Abstract 3
Introduction 4
Recruitment Process in PepsiCo 4
Planning 4
The Process of Recruitment 5
Managing New Employees 6
Hiring Process (Applicant’s Actions) 7
Workplace Diversity in PepsiCo 7
Diverse Workforce Recruiting 8
Training of Applicants with Disabilities 8
Global Anti-Discrimination and Anti-Harassment Policy 9
Recommendations 9
Conclusions 10
References 11
Abstract
PepsiCo, as many other international companies, has a complex procedure of recruitment process that includes several steps: planning, process of recruitment and managing new employees. Each step includes many procedures that ensure compliance with the company’s regulations, principles and goals. Recruitment process includes application of candidates, short listing, interviews (in-person or via telephone), job offer and signing the employment agreement.
As a large international company, PepsiCo is concerned with its Corporate Responsibility that is reflected in many of its rules and procedures. For example, the company provides equal possibility for all the candidates to receive employment, including those with disability, diverse cultural background and of any nationality. The company does not accept any discrimination in the workplace.
Besides employment of professional candidates, PepsiCo also offers internship, training, volunteer activities for young people, students and anyone else willing to develop their skills and improve resume. The company has many initiatives worldwide in this respect.
Keywords: PepsiCo recruitment process, employment in PepsiCo, workforce diversity in PepsiCo
Recruitment, Selection and Placement
Introduction
PepsiCo is an international company producing beverages and snacks. The company is present almost everywhere in the world. As a large FMCG organization, all the processes in the organization are automated and complicated and there is a number of different means (rules, procedures and IT solutions) created in order to deal with all the tasks efficiently and successfully. The work of every functional department in PepsiCo is regulated by such means, including Human Resources Department that fulfills one of the company’s most important objectives: hiring skilled and talented people. Recruitment process in the company is designed taking into account the latest international trends and also it has some peculiarities devoted to meet PepsiCo’s special needs (customizing to local markets, workplace diversity, sustainability, and etc.).
Recruitment Process in PepsiCo
Recruitment process consists of several stages and the company’s employees should strictly follow all of them in any case. Each stage has its own meaning and task and should not be missed. Applicants of PepsiCo’s jobs are aware of it and do not expect the process to be simple and quick. The process of recruitment in PepsiCo is divided into several steps.
Planning
The correctly executed plan will provide a solid basis to ensure the employment of the right person in the right position. The most important questions that have to be answered while developing the plan are as follows.
1. What will be the role?
When answering this question, the following is considered by PapsiCo’s recruiters: the role’s focus areas (e.g. what the individual will do, what are the benefits of the employment of this individual for the company).
2. How much will the company spend?
The budget is important. Analysis of priorities and possible spends should be made on this stage, the same as understanding of the individual’s ‘market rate’. The budget of employment must include the following: salary of the employee, recruitment costs, employee benefits (gratuity, pension, bonuses, medical insurance, relocation costs, and etc.), other costs of the employee that may be covered by the company in order for him to fulfill his duties. It may include mobile phone, computer, travel and transport costs.
3. What is the schedule?
Typically, processes of recruitment tend to take more time than expected, so it is recommended to be realistic while making a schedule. Timelines may be different, largely depending on the role’s seniority, but the general instructions can be as follows: 2-3 weeks for advertising, 1-3 weeks to conduct interviews, 1-2 weeks for role offer, appoint and agree terms. Thus, the whole process may take around 4-8 weeks.
The Process of Recruitment
After determining a role, a timeline and a budget, PepsiCo’s recruiters begin recruitment process that usually consists of the following elements:
1. The Description of Job
A job description typically includes the following: position title, brief explanation of the recruited role, position’s duties/responsibilities, lines of reporting, the required experience and skill set, and position’s location.
2. Advertising
A decision is going to be made on whether it will be conducted internally, or outsourced to a recruitment agency, or maybe a mix of both.
3. Short listing and conducting interviews
When the period of application is finished, recruiters start the process of short listing. The recruiters look through the CVs and applications looking for individuals with the experiences and skills necessary for the job. Usually anywhere between 4 and 8 candidates are selected for the interview. It can be either over the phone or face to face.
4. Job offer and appointment
While offering the job to the selected candidate, formal salary notification along with any other role’s terms and conditions are provided. At this point some negotiations can be conducted. After it, contract of employment and an official offer letter are given by the company for the new employee to sign. A probation period can be included into the contract.
PepsiCo always ensure that any person can apply for the open position in the company regardless of his or her nationality, cultural background, disability, social status and any other peculiarity.
Managing New Employees
It is important for the company that the new employee receives an appropriate direction and support to cope with his or her duties.
1. Responsibilities and Roles
New employees are provided with an understanding of the objectives and structure of the company as well as where they fit into it. It is also important to explain the reporting lines.
2. The Handover
This step basically means that the individual (either volunteer or paid) who was overseeing this role previously interacts with new employees to inform them on what they have fulfilled previously and how the current situation looks like ('Recruitment and Management Guide', n.d.).
Every new employee is welcome in the company and receives as much support and advice as it is necessary to learn new duties and fulfill the tasks efficiently. Employees receive also training either of skills necessary for the job or general education (leadership, time-management, negotiations and other personal skills training).
Hiring Process (Applicant’s Actions)
In case the individual would like to be considered as the candidate for any of the PepsiCo’s open positions, he or she should fulfill the following simple steps:
Apply. When the person identified an interesting job opportunity, it is required to complete the profile online. After looking through the profile by the recruiting specialist, the candidate will be communicated the next steps.
