REPORT

COURSE NAME: HUMAN RESOURCE MANAGEMENT

Topic: Recruitment and Selection Practices at Nestle

Lecturer : Nguyễn Thuỳ Giang

Student:
- Tô Gia Khánh - 22103074
- Nguyễn Phúc Gia Linh - 22115264
- Nguyễn Duy Tâm – 22012301
- Nguyễn Hưng Quỳnh Như - 22007338
- Nguyễn Hoàng Phong - 22122711

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 REPORT
COURSE NAME: HUMAN RESOURCE MANAGEMENT
Topic: Recruitment and Selection Practices at Nestle

Grade Comments from the Lecturer

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 TABLE OF CONTENT

Part 1: Company background.......................................................................................................................7

I. Company introdution:.....................................................................................................................7

Nestle’s Logo..........................................................................................................................8
II. History of Formation and Development:...................................................................................8

III. Nestlé Vietnam Development History........................................................................................9

IV. Nestlé's mission, vision and core values:..................................................................................12

Nestlé's Mission....................................................................................................................12
Nestlé's vision.......................................................................................................................13
Nestlé's core values..............................................................................................................13
V. Nestle's organizational structure..................................................................................................14

Current structure.................................................................................................................14
Structural model by department........................................................................................14
VI. Types of products.......................................................................................................................15

Nestle Products.....................................................................................................................15
VII. Nestle Competitors.....................................................................................................................18

VIII. Revenue & profit 2019-2021.................................................................................................18

Year 2019...............................................................................................................................18
Year 2020...............................................................................................................................20
Part 2: Company Recruitment.................................................................................................................23

I. Recruitment policy.........................................................................................................................23

II. Recruitment process......................................................................................................................23

III. Selection Process........................................................................................................................25

IV. Recruitment sources (external and internal sources).............................................................26

Internal Sources...................................................................................................................26
External Sources..................................................................................................................27
V. Selection methods...........................................................................................................................27

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Part 3: Assessment.....................................................................................................................................29

I. Advantages:.........................................................................................................................................29

II. Disadvantages:..................................................................................................................................29

III. Solutions:..........................................................................................................................................29

References:..................................................................................................................................................30

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 TABLE OF FIGURE
Figure 1 - Nestle's Logo..................................................................................................................8
Figure 2 - Mr. Binu Jacob............................................................................................................... 9
Figure 3- The First Representative Office.....................................................................................12
Figure 4 - The First Nestle Factory in Dong Nai............................................................................13
Figure 5 - Nestle's Lotus Factory..................................................................................................13
Figure 6 - Full-year sales and underlying operating profit by operating segment ( 2018 – 2019 )
..................................................................................................................................................... 20
Figure 7 - Full-year sales and underlying trading operating profit by product ( 2018 – 2019 )....21
Figure 8 - Full-year sales and underlying operating profit by operating segment ( 2019 - 2020 )22
Figure 9 - Full-year sales and underlying trading operating profit by product ( 2019 - 2020 ).....23

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 A. INTRODUCTION:

In the modern business environment, choosing the right employees is not only an
essential procedure but also a key component in any company's success. In this
regard, Nestle, a well-known global food company, presents unique opportunities
and challenges in the hiring process as part of its ongoing efforts to develop a
diverse workforce in terms of both form and quality. This article will examine the
key factors that Nestle considers when choosing new hires, as well as the
opportunities and difficulties that candidates may face if they wish to join the
Nestle family.

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 B. CONTENTS:

Part 1: Company background

I. Company introdution:

Figure 1 - Nestle's Logo

 Address: 5th Floor, Empress Tower, District 1, Ho Chi Minh City.

 Phone number: (848) 39113737
 From April 1, 2020, Mr. Binu Jacob will become the new General Director
of Nestlé Vietnam from April 1, 2020.
 Website: https://www.nestle.com.vn/vi

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 Figure 2 - Mr. Binu Jacob

Nestle’s Logo

Nestlé's first commercial registration symbol was based on his family's coat of
arms, featuring a bird in a nest. This got its idea from the name of the family,
which means "bird's nest" in German. Henri Nestlé transformed his family crest
with the addition of three young birds being fed by the mother bird, to create a
visual association between his name and his company's infant cereal product. He
began using this figure as a commercial symbol in 1868. Today, the same bird's
nest logo continues to be used on Nestlé products globally, and has been changed
over time.
II. History of Formation and Development:
1 Nestlé S.A – The most powerful multinational corporation in the world from
Switzerland with a history of more than 150 years of establishment and
development, this brand has affirmed its position and importance for the nutritional
food market, especially milk. The Nestlé Group is known as the world's leading
food and beverage company with an extensive global production and sales
network,2 with a presence in 191 countries. Nestlé operates nearly 500 factories in
86 countries worldwide, including Vietnam, employs more than 280,000 people,

