Recruitment Planning of Nestle

Question: Discuss about theRecruitment Planning of Nestle. Answer: Introduction Recruitment planning is a part of the human resource process. It is a kind of business plan which is used by the companies to hire deserved people for the vacant positions in their company. In the recruitment planning process those candidates are searched for who will be the best fit for the position. This process is carried out by the human resource department of the organisation to ensure that they find the right person for the job opening in order to utilise a persons capabilities to serve the job and giving an agreeable amount in return. The recruitment process has to be planned because it requires a large amount of time and money of the company. In other words, it is a process of attracting, screening and finally selecting the right and the required qualified person for a particular job (Smith, J, 2011). The following paper will discuss the recruitment planning of the food processing company Nestle, Malaysia. Nestle is the largest packaged food multinational company headquartered in Switzerland. Its various numbers of products have made the company a renowned brand on the global platform (Nestle, 2017a). In order maintain and keep the company going it is required to maintain an efficient team of people. In relation to this, the human resource will give the company an edge to the company over its competitors in the ever changing environment. The human resource is the only factor which is the asset of the company which can never be copied by anyone else. Therefore; the company recruits people with qualities like loyalty, hard work, persistence etc. The hiring process of Nestle is shown in the picture given below: (Source: Nestle, 2017b). It can be easily observed from the above flowchart that the company follows a four step process of selecting candidates for their company which are also further bifurcated into steps. The very first application is to invite applications for the job openings for which the candidates can apply online through JobStreet on which they will have to upload their current resume along with the cover letter. The second step is selection and interviews include the shortlisting of the candidates by simply looking at their resumes thereafter; the shortlisted applications are called on for the next round of interviews with the recruiters of the company. The interviews can be telephonic, face to face, video conferencing i.e. online through which The third step which the company follows is the giving the final feedback of the interview and communicate the selection to the candidates who have made it in all the rounds of interviews. They also do reference checks and the medical check-up before hiring the candidate. The very last but not the least step is the induction which is conducted for the selected candidates for explaining them the culture of the organisation also the benefits, the internal systems of the company (Nestle, 2017b). The recruitment department of the company is decentralised in order to respond promptly and being a multinational company it is required to understand the local or domestic needs of the environment (Nestle, 2012c). They function similarly in respect to their standards, culture and good practices at the country-level. The whole recruitment planning is done by the respective hiring manager in order to select deserved people for the company. The company has always believed that hiring young professionals from various fields of marketing, engineering, human resource, information technology etc as they will benefit the company in the long run as those people will be their future leaders who can serve the company in the high positions of managers, branch heads, vice presidents etc. as they are familiar with the culture and working of the company. The picture depicts the company profile of Nestle which shows the number of employees working for the company in order to serve the various brands of the company around the world. (Source: Li, T, 2015). The company uses both internal and external sources for recruiting people for job. Internal sources include selecting the right person from within the organisation as to fill the vacant position as it is one of the cheapest ways of hiring people. In addition to this the company also follows eternal sources which includes advertisements in newspapers, public and private employment agencies, direct applicants, electronic recruitment and from colleges and institutions. All these methods are used by the company to hire people for their growing business. It can be concluded that as human resource forms the foundation of any organisation therefore by adopting right recruitment and selection practices, an organisation will not only save cost but be able to find the right candidate for the right position who will contribute strategically in achieving the long term goals and objectives of the company (Nestle, 2017d). References Li, T. (2015). Nestle Employee Recruitment Research. International Journal of Business and Social Science. Vol. 6, No. 4 Viewed 25 February 2017 from https://ijbssnet.com/journals/Vol_6_No_4_1_April_2015/10.pdf. Nestle. (2012c). Nestle annual report for the year 2012. Viewed 25 February 2017 from https://www.nestle.com/asset-library/documents/library/documents/corporate_social_responsibility/nestle-csv-full-report-2012-en.pdf. Nestle. (2017a). All About Nestl. Viewed 25 February 2017 from https://www.nestle.in/aboutus/allaboutnestl%C3%A9. Nestle. (2017b). Hiring Process. Viewed 25 February 2017 from https://www.nestle.com.my/careers/your_career_at_nestle_malaysia/recruitment_process#. Nestle. (2017c). Recruitment Procedure. Viewed 25 February 2017 from https://www.nestle.in/jobs/your-caree-at-nestl%C3%A9/recruitment-procedure. Smith, J. (2011). Planning the Recruitment Process - What You Need to Know: Definitions, Best Practices, Benefits and Practical Solutions. Emereo.