Professional Documents
Culture Documents
Unilever
Designing and enhancing a world-class team
and recruiting for success
Company background:
"As part of our drive to create recruitment consistency Unilever is one of the world's
across the 5 regions in Unilever for Global Audit, we leading suppliers of fast-moving
needed an easy to use solution to help us measure and consumer goods. They are
structured into three global
maintain a structured recruitment process across the
divisions - Foods, home care and
world. McLaren Solutions web-based tools allowed us to personal care.
deliver this project in an efficient and cost-effective
fashion.” Rachel Deegan – HR Manager, Unilever As a business-critical function
Global Audit within the firm, Unilever Global
Audit needed to ensure that its
teams were properly staffed to
meet the needs of a very
Business Challenges demanding and truly global
The Corporate Audit group at Unilever employs people across business.
the 5 Unilever regions and was keen to create a recruitment
brand and build a more robust selection process that was
consistent with global audit values across the world. The group Location:
historically found it difficult to attract people and needed to Global—North America, Latin
America, Asia, Europe, Africa
instil a consistent selection process.
Middle East and Turkey
Solution Overview
The Leadership for Growth Profile (LGP) had already been Business Challenges:
developed and contained 11 competencies against which all • Gain global consensus on key
employees are appraised at various points throughout the competencies
rotation cycle. This framework has created a culture where • Ensure consistent interviewing
across the globe
people are motivated by vertical career development.
• Build a core-competency
framework for performance
The elements of the McLaren project were as follows: management
• Analyse, present and brainstorm a broadly-based
competency starting list which incorporated elements of the Solution Overview:
existing LGP, McLaren’s best-of-breed capability framework • Extensive analysis of broad
range of competencies &
and other Unilever-specific requirements.
capabilities
• Distribute logons to key stakeholders in the global team, in • Online competency decision-
order to gather their opinions on the competency list. making process
• Deliver an online workflow tool, allowing the stakeholders to • Competency-based interview
rapidly provide their feedback on the competency starting templates & guidelines
list and submit to the steering group.
Business Benefits:
• Develop competency-based interview templates and
• Delivered robust & consistent
guidelines to ensure a consistent and structured selection selection process globally
process. • Reduced p r o j e c t
administration time to develop
Benefits competencies
• Delivering a robust and consistently implemented selection • Complete buy-in from line
managers whilst building
process to the Global Audit Group.
framework
• Allow the group to realise performance benefits via
improved selection methods, driven by synchronising
individual interviewers assessments.
• Reduce project administration time by gathering online
judgements on competencies from global teams using an
online mechanism. Contact us:
• Facilitate consultation with a large group of people in order McLaren Solutions Limited
to gather agreements or inconsistencies in regard to 1st Floor
115 Southwark Bridge Road
competency frameworks. London
• Allow staff satisfaction and business performance to be SE1 0AX
improved by investing in the future of existing staff through United Kingdom
targeted learning and development plans.
(t): +44 (0) 20 7410 7423
(f): +44 (0) 20 7410 7425
Further Information
McLaren modules used: (e): info@mclarensolutions.com
(w): www.mclarensolutions.com
• Capability Profiler - Identify the key capabilities required for
a role or team
• Structured Interviewer - Structure a recruitment interview
based on the key capabilities already defined
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