Hiring Talent at

India
Group 10
E002 Ragini
Sundarraman
E003 Ajitesh
Agarwal
E013 Shashank
Easwaran
E028 Ashish Mathew

Industry and Company

Analysis

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

FMCG Market is at roughly

Rs.

85000 Cr and is
growing at 10-12% Yo-Y

The FMCG industry is a stable,

diverse, challenging and high
profile industry providing a

wide range of
profiles such as
Sales, Supply Chain,
Finance, Marketing,
Operations, Human
Resources, Product
Development, and

Average Time to Fill Positions in the FMCG Industry

FMCG SECTOR HIRING TRENDS

Sources
Job Portals
Online Media
Campaigns
Industry Networking
Employee Referrals

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

What are your main sources of hiring?

What is your minimum expectation in terms of Academic qualifications and work
experience?
What kind of qualities/ skill-sets do you expect in a candidate?
Is there any special recruitment program in place for B-School hiring?
What benefits/perks do you give your employees?
Do you have any internal training programs for your employees

Brief Recruitment Characteristics

at Mondelez India (Sourced from
Employees)

Transf
ers

Promoti
ons

Internal
Sources

iTaste
Advertisem
ent

External
Sources

Past
Employe
es

HR
Network

Employmen
t Agencies
Walk - Ins

The iTaste Program

The iTaste program in India begins with a 2 day outbound program that includes
icebreakers, team activities and a short film project.This is primarily to break the ice.
iTasters go through a business induction case which helps them interact with top
management.
They undergo rigorous training in the various working aspects of Mondelez for a year.
They emphasize focus on the companys core values
They also encourage gender diversity through the program
iTaste effectively provides potential employees with training for their first jobs

The Mondelez International Graduate Program

The Mondelez International Graduate Program focuses on acquiring talent
straight out of universities and grooming these candidates to be future
leaders.
The candidates are subjected to a process involving testing, screening,
online assessments, interviews and finally the offer.
Mondelez focuses on diversity in the workplace.
It exposes candidates to different verticals of work and broadens their
comfort zones.
To make this program have good traction and attract talent globally,
Mondelez has to publicise and draw attention to it.
Marketing the talent program, and through it, itself, will draw eyes towards
the scope of careers offered at Mondelez and the benefits of joining
Mondelez.

Applicant Opinions (Glassdoor)

Comparison with Competitors

Recruitment Sources Mondelez uses

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
In
In
In
In
In
In

use
use
use
use
use
use
use
use
use
use
use
use
use

use
use
use
use
use
use
use
use
use
use
use
use
use

Not in use In use

Not in use Not in use
Not in use Not in use

Comparison with Competitors

Selection Tools used by Mondelez

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

Competitor Talent Development

Programs

Tomorrow Leaders
Program

Young Talent Development

Program

Analysis of Recruitment Practices

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.

Mondelezs hiring practises

indicate the presence of a trust
based hiring approach a chain of
trust is built up from employee
referrals
It thereby selects the individual
candidates whos talents are
vouched for by existing members
of the organisation
The talent pool is likelier to have
similar individuals or individuals
with similar competencies this
way
Thus the recruiting practises at
Mondelez are effective in bringing
in similar talent.
However they are not effective at
bringing in new lines of thinking

Learnings and Conclusion

The iTaste Program is very well structured and some of the best and
most effective employees ired through this process. This should be
continued.
Mondelez should conduct specialized tests, specific to the role being
offered.
Mondelez should also structure interviews to reveal more of an
employees cultural and behavioural attributes rather than his/her
technical skills.
One of the prevalent industry practises is to attract the best talent by
publicising the companys achievements and standards. Mondelez can
start doing this as well so as to automatically get the best talent
ready to be recruited.
Another very common practise that works very well is to market the
compensation package. Giving a candidate a feeling that he/she is
applying for more than just the money gives them incentive to view

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