The role of training and development in career progression
A Nestlé case study

Page 5: Benefits of a strengths-based approach

Nestle 19 3Since introducing strengths-based assessment to its graduate recruitment process in 2012, Nestlé have monitored the benefits to both the business and candidates. For the business, the benefits over the past year were a 21% increase in productivity, increased customer satisfaction of 12% and an increase in the number of women recruited into technical roles from 22% to 67%. There was also a 33% increase in positive candidate perception of the Nestlé brand. The company has seen an improvement in the calibre and number of applicants, with nearly a 50% increase in the volume of applications following a refreshed attraction campaign. Furthermore, a 50% reduction in labour turnover was reported in the first year. This directly benefits Nestlé by reducing further recruitment costs and enabling a strong talent pipeline.

For candidates coming through the process, the strengths-based approach has both differentiated Nestlé, with 96% of candidates reporting that Nestlé stands out compared to other graduate recruiters by using a strengths-based methodology, as well as providing an innovative ‘day in the life’ assessment experience. Indeed 88% of candidates said the online Situational Strengths Test (SST) gave them a realistic insight into a graduate role at Nestlé. The introduction of strengths-based feedback reports now also enables the thousands of candidates coming through Nestlé’s SST to better understand their strengths, regardless of their progression in the process.

Nestlé believes that its strengths-based interview provides a very positive experience for both interviewer and interviewee. A recruitment manager commented:

‘The interview was one of the most interesting and enjoyable interviews I have ever had. I was just able to be myself. I believe the strengths-based questions allowed me to show Nestlé who I am and where my strengths are.

This style has relaxed candidates and allowed them to make the most of their time in the interview, demonstrating their potential rather than relying on pre-rehearsed examples to succeed. One candidate commented that:

I feel as though I’ve got to know this person better than I’ve ever known a candidate previously. The new interview method was easier to apply and the scoring guidelines have allowed a more accurate evaluation.’

Nestlé | The role of training and development in career progression

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