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markets about 8,500 brands with more than 30,000 products. The founder of this
rich and powerful multinational corporation is Mr. Henri Nestlé
1 In Vietnam, Nestlé opened its first representative office in Saigon in 1912.
Today, Nestlé is operating 04 factories, including 03 factories located in Dong Nai
and 01 factory in Hung Yen, with representative offices in Ho Chi Minh City and
Hanoi. In addition, Nestlé also owns La Vie Vietnam Company specializing in the
production of bottled spring water in the form of a joint venture.2 This is a 100%
foreign-owned company, producing and distributing nutritional, food and beverage
product lines familiar to Vietnamese consumers such as NESCAFÉ, MILO,
MAGGI, NAN...
III. Nestlé Vietnam Development History

Time Event

1992 Establishment of La Vie Company, a

joint venture between Perrier Vittel
(part of Nestlé Group) and Long An
Trading Company

1993 Nestlé officially returns to Vietnam as

it opens representative office in Ho
Chi Minh City

1995 Established Nestlé Vietnam Co., Ltd.

and started construction of Dong Nai
Factory

1998 Inauguration of Nestlé Dong Nai

Factory in Bien Hoa II Industrial Park,
Dong Nai Province

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2002 Put into operation La Vie's second
factory in Hung Yen

2009 Expanding MAGGI production line at

Nestlé Dong Nai Factory

2011 Commenced construction of Nestlé Tri

An Factory and acquired Nestlé Binh
An Factory from Gannon

2012 Celebrating 100 years of Nestlé's

presence in Vietnam

2013 Inauguration of Nestlé Tri An Factory

specializing in NESCAFÉ production

2014 Expansion of Nestlé MILO ready-to-

drink production line worth $ 37
million

2015 Inauguration of $80 million

Decaffeinated Coffee Bean Factory

2016 Commencement of construction of

Nestlé Bong Sen Factory in Hung Yen
worth USD 70 million

2017 Inauguration of Bong Sen Factory in

Hung Yen and Modern Distribution
Center in Dong Nai

2018 Inauguration of NESCAFÉ Dolce

Gusto Tablet Production Line at Tri
An Factory

03/2019 Operating Nestlé Bong Sen

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 Distribution Center applying logistics
technology 4.0

09/2019 Completion of Phase 2 of Nestlé Bong

Sen Factory expansion project in
Hung Yen

10/2019 Opening of modern and creative

working space at Ho Chi Minh City
Office HCM
 Image of the first representative office

Figure 3- The First Representative Office

 Image of the first nestle factory in Dong Nai

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 Figure 4 - The First Nestle Factory in Dong Nai

 Image of Nestle's Lotus factory

Figure 5 - Nestle's Lotus Factory

IV. Nestlé's mission, vision and core values:

Nestlé's Mission
“To become the world's leading nutrition, health and wellness company. Our 'Good
Food, Good Life' mission is to provide consumers with the most delicious,
nutritious choices across a wide range of food and beverage categories in people's
meals."

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2 1995 is the milestone that Nestle Group has officially "set foot" in Vietnam with
the mission "Improving the quality of life for Vietnamese people is the biggest
mission of the company". 3 Mr. Binu Jacob, CEO of Nestle Vietnam once shared:
"Nestlé Vietnam not only provides high quality nutritious food, applies digital
solutions to meet the diverse needs of consumers, but we also apply sustainable
development initiatives and take action for a green Vietnam, cleaner, nicer."
Thereby affirming that Nestlé always appreciates the quality of products to
consumers. For many years, Nestle has been recognized for its diligence in
ensuring that all food products they produce comply with minimum public health
requirements and standards. The company does this to ensure that it keeps
everyone protected from contamination while providing quality food to meet their
needs. Moreover, Nestlé acknowledges that human physical, social and economic
stability comes first before other profiteering targets. By doing this, Nestle has
continuously improved the health of its community and the reputation of its
products.
Nestlé's vision
"To be a leading, competitive company that delivers nutrition, health and value to
its customers and delivers improved value to shareholders by being a preferred
company, a preferred employer, a preferred supplier of a favorite product."
Based on this statement, setting the pace and directing others in the right direction
is something Nestle has been doing very well in its mission and responsibilities
that the brand has to shoulder is to become a leading company and bring improved
values to the community. Based on long experience stretching back to the early 80s
of the 19th century, Nestlé has learned to lead. Today, the company has been
credited with pushing many other corporations in the right direction of quality.
Nestlé does this through services extended to the people it serves.
Nestlé's core values
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1"Full compliance with the law, honesty, fair dealings, integrity and respect." It
should come as no surprise that 2Nestle has strived to cultivate positive practices
for all its employees in all parts of the globe. 3These guiding principles encourage
doing things right in conjunction with adherence to approved procedures. It also
emphasizes the presence of appropriate reciprocal relationships between different
parties.
V. Nestle's organizational structure

