Recruitment Strategy & Selection Process at Hindustan Unilver Limited
Recruitment Strategy & Selection Process at Hindustan Unilver Limited
Recruitment Strategy & Selection Process at Hindustan Unilver Limited
HUL was formed in 1933 as Lever Brothers India Limited and came into being in 1956
as Hindustan Lever Limited through a merger of Lever Brothers, Hindustan Vanaspati Mfg. Co.
Ltd. and United Traders Ltd.. It is headquartered in Mumbai, India and has an employee
strength of over 15,000 employees and contributes for indirect employment of over 52,000
people. The company was renamed in June 2007 to “Hindustan Unilever Limited”.
In 2007, Hindustan Unilever was rated as the most respected company in India for the past 25
years by Businessworld, one of India’s leading business magazines . The rating was based on a
compilation of the magazines annual survey of India’s Most Reputed Companies over the past
25 years. HUL is the market leader in Indian consumer products with presence in over 20
consumer categories such as soaps, tea, detergents and shampoos amongst others with over
700 million Indian consumers using its products. It has over 35 brands. Sixteen of HUL’s brands
featured in the ACNielsen Brand Equity list of 100 Most Trusted Brands Annual Survey
(2008) [3]. According to Brand Equity, HUL has the largest number of brands in the Most Trusted
Brands List. It’s a company that has consistently had the largest number of brands in the Top 50
and in the Top 10 (with 4 brands).
Hindustan Unilever's distribution covers over 1 million retails outlets across India directly and its
products are available in over 6.3 million outlets in India, i.e., nearly 80% of the retail outlets in
India. It has 39 factories in the country. Two out of three Indians use the company’s products
and HUL products have the largest consumer reach being available in over 80 per cent of
consumer homes across India.
Recruitment refers to the process of attracting, screening, and selecting qualified people for
a job at an organization or firm
Selection
Once the potential applicants are identified, the next step is to evaluate their
qualification , qualities,experiences, capabilities,etc..&make the selection.
It is the process of offering jobs to the desired applicants.
Selection means choosing a few from those who apply, It is picking up of applicants or
candidates with requisite qualifications and qualities to fill jobs in the organization.
Factors Influencing Recruiting Effort
Although every organization engages in recruiting activity some do so to a much larger
extent than others.
a. Size:
Large organization with huge manpower will recruit much more than smaller
organization.
b. Employment condition:
In the community where the organization is located will influence how much recruiting
takes place.
In our country, recruitment and selection process work simultaneously. Those are joined term
as employment function of the organization and this employment function is stated here for
Unilever’s practices.
1. Reception of application
After accomplishing the recruitment process, Unilever go to the selection process where they
start the process with the reception of application form filled up through internet online form.
After scrutinizing the data, they select applications for written test.
3. Employment test
This written test measures the candidates
1. Analytical ability
2. Computation ability
3. Verbal skill
4. Written skill
5. General knowledge
More above 65% marks ensures applicants pass.
Mainly three steps are followed in the selection procedure. In the first stage the candidates
are invited for a viva with sales and training manager. A human resource manager also exists
there. In this viva the candidate’s situation handle ability is measured.
Second phase:
It is the viva with the general sales and operation manager (GOSM), and trade marketing
manager .in this stage individual skill is measured. The question tries to measure out the
fitness of the candidate for the post.
Third phase:
In this stage the applicant face the HRD customer development team (CDT) this phase
measure the applicability of the applicants’ potential for the jobs. In these stage why the
applicant prefers the Unilever and why it would like to join the expected team. The questions
try to measure the passion and the thrill in the employees or Unilever.
7. Work samples
For some technical jobs Unilever follows the work sample test on particular employee like
the one of Finance and IT.
8. Hiring decision
Finally the every step success ensures an applicant join in the Unilever family
Sources of Hiring:
Recruitment Sources CV’s from various sources like:
Data base: Resumes which are live and active will be stored in a central place. And
which is accessible to everybody.
Search Engines: Currently we use one of the leading portal to access their unlimited
database access and unlimited job postings.
Employee Referral: Employee refers his or her friends to the company. And based upon
the selection, the referred employee is entitled for the referral amount. (Details are
below)
On the job
You'll learn much of what you need to know by working with knowledgeable colleagues
and receiving regular coaching and feedback. Wherever you join, in whatever capacity,
you'll have a wide variety of experiences developing skills relevant to your job and
giving you an overview of how our company works.
Professional skills
Specific programmes ensure you build expertise in your chosen career. The courses often
use e-learning that enables you learn at your own pace and take control of your
development. In some areas you can study for professional qualifications and, as you
progress, you'll develop your leadership capabilities.
Continual update
Each function has its own Academy – a team that continually updates its professional
learning curriculum. E-learning modules are then made available on a dedicated intranet
portal. Here you'll also find the very latest news, articles and thinking. Essentially,
everything you need to keep in touch with the business.
Personal development
Passion, energy and creative thinking are traits that you'll already have when you join.
But equally important is the ability to understand who you are as an individual and what
you want to achieve from your career. We offer a whole range of personal development
opportunities which can be tailored to your specific goals.