2. Do you think, the procedures are still applicable at this present times? Identify the procedure/s in which you think not anymore applicable. 3. What can you suggest to improve the recruitment procedures of Unilever Kenya Limited?
2. Do you think, the procedures are still applicable at this present times? Identify the procedure/s in which you think not anymore applicable. 3. What can you suggest to improve the recruitment procedures of Unilever Kenya Limited?
Chapter12: Diversity In Organizations
Section12.2: Diversity And The Workforce
Problem 1.1DQ: Should all companies use blind recruiting in place of traditional recruiting, or are there...
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Answer the following:
2. Do you think, the procedures are still applicable at this present times? Identify the procedure/s in which you think not anymore applicable.
3. What can you suggest to improve the recruitment procedures of Unilever Kenya Limited?
Transcribed Image Text:Exercise 2-Case Study
Recruitment and selection process: Case study of Unilever
RECRUITMENT AND SELECTION PROCESS WITHIN UNILEVER KENYA LIMITED
Recruitment and selection is a core process in Human resource management as it
serves to provide an organization with staff in sufficient numbers and with appropriate
qualities. The composition of Human resources within and organization is a primary
determinant of an organization's performance and competence. It is in this regard that
highly competitive organizations like the Unilever strive to maintain competitive
recruitment and selection process to obtain, maintain and retain competent staff.
Recruitment by definition refers to the process through which an organization attracts a
pool of candidates on timely basis and in sufficient numbers and with appropriate skill
and qualifications and encouraging them to apply for vacant jobs within the
organization. Essentially, recruitment is concerned with getting applicants interested in
the organization and in particular jobs within the organization, to the end that the
applicant applies for the said position.
Selection on the other hand refers to the process of screening, testing and appointing a
candidate from a recruitment pool. It is an evaluative process that determines which
candidates are likely to succeed and eliminating those who are likely to fail.
The recruitment and selection process within the Unilever Kenya adheres to the
conventional recruitment procedures; the first stage in the process is the definition of
requirements. In this process, The Unilever Human resource managers carry out a job
analysis, a process in which the number and categories of people required is generated.
Consequently, the job description and job specification are developed which then guide
the recruitment and selection process.
The next stage entails attracting candidates. The Unilever Kenya Limited over the years
has been known for attracting a large number of highly qualified candidates from both
within and without the organization. Internal recruitment within Unilever Kenya limited is
done majorly through Job posting and advertisements.
These are then easily accessible by all employees through newsletters i.e.
Unilever: Economist, Unilever Sustainable Living Newsletter, and other bulletins and
memos. Further recruitment is made effective through the company e-mail and website.
Internal recruitment positively impacts on the company because it is less costly; it also
retains valuable employees and gives the organization opportunity to utilize its training
investment in the employee. Better still internal recruitment has ensured a highly
motivated staff due to existence of the chance of upward mobility. The knowledge that
candidates who perform above certain predetermined levels are rewarded with
promotions highly increases the morale of staff to continue performing above per. The
employees within Unilever thus have on job satisfaction and commitment which has
ensured high productivity and low employee turnover.
This is however not to say that internal recruitment is the best method of
selection, it also has its share of demerits, the first being that it attracts a limited number
of applicants, equally it may leave out a more qualified candidate that would have suited
the job better had external recruitment been done. It limits and organization's propensity
to change and also may give rise to disgruntled employees resulting from failed
applications. Internal recruitment also has the demerit of employees considering the
promoted colleague as one of the gang and may not accord him or her respect and awe
associated with the position in time. Finally, this process compels the incumbent
manager to put a pretense in interviewing all applicants when he or she knows in
advance who is to take the job.
The external recruitment within Unilever Kenya Limited is equally made possible
through Advertisement which are mainly available in Newspapers and professional
journals like the Economist. The Job advertisement is tailored to attract the attention of
prospective candidates, to create and maintain interest and finally to stimulate action.
This is achieved through very comprehensive communication of the company's nature.
and culture, job requirements and remuneration packages.
