Bottlers, produce, distribute and help in promoting the brand.

HR Planning:

HR planning’s purpose is to determine what HRM requirements exist for current & future supplies &
demands of workers. The organization ensures that they have the right number and kinds of people at
the right place; this task is accomplished by regular recruitment and selection, performance evaluation,
Promotions, Regular Training and development programs.

Process of Recruitment and selection at Pepsico

Recruitment:
PEPSICO uses both Internal and External Recruitment. But the priority is given to the internal if the
employee has the capabilities, required by the management for working on that post. In Internal
recruitment they ask for employee referrals. Any employee can refer any competent and potential
person and if the referred person comes up to their expectations and hired, then the one who referred
is rewarded with a bonus. In External recruitment they give advertisement for selection against a vacant
post

 Internal Methods:
PEPSICO usually prefers “Job Posting” in which employees from within the organization are
preferred but if the organization feels that the employee is not competent enough then they go
for external methods.
  External Methods:
PEPSICO usually prefers advertising through newspapers, social media, LinkedIn, agencies and
their official website for their recruitment purposes. They give an open invitation to everyone to
apply, so people who are interested come and if they are capable enough they are hired.
Recently a scheme is started in which team of HR professionals visits different colleges and
universities to recruit fresh and passionate candidates.

Selection:
In PEPSICO, selection Criteria is based on numerous factors such as education, health, background and
previous experience.

Selection process:

1. The Application : The employment application is candidate’s first chance to present his
qualifications to the Organization. As such, it is extremely critical for his/her continued
participation in the examination process. Before beginning, one has to review thoroughly what
the Job Announcement specifies as the requirements to qualify for the position..
2. Written Exams: Written exams are usually obtained from one of several testing firms available
to them. These tests are designed to determine level of technical and/or analytical abilities
associated with the particular position for which candidate had applied. This test is mostly taken
from fresh graduates. Whereas, some people are selected on the basis of experience.
3. Specialized Testing : Some positions will require specialized testing, such as technical skills,
agility and communication skills etc. These tests are scheduled just as like other tests.
4. The Panel Interview : The results of this component of the exam process will be used to
determine if candidate should be included on the List of Eligible Candidates forwarded to the
hiring authority for consideration for a departmental Selection Interview. This portion of the
examination is normally weighted 100% (or as indicated on the Job Announcement). The Panel
is comprised of qualified individuals.. These individuals will evaluate responses to a variety of
job-related questions over the scheduled time period.
5. The Selection Interview : Once the List of Eligible Candidates is established it is sent to the
Department(s) that is hiring to fill a current vacancy. The Department Head is responsible for
setting up Selection Interviews. The Department Head will be looking for the candidate with the
best qualifications for their particular position. The candidate selected to fill the vacancy will
undergo a medical examination, drug screen, background investigation, and a probationary
period before attaining permanent employment status.

SWOT Analysis of Recruitment and selection process at Pepsico:

Strengths:

 PEPSI CO. has hard working and qualified Human resources.

 Increased emphasis on organizational and Managerial Ethics
  Coordinating an overseeing the work activity
 Proper systematic selection process

Weaknesses:

 Old hierarchical management system

 Don’t uses the selection test to measure physical abilities
 Focuses on the training after selection
 Use the management assessment centers (raised the cost)

Opportunities:

 The can conduct behavioral test with the personality assessment test.
 The company can Afford Miniature job training and evaluation Approach for the accurate
selection
 Company has loyal employee so it can easily get the hard tasks with cross sectional teams

Threats:

 The competitor’s attractive salaries and compensation

 High cost employees
 No medical/drug test for labors