Nestlé is the world’s largest food and beverage company. In 1867, Henri Nestlé, a trained pharmacist, launched one of the world’s first prepared infant cereals ‘Farine lactée’ in Vevey, Switzerland. Still headquartered in the Swiss town of Vevey, Nestlé employs around 308,000 people and has factories or operations in almost every country in the world. In 2019, Nestlé’s reported sales increased by 1.2% to CHF 92.6 billion.
Nestlé initially introduced asynchronous video interviewing in 2012. The decision was based on the volume of applications and the difficulties in reviewing telephone interviews when members of the hiring team were in different locations or were traveling a lot with their work.
Including Technical Questions within the video interviews enabled Nestlé to screen qualified and like-minded individuals before progressing them to Face-to-Face (F2F) Interviews.
More Qualitative Assessment
Better Quicker Assessment
Multiple HR Benefits
Some of the Highlights
- Less Risk of Missing Good Candidates
- Applications Brought to Life
- Technical Assessments Made Easier
- Multiple Benefits for HR
- Feedback from Candidates
Jonathan Fearn, Talent Acquisition Partner at Nestlé, maintains that knowing they have asynchronous video interviewing is a comfort for the Audit team. This is due to the specific necessities in a profile required for such a demanding role. It offers a definite improvement when dealing with large number of applicants because it enables the team to assess more candidates compared to other screening methods.
“If we invited 10 candidates for phone interview on the basis of CV review only, there would be a high probability of missing some relevant profiles, but with Sonru we can put as many applicants through, that’s where you make up your time, you’re putting through the right ones – you’re always hiring from Sonru.” Jonathan Fearn
Seeing the person behind the application is important for Fearn who maintains that the video interview “kind of leaves a lasting impression. When we meet the candidates in person, you can instantly remember how they were in Sonru. When we see how they engage with teams on interview day, it confirms our decision to invite them.”
“I really like it when I can hear someone sounding enthusiastic. I really enjoy meeting the person in person after I see the Video Interview, I really enjoy converting them.” Jonathan Fearn
Nestlé also found asynchronous video interviewing to be a very effective means of assessing critical skills early in the recruitment process. Nestlé have made a commitment to make their packaging 100% recyclable / biodegradable by 2025 and in order to meet that commitment, Nestlé require a new and very skilled cohort of staff.
“We use Sonru to ask really technical questions which allow us to very quickly qualify that experience. It cuts out our talent team having 30 minute phone interviews in which they couldn’t accurately assess technical knowledge. Now, we can say they have this or that background, we can qualify that experience very quickly.” Jonathan Fearn
Fearn is adamant that almost every user from the HR or recruitment function has said how Sonru gives them back to diaries to do their actual jobs. Furthermore, asynchronous video interviews can help communication between the HR/Recruitment team and the hiring managers. Nestlé have found Sonru useful to create talent pools for the future, similar to holding an application on file, they can return to video interviews at a future date.
“Sonru opens up dialogue and allows better communication between the Talent Acquisition Partners and the hiring team. We might have differing opinions about a given candidate. While a candidate may not have answered a technical question well enough for the hiring manager’s liking, I can suggest other things we might take into consideration and it opens up some very useful discussions. However this still can be the same without Sonru.”
“If we’ve had difficulty with a position where we haven’t used Sonru, then we’d be very quick to convince the Hiring Team to use Sonru because we haven’t been able to find the right type of profiles, so is a good way to identify them quickly.” Jonathan Fearn
“A video interview is better than a telephone interview.”
“Overall good experience, intuitive and good explanations of the software.”
“This software was better than some other ones I have done in terms of functionality and user experience.”
“It’s a nice way to let candidates present themselves.”
“The HR representative video at the beginning gave me a feeling of engagement and that I am not talking to a machine, there is a human factor involved.”
“Considering immediate bias in the interview process, it seems that the company looks to reduce that bias.”
“This experience and the use of this software by the hiring company show that they are also innovative in their recruiting strategy.”
“The interviews can be reviewed by members of the hiring team who are not in the same location. That level of involvement isn’t possible with phone interviews. The ROI is very good. As an example, one of our operational teams aim to make a hiring a minimum of 2-3 from seven candidates we invite to an Assessment Centre.”
Jonathan Fearn, Talent Acquisition Partner, Nestlé