Unilever Company also maintains a strong presence within the Institutions of
higher learning through marketing campaigns and brand ambassador programs in
which students are selected to represent the employer brand within campus. Seminars,
symposiums and leadership training sessions are then used as a platform for
popularizing both Internship and employment opportunities within Unilever. Equally the
company does direct campus recruitment by contacting placement officer within the
university and screening candidates for various opportunities. Campus recruitment is
Transcribed Image Text:This is however not to say that internal recruitment is the best method of
selection, it also has its share of demerits, the first being that it attracts a limited number
of applicants, equally it may leave out a more qualified candidate that would have suited
the job better had external recruitment been done. It limits and organization's propensity
to change and also may give rise to disgruntled employees resulting from failed
applications. Internal recruitment also has the demerit of employees considering the
promoted colleague as one of the gang and may not accord him or her respect and awe
associated with the position in time. Finally, this process compels the incumbent
manager to put a pretense in interviewing all applicants when he or she knows in
advance who is to take the job.
The external recruitment within Unilever Kenya Limited is equally made possible
through Advertisement which are mainly available in Newspapers and professional
journals like the Economist. The Job advertisement is tailored to attract the attention of
prospective candidates, to create and maintain interest and finally to stimulate action.
This is achieved through very comprehensive communication of the company's nature.
and culture, job requirements and remuneration packages.
Unilever Company also maintains a strong presence within the Institutions of
higher learning through marketing campaigns and brand ambassador programs in
which students are selected to represent the employer brand within campus. Seminars,
symposiums and leadership training sessions are then used as a platform for
popularizing both Internship and employment opportunities within Unilever. Equally the
company does direct campus recruitment by contacting placement officer within the
university and screening candidates for various opportunities. Campus recruitment is
however very costly and time consuming as a very large numbers of students has to be
sifted before settling on the most qualified.
Unilever Kenya Limited also has a very comprehensive website which relays all
information about the company on a simple click. It narrates the various job
opportunities within the company. Occasionally the Unilever company contracts.
recruitment agencies and consultant firms to carry out the recruitment process on its
behalf. Scangroup is a Kenyan company that prominently recruits on behalf of Unilever.
After Recruitment, the next and thorough stage is the selection process; Unilever
has a very intensive candidate screening and examining process. This is especially true
for management positions. In this process, the first stage is the application form which
provides the selectors with crucial background information. This mostly concentrates on
the personal details, education activities and interests. Within this application form are
also question which probe on the various competencies of the applicant and seeks to
establish the various leadership skills an applicants has. The application form is
advantageous because it summarizes the required information thus aiding analysis.
Equally it makes it easy to quickly judge the substantive requirements such as whether
the candidate has the required qualification or not and also importantly, it shows a
candidates previous progress and growth an information which is particularly important
in selecting candidates for managerial positions.
The candidates whose application forms are approved proceed to take aptitude
and psychometric tests as a means of obtaining objective, reliable and relevant
information on the candidate. These are meant to measure the individuals potential to
develop and to establish the individual's intelligence. Unilever Kenya provides samples
of these tests within their websites and is available for practice. The advantage of the
aptitude and psychometric tests is that it gives a clear picture of applicants' mental,
psychological and physical capabilities. The team of selectors can know with certainty
whether a candidate is likely to succeed or to fail.
Further still after the candidates have had the test, those who succeed are taken
through Interviews by selectors. The first interview is done in the candidate's home
country and lasts for about an hour. It covers a considerable amount of ground and
provides an opportunity for the candidate to Learn about Unilever Company and the
Company to learn about the candidate as well. It is an opportunity for a first face to face.
contact and one in which to develop rapport with the employer. The interview process is
also ridden with limitations. The first impression that the interviewer gets from a
candidate may not be the true picture of the person and may lead to false conclusion.
Further still, an interviewer who is not well informed or acquainted with the requirements
of the job may make decision based on incorrect stereotype of who the best candidate
is. Candidates order is known to affect the judgment of who is the best candidate.
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