Current structure

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Structural model by department

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VI. Types of products
Nestle Products

1. Foods for healthy growth

 Nestle gấu Active protection.
 Nestle bear
 Nestle nutritional cereal flour
2. Nutritious foods rich in energy: Milo

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 3. Nutritious breakfast foods
 Honeys stars
 Koko crunch
 Nestle milo breakfast cake
4. Rich food dishes and infusions
 Maggi oyster sauce
 Maggi Soy Sauce
 Maggi Premium Seasoning Powder
5. Foods to keep your body awake: Nestle Café
6. Products to help the body refresh: Nestea
7. Medical Nutrition Products
 Nutren Fibre
 Nutren Diabetes
 Peptmen

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VII. Nestle Competitors

Competitors of Nestlé Vietnam can be divided into two main groups:

Multinational enterprises: These are large-scale, resource-rich and experienced

businesses operating in many different markets. These businesses include:

 Unilever
 Pepsico
 Coca-Cola
 Procter & Gamble

Local businesses: These are businesses that have the advantage of understanding the
market and local culture. These businesses include:

 Vinamilk
 Masan Consumer
 Zhongyuan
 G7
 Ovaltine

Target customers:

 B2B: malls, supermarkets, large and small grocery stores, dairy dealers
 B2C: all people in Vietnam regardless of class, gender and age. meet the entire range
of increasingly diverse consumer needs of consumers
VIII. Revenue & profit 2019-2021
Year 2019

 3.2% organic growth: 2.5% RIG; Valuation 0.7%.

 China posted slightly positive organic growth, with RIG flat and prices positive.
 Southeast Asia and South Asia saw single-digit average organic growth, with strong
RIGs and positive pricing.

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  Sub-Saharan Africa achieved high single-digit organic growth, with strong RIG and
positive pricing.
 Japan and Oceania had low single-digit organic growth, as stronger RIGs offset
negative prices.
 The underlying trading operating margin was unchanged at 22.7%.

Figure 6 - Full-year sales and underlying operating profit by operating segment ( 2018 – 2019 )

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 Figure 7 - Full-year sales and underlying trading operating profit by product ( 2018 – 2019 )

Year 2020

 0.5% organic growth: flat rig; Valuation 0.5%.

 China posted a high single-digit decline in organic growth, with negative RIG and
slightly negative prices.
 Southeast Asia witnessed low single-digit organic growth, with positive RIG and
pricing.
 South Asia reported single-digit average organic growth, with positive RIG and
pricing.
 Sub-Saharan Africa recorded double-digit organic growth, led by strong RIG and
positive pricing.
 Japan, South Korea and Oceania combined have seen almost flat organic growth. The
positive RIG was offset by negative prices.
 Basic trading operating margins fell 30 basis points to 22.2%.

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 Figure 8 - Full-year sales and underlying operating profit by operating segment ( 2019 - 2020 )

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 Figure 9 - Full-year sales and underlying trading operating profit by product ( 2019 - 2020 )

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 Part 2: Company Recruitment
I. Recruitment policy
The long-term success of the Company depends on its capacity to attract, retain and
develop employees able to ensure ongoing and sustainable growth. This is a primary
responsibility of all managers. The Nestlé policy is to hire employees with personal
attitudes and professional skills enabling them to develop a long-term relationship with
the Company. Therefore, special attention will be paid to ensure there is a strong
alignment between a candidate’s values and the Nestlé culture. Only relevant skills and
experience and adherence to the Nestlé principles will be considered in employing a
person. No consideration will be given to a candidate’s origin, nationality, religion, race,
gender, disability, sexual orientation or age.
Rewarding our people
One of the most important elements to attract new hires and engage current employees is
competitive remuneration and benefits policies.
Nestlé is one of companies providing attractive benefits to employees higher than
government regulations and market practices. The factors of Total Rewards are including:

 Fixed pay
 Variable Pay
 Employee Benefits
 Personal Growth and Development
 Work-life, Health & Wellness

II. Recruitment process

Application
1 - Find your role and apply
We post all our opportunities here on the Nestlé careers website. If you find a position
that fits your interests and experience, this is where your journey starts. Create an account
on our website and you’re good to get going.

