UFLP Selection Process

Unilever Future Leaders Programme

Selection - Business Objective

• To obtain competitive advantage that enables direct RoI by reducing time to hire

Reducing the need for labour intensive face to face interviewsIncreased retention, link to increased performance

• Selection process with global standards, locally implemented, branded and engaging, practical and sustainable. Criteria defined to hire functional leaders, not general

managers

DevelopmentAttraction Performance Management & RewardSelection

Selection Criteria DevelopmentAttraction Performance Management & