Investigate the Interviewing Process of Nestle, Case Study Example

Human Resource Management (HRM) in which is in charge of managing the workforce of the organization, is an important and essential aspect of every organization. In any organization, HR must have a recruitment process in which reflects what they expect from their employees, and how they are work to benefit the organization. Organization can be defined as an activity or practices that an organization carries out for the main objective of recognizing and enticing employees. While it can also be seen as a process in which each organization must be able to attract a sizable number of candidates that have the skills and the aptitudes that will benefit the organization in achieving its objects. Advancements in technology have altered the way in which people communicate, conduct business, and work with others.

Human Resources is a vital part of the work environment, and however globalization and the progression of engineering has constrained HR to modify its methods in work administration, their methodology, and their strategies. With the end goal HR should stay in front of the progressions times, and still be a discriminating piece of an association’s achievement. They must adjust the system in which modernize their business strategies to contend the expanded difficulties and endeavor opportunities. It is imperative to survey the changing capacity of HR’s position in an industry that is intensely affected by the impacts of globalization. The world is continually changing, and so is the work environment. The business world is confronting new challenges from deficiencies in the pool of candidates, globalization, outsourcing, worldwide portability, and troublesome advances that can result in genuine issues in the work environment. Inside the official scene, there are three eras right now in the work environment and in the workforce. As people born after the war are making their passageway, soon will be Gen X and the Millennials that will need to modify. The Generation Xers and Millennials will assume essential parts in how the working environment is constantly changed. The work HR is attempting to contract new abilities with a particular end goal further bolstering addition a good fortune in the global business sector

Nestle Company

Nestle along with other organizations must create a successful strategy in which to recruit potential candidates. This includes a strategy that is well-intended and practical in attracting good talent for the organization.  As the business world is changing, HR has to change the way in which they recruit new candidates. The Nestle Company has been in business for over 130 years, founded in 1867 in Switzerland; it is the leading producer of beverage and foods throughout the world. Operating in 86 countries, its operations consist of over 8,000 brands that include Nescafe, Nestle Milk, KitKat, Orion Chocolate, etc. Nestle has over 500 factories, and employees over a quarter of a million employees throughout the world. Their innovative recruitment strategy in the UK consists of their Nestle Academy, in which serves as a virtual university that takes a traditional approach to recruiting. Nestle uses a strengths-based technique in recruiting graduates and candidates. As Matt Stripe, the HR direction for UK and Ireland states, the recruitment and interview process of the organization revolves around a strengths-based model. “. A strengths approach is about having a conversation with someone about what they are good at, what they enjoy and what inspires them.” (Jacobs) With this initial approach, the company has received overwhelming and positive feedback in finding successful candidates. Stripe as well as other HR directors believes that their approach in recruiting and intervening candidates using a strengths-based approach is the most effective in attracting the right candidates that benefit the organization. Nestle is a global company in which offers formal training programs, competitive salaries, financial support, career development, family leave, car allowance, performance bonuses, and much more. The organization does not have to do much in attracting good candidates to work within their organization.

Nestle first looks to internal candidates, and then to external sources after they have promoted internal employees, or transferred to other departments. Nestle uses several sources for recruitment including headhunting, their Nestle Academy, external advertising, and recruitment agencies. Based on information from Nestle, candidates first complete their application. Once the application has been received and reviewed, they will invite the candidate for an interview. Candidates that are selected are based on aptitude to be engaging and open-minded, and solution oriented. Some interviews range from a voice call to Skype, depending on the position and the location. With the use of assessment centers and telephone interviews help to reduce their potential pool of candidates that don’t fit the brand or the needs of the organization. Once candidates get pass the initial stages of recruitment and screening, and then they ask candidates to come in for a face to face interview. For Nestlé’s interview process they utilized both the structured and unstructured interview process, which helps fill positions that are both similar, and for those that are more complex or executive. In some interviews for the position, Nestle will use a panel of HR executives that will interview mass candidates in cutting down the process, as well as the talent pool.

When candidates are able to get to the stage in the face to face interviewing, Nestle utilizes a series of questions based on their strengths-based approach model in hiring candidates. These questions include; stress questions; job related; behavioral questions; motivational questions; competency questions; and situational questions. Dependent on the position that the Nestle Company wants to fill they will also use a STAR approach when asking competency questions that stand for Situation; Task; Action; and Result. In using experienced interviewers, they are prepared to make selection, appraisal, and exit interviews. While this interview process has been a positive in finding them the right candidates, there are some weaknesses to this approach. Stripe has iterated that when they recruit graduates, they will not be as experienced in skills that the organization will need. Using this strengths-based approach they rely heavily on their definition of personal characteristics or how much they engage with the interviewer. Referrals in the interview process also play a significant role in a candidate being not only selected for the interview process, but also being hired for the position.

The purpose of HRM consists of recruiting and managing people that work in the organization. HRM’s objectives are to attract, identify, recruit, train, motivate, and retain employees that will benefit the organization. In order to successfully recruit and retain employees, they must implement a strategic approach that will entice candidates to apply for the positions in their organization. For Nestle, they are a global company that rely on several means to recruit talented individuals. Their innovative approach to attracting employees has helped them maintain successful operations in over 86 countries. Their interview process includes their strengths-based approach which helps unexperienced or new graduates land positions in their organization. While this has been good, the drawbacks include hiring the wrong candidates. Nestle can improve their interview process by better training the interviewers, and include a system in which they are able to create a benchmark to answer better to assess their candidates for the standards required for each job.

Works Cited

“Nestle Human Resource Policy.” Nestle. 2014. Web. 22 October 2014. http://www.nestle.com.eg/sitecollectiondocuments/hr_policy.pdf

Jacobs, Katie. “Inside the world’s largest food company: Interview with Nestlé HRD.” HR Magazine. 16 April 2013. Web. 22 October. 2014. http://www.hrmagazine.co.uk/hr/features/1076935/inside-worlds-largest-food-company-interview-nestle-hrd#sthash.BYeNf58H.dpuf

Kapoor, Bhushan. “Impact of Globalization on Human Resource Management.”Jims Journal. 2010. Web. 22 October 2014. http://www.jimsjournal.org/6%20Bhushan%20Kapoor.pdf

“Preparing For An Interview.” Nestle. N.d. Web. 22 October 2014. http://www.nestlecareers.co.uk/content/preparation-interview.htm