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CV/résumé screening
2 - Share your credentials
Your CV or résumé is your chance to showcase your best professional self, and your
suitability for the role you are applying for. As well as telling us that you have the
experience and qualifications for the job, it should also explain your career history, why
you made your choices and what you’ve achieved.
Phone screening
3 - Talk to a recruiter
If our recruitment team identifies you as a good match for the opportunity you have
applied for, they will get in touch with you for a phone screening. This is a conversation
designed to help us understand your interests, experience and motivation, and it is an
opportunity for you to get a deeper understanding of the role you are applying for.
Hiring manager interview
4 - Meet a manager
The next stage is likely to be an interview, either online or face-to-face, with the manager
who’s hiring for your role. Here, we’ll be looking to see how you fit with the department
and the role. You’ll also have a chance to know more about Nestlé from the inside.
Evaluation
5 - Show us your skills and preferences
For some roles we use evaluations to get to know you better. These might assess your
cognitive abilities, such as numeric or logical reasoning, or help us understand your
learning preferences, natural strengths and aspirations. Depending on the role, you might
also be asked to do a case study or practical test. The nature and timing of the evaluation
will vary depending on the role you are applying to, and it will be clearly explained to
you beforehand.
Final interview
6 - Get to know the broader team

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An invitation to this interview means you’ve been successful in all the stages so far. We
bring together different stakeholders to make sure you’re the best fit for the role – you
might meet the team you’ll be working with. It's a chance for you to get to know more
people at Nestlé – and to be sure that we’re a good fit for you, too.
Offer
7 - Time for us to celebrate!
Congratulations! We are excited to have you become part of the Nestlé team. Soon you
will receive your offer details and be guided to begin your onboarding process so you can
transition smoothly into your new role.

III. Selection Process

Once we receive your application, we’ll analyse your skills and experience to assess your
match to the role profile. We will screen the CVs and those who fit the profile for a role
will only be contacted. The next phase is a series of individual interviews with the
Human Resources team –by phone and then face-to-face interview. If you’re successful,
you will then be interviewed by the appropriate hiring manager. It is worth noting that
we’ll be looking at your potential fit with our culture as well as exploring your
achievements and motivations. Throughout the process, we’ll use competency-based
interviewing techniques that will draw on your experiences and real examples from your
professional life. If you are applying for a graduate position and you are successful at
interviewing stage, you may be asked to an Assessment Centre. Here you’ll be assessed
alongside other candidates and you’ll have the opportunity to demonstrate you have the
knowledge, skills and abilities to make a lasting impression.
Assessment Testing
Certain positions may require assessments such as:
1. Psychometric testing
The assessments we use cover the following areas – abstract, verbal and numerical
reasoning as well as personality and motivational profiling.

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We use this to give us additional information on your suitability for the position that you
are applying for. You will be given the opportunity to receive verbal feedback as part of
the psychometric testing stage.
2. Case studies
A case study is an opportunity for you to showcase your experience.
You will be given a scenario relevant to the job you've applied for, and be asked to
prepare a short presentation or response. You will present this back to the hiring manager,
whilst at the same time, receiving verbal feedback on your approach.
 Reference Check
Our team will conduct at least two reference checks from your previous employers to
ensure that your potential fit with our culture is right, as well as exploring such things as
your management and leadership style. We will only contact the reference checks after
your consent.