Assess. There are various communication options at PepsiCo during the process of hiring. Taking into account the role, timeliness and location, the recruiters can initiate a dialogue via web cam interview, telephone, or invite for in-person interview.
Offer and on-boarding. Offers are communicated in-person or via telephone from a PepsiCo’s internal recruiter. In case the person is not selected for a job, he or she will also be informed by a member of PepsiCo’s team.
When the person has accepted a job offer, additional details will be provided regarding on-boarding experience (Pepsico.co.uk, 2015).
PepsiCo encourages its applicants to follow its new vacancies on the website and apply as soon as they have found anything interesting for them.
Workplace Diversity in PepsiCo
An inclusive workplace and diverse workforce is very important for PepsiCo and its success. In the present situation in an increasingly complex business world, the company relies on its diverse team to understand local clients in over 200 territories and countries, and move the company’s business forward.
PepsoCo is a global organization and it works in countries with different regulations and laws. However, regardless of the location, the company respects abilities and talents of all and the diversity.
For the company, diversity is all the unique features that characterize people: personality, thought processes, lifestyle, ethnicity, work experience, race, religion, color, gender, marital status, sexual orientation, national origin, age, veteran status, disability or any other differences.
Diverse Workforce Recruiting
On-campus recruiting program of PepsiCo’s U.S. is interested in engaging diverse talent to the company and has already achieved positive results. For instance, in 2013 63% of new employees from college campus recruiting were from diverse cultures and backgrounds. Also PepsiCo is a lead sponsor of the variety of conferences in diversity recruiting.
Increasing the quantity of women leaders. PepsiCo strives to grow the quantity of women leaders inside the company through development initiatives and recruiting worldwide. Our teams are better wherever and whenever women are participating.
A veteran hiring legacy. PepsiCo’s outstanding performance of U.S. military veterans’ hiring made it a top 25 ranking in the Top 100 Military Friendly Employers Jobs ranking in 2013.
Individuals with disabilities. In the world’s markets, PepsiCo is engaged in providing people with disabilities with equal treatment and opportunity.
Training of Applicants with Disabilities
PepsiCo is trying to simplify the process for applicants with disabilities to get employment within the company. It means a unique training program that includes both soft skills training with job-based training. The program involves two entry-level jobs where most of the PepsiCo’s frontline employees begin their careers; merchandiser and loader.
PepsiCo is looking for qualified candidates for the job who are ready to work hard and make an effort in a job that opens up opportunities of successful and long careers for a lot of people. The core mission of the project involves offering employment related services for people with disabilities or other problems.
Training and technical skills are necessary for many positions within PepsiCo. Work routine learning begins at Eagan’s West building, where equipment and beverage products of Pepsi are available in a simulated warehouse setup and back room. During the training’s job based portion of skills, people work on basic entering and introductions and stocking common store shelf. Trainees (wearing wireless headsets) receive orders for certain products and move them with pallet jacks and by hand ('People Achieving', 2014).
Global Anti-Discrimination and Anti-Harassment Policy
Global Anti-Discrimination and Anti-Harassment Policy of PepsiCo establishes a zero-tolerance policy regarding any discrimination type or harassment based on color, race, sex, religion, gender identity, sexual orientation, national origin, age, veteran or disability status, and etc. This relates to harassment of third persons and other employees encountered at work, including visitors, customers or vendors (Origin-pepsico.com, n.d.).
Recruitment of the diverse workforce is nowadays important for any company worldwide as it is one of the elements that form Corporate Social Responsibility. Besides providing possibilities for the local people to work, develop, receive income and improve their standard of living, hiring diverse workforce is extremely beneficial for the company as it makes penetration to the local markets easier, brings new and outstanding talents to the company and helps other employees to learn and improve their skills.
Recommendations
Recruiting process of PepsiCo is designed almost ideally as international status, sufficient budgets and talented employees allow the company to follow the latest market trends and investigations (IT technologies, tests for candidates’ assessment, trainings, and etc). However, I would advise the company to pay more attention to the following aspects:
Participation in the international and local vacancies fairs as many local people (including fresh graduates) come there in order to find their opportunities and meet the representatives of the companies;
Close collaboration with the different colleges, universities and students organizations worldwide;
Organization of employees exchange between different countries;
Scheduling the days when anyone interested can register to visit company’s facilities and attend the seminar about the employment in PepsiCo;
Improvement of internal learning possibilities and company’s library.
Conclusions
The report has analyzed main principles of recruitment process in PepsiCo Company (an international organization producing beverages and snacks worldwide). It contains detailed description of hiring process steps, tips for applicants, information about companies’ approach to recruitment, workplace diversity, training and developing of employees, etc. There also recommendations for the company in the report.
References
Origin-pepsico.com,. Diversity and Inclusion | PepsiCo.com. Retrieved 30 June 2015, from http://origin-www.pepsico.com/Purpose/Talent-Sustainability/Diversity-and-Inclusion
People Achieving. (2014). PROACT, 11(1), 1-2. Retrieved from http://www.proactinc.org/docs/proact-people-achieving-4-14.pdf
Pepsico.co.uk,. (2015). Our Hiring Process | PepsiCo UK. Retrieved 30 June 2015, from http://www.pepsico.co.uk/careers/applicant-help/our-hiring-process
PepsiCo Global Code of Conduct. (2012). Pepsico, 9-14. Retrieved from http://pepsico.ca/en/downloads/CodeOfConduct/English_Global_Code_of_Conduct_EN.pdf
Recruitment and Management Guide. PEPSI ICC Development Programme, 2-7. Retrieved from http://static.icc-cricket.com/ugc/documents/DOC_4E8D73806CABBCCA53090ECD0DF2EBAE_1317369119555_169.pdf
