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

Page 4: Selection

The selection process is about getting the best candidate for the job. Companies use a range of selection methods to suit their specific recruitment needs. At Nestlé, successful applications proceed to the online testing stages following a sifting procedure. This includes a situational strengths test – providing candidates with an insight into the culture and role they are applying for, a numerical test and a strengths-based telephone-video interview.

Nestle 19 D3Candidates that successfully complete these stages are invited to attend an assessment centre day.The assessment centre includes:

  • a strengths-based interview
  • a written exercise to test a candidates skills by analysing a business or technical issue and making recommendations for action
  • presentation to test behaviours to certain business scenarios
  • a group discussion to show how a candidate interacts with other people.

The tasks designed for the assessment centre provide an overview of how a candidate may behave in a number of different scenarios. Assessors review individual candidate performance and their overall suitability for the role against key behavioural indicators. The behavioural indicators are highlighted below.

Candidates that are successful at this stage in the assessment process are offered a position within the Nestlé Academy and invited to a formal induction programme. The induction programme provides an overview of Nestlé and specific information about the function they are joining. It also provides individuals with a chance to network with other candidates from other schemes and functions. The programme includes meeting the senior leadership team and allows individuals to learn important information about the company. This is a vital part of the process and ensures new recruits get the best possible start to their career.

Nestlé | The role of training and development in career progression

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