Page 3: Recruitment
Having completed the job analysis, two documents need writing before the job is advertised. The first is the job description.This lists the main responsibilities of the job, including the job title, main purpose of the role and conditions of employment, including salary and benefits. The second is the person specification. This sets out the skills, knowledge, experience, qualifications and personal qualities required from the job. This specification can be subdivided into essential or desirable criteria. An essential criterion may be a specific qualification that is required. A desirable criterion may relate to a technical skill the new recruit develops once employed.
It is important that these documents, and the whole recruitment and selection process, comply with all UK and European employment laws. These include equal opportunities laws such as the Equality Act (2010) which are designed to prevent discrimination in the workplace and ensure fair access to jobs and training. Once these documents are complete the job can then be advertised.
Nestlé promotes career opportunities on its specifically designed careers website. It uses social media, including Facebook, Twitter and LinkedIn, to attract candidates. It is able to offer long term career opportunities, a competitive salary and a range of benefits and training. Operating as a responsible business is at the heart of Nestlé’s culture, and this attracts likeminded candidates.
Each year the Nestlé Academy recruits over 115 graduates, apprentices and school leavers, although with the introduction of the European Youth Employment initiative, Nestlé will increase its numbers across its different schemes to 285 per year.
Nestlé uses an online recruitment process. This improves the speed and efficiency of the process for both the applicants and the company. After initial attraction, the online application form is the next part of the process. The diagram shows Nestlé’s graduate recruitment process. Nestlé recognised that high youth unemployment figures in Europe demonstrated the need for employment opportunities for this demographic.
This led to the ‘Nestlé needs YOUth’ initiative. This initiative plans to help at least 20,000 people across Europe under the age of 30 to find employment by 2016 by offering opportunities for individuals to gain work experience and develop new skills. Nestlé aims to create 1,900 employment opportunities across the business in the UK and Ireland over the next three years. As part of this, it will offer 300 paid work experience placements, giving opportunities to those struggling to find work due to lack of experience in the workplace.