Your right to work in the country of your employment, and original copies of your
qualifications, will also be validated by our recruitment team.
IV. Recruitment sources (external and internal sources)
Internal Sources
Internal recruitment refers to the unit after a job vacancy, from inside the unit select
suitable candidate to fill the position. Internal recruitment is divided into specific work
promoted promotion, exchange, heavy change and personnel hired several ways.
Relying on internal sources offers a company several advantages. First, it generates a
sample of applicants who are well known to the firm. Second, these applicants are
relatively knowledgeable about the company’s vacancies, which minimize the possibility
of inflated expectations about the job. Third, it is generally cheaper and faster to fill
vacancies internally
Examples of internal recruiting such : promotions , transfers , employee referrals ,
moving temporary employees to full-time positions

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External Sources
External recruitment refers to the external with the people who need the competence of
enterprise recruitment in and placed in the right position.
There are several good reasons why organizations might decide to recruit externally.
First, for entry level positions and perhaps even for some specialized upper level
positions, there may not be any internal recruits from which to draw. Second, bringing in
outsiders may expose the organization to new idea or new ways of doing business. Using
only internal recruitment can result in a workforce whose members all think alike and
who therefore may be poorly suited to innovation. Finally, recruiting from outside
sources is a good way to strengthen one’s own company and weaken one’s competitors at
the same time. This strategy seems to be particularly effective during bad economic
times, where counter cyclical hiring” policies create once in a lifetime opportunities for
acquiring talent.
Nestle mostly uses external recruiment like online job applications . For example , Nestle
also popular collaborates with job search sites : Jobstreets , Careerjet
V. Selection methods
Online Applications: Candidates usually start the application process by submitting their
resumes and other relevant documents through Nestlé's online application system.

Resume and Cover Letter Review: Human resources professionals or hiring managers
review submitted resumes and cover letters to assess candidates' qualifications and
experience.

Initial Screening: This may involve a brief phone or video interview to further evaluate
a candidate's background, skills, and interest in the position.

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Assessment Tests: Depending on the role, candidates may be required to take
assessments or tests to evaluate their skills, knowledge, and abilities relevant to the
position.

Interviews: Candidates who pass the initial stages may be invited for one or more
interviews. These could be in-person, phone, or video interviews with HR
representatives, hiring managers, or a panel of interviewers.

Behavioral Interviews: Nestlé may use behavioral interviews to assess how candidates
have handled specific situations in the past, as this can provide insights into their
potential performance in the future.

Technical Interviews: For positions requiring specific technical skills, candidates may
undergo technical interviews to assess their proficiency in those areas.

Assessment Centers: In some cases, companies use assessment centers where candidates
participate in a series of exercises, simulations, and group activities to evaluate their
abilities in a more dynamic setting.

Reference Checks: After interviews, Nestlé may conduct reference checks to verify the
information provided by candidates and gather insights from previous employers or
colleagues.

Background Checks: As part of the hiring process, companies often perform

background checks to verify a candidate's education, employment history, and other
relevant details

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 Part 3: Assessment

I. Advantages:

 Recruiting for various positions for both skilled and unskilled labor
 The recruitment activities are divided into different departments and
positions, such as internships, experienced professionals, management, etc.

II. Disadvantages:

 Currently, there are several fake entities posing as Shopee on social media
channels, deceiving a small number of recent graduates.
 Nestle needs to control and provide information about official recruitment
channels on the homepage and website.
 The recruitment forms are quite lengthy.

III. Solutions:

 Review and optimize the recruitment process to simplify it.

 Shorten the recruitment forms.
 Choose official social media platforms or websites to provide accurate
recruitment information.
 Gather feedback from candidates to clearly identify their needs, concerns,
and make improvements for future recruitment cycles.

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 References:
1. Bánh ngũ cốc ăn sáng | Nestlé Việt Nam - Sống Vui Khoẻ. (n.d.). Www.nestle.com.vn.

Retrieved January 31, 2024, from https://www.nestle.com.vn/vi/brands/breakfastcereals

2. Lịch sử phát triển của logo Nestlé | Nestlé Việt Nam - Sống Vui Khoẻ. (n.d.).

Www.nestle.com.vn. Retrieved January 31, 2024, from

https://www.nestle.com.vn/vi/aboutus/history/logo-evolution

3. Nestle. (2020). Nestlé reports full-year results for 2019. Nestlé Global.

https://www.nestle.com/media/pressreleases/allpressreleases/full-year-results-2019

4. Nestle. (2021, February 18). Nestlé reports full-year results for 2020. Nestlé Global.

https://www.nestle.com/media/pressreleases/allpressreleases/full-year-results-2020

5. Nestle. (2022). Nestlé Việt Nam. Nestlé Việt Nam - Sống Vui Khoẻ.

https://www.nestle.com.vn/vi/aboutus/nestlevietnam

6. Sản phẩm dinh dưỡng công thức. (n.d.). Nestlé Việt Nam - Sống Vui Khoẻ.

https://www.nestle.com.vn/vi/brands/dairy

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