Documente Academic
Documente Profesional
Documente Cultură
India
Group 10
E002 Ragini
Sundarraman
E003 Ajitesh
Agarwal
E013 Shashank
Easwaran
E028 Ashish Mathew
Mondelez
Practices
Recruitment
Agenda
Learnings
Conclusion
Comparative Analysis
and
FMCG Sector in
India Talent
Acquisition
Perspective
The industry
faces a large
shortage of
talent
Less than
10%
Senior
Positions
Open for
Recruitment
This sector
generates
Employment for
3
Million
People
more than
The
observed
trend is a
decline in
hiring -only
36% of FMCG
The FMCG
industry is
The FMCG
focussed largely
industry is
Companies
on revamping
focussed largely Increased Hiring
its existing
on revamping
sales
methods
its existing
rather than on
sales
methods
acquiring talent
rather than on
acquiring talent Companies are not
seeing a return
despite broadening
their hiring methods,
with only 11% of
organisations
reporting a 90%
plus selection
ratio
Rs.
85000 Cr and is
growing at 10-12% Yo-Y
wide range of
profiles such as
Sales, Supply Chain,
Finance, Marketing,
Operations, Human
Resources, Product
Development, and
Challenges
Specialist Roles
equipped with
Functional Skills
and Domain
Knowledge
Preferences
Online Talent
Acquisition
Sales and
Marketing
Executives
Initiatives
Employer Branding
Special Hiring Teams
Typical
Hiring
Strategy in
the FMCG
Industry
Part of the
Mondelz
International
Group of
Companies
Ranked 3rd
amongst Indias
Most Admired
Companies by
Fortune India in
Famous Mondelez
brands include
Cadbury
Bournvita, CDM
Silk, Gems, 5Star, Perk,
Bournville, Halls,
Oreo, Tang and
Toblerone
5 Factories, 4
Sales Offices
Head Office in
Mumbai
5000 Employees
Questionnaire
Preeti Joshi
HR Executive
Mondelez India
Induri Plant
Transf
ers
Promoti
ons
Internal
Sources
iTaste
Advertisem
ent
External
Sources
Past
Employe
es
HR
Network
Employmen
t Agencies
Walk - Ins
Nestle
Pepsi Co.
Online Advertisments
Company Website
Job Portals
Campus
Walk-ins
Head Hunting
Mergers & Acquisitions
Internships
Internal Data Banks
Employee Referrals
Private Consultants
Trade Unions
Internal Promotion
Recruitment Sources Mondelez does not use
Advertisement in Newspapers
Employment Exchange
Casual Application
In
In
In
In
In
In
In
In
In
In
In
In
In
In
In
In
In
In
In
In
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In
use
use
use
use
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Nestle
Pepsico
Preliminary Selection
Initial screening
Panel Interview
Application forms
Selection Interview
Final Interview
Job offer
Presentations
Selection Tools not used by Mondelez
Yes
Yes
Yes
Yes
Yes
Yes
Yes
No
Yes
Yes
Yes
Yes
Yes
Yes
Yes
No
Specialized Testing
Yes
No
Performance Exams
Tests/Role
Play/Case study
Medical Evaluation
Group exercises
No
Yes
No
No
Yes
Yes
No
Yes
Yes
No
Tomorrow Leaders
Program
The iTaste
entry talent
program one
of the best in
the FMCG
industry
Mondelez
seems to be
heavily
dependent on
recommendati
ons and
referrals,
implying a
trust based
Mondelez has
an inadequate
media
presence.
Internal filling
sometimes
leads to
employees
promoted
to a position
he/she is not
equipped to
handle.
Suggestions
The best companies focus on emphasizing the opportunities provided
to the employees.
One of the most important attributes which influence the hiring
process overall is the relation between the promises made by the
company to the employee and how much of this they have actually
accomplished.
Letting the outside world know that the company is strongly focused
on the organisational culture makes candidates who are more likely to
want to be part of a culture like that to apply
Company goals are equally important. It conveys focus and dedication
and puts a finger on what can be expected from future employees.
Focussing on leadership development programs would also provide
incentive to employees
Emphasis on bringing these aspects together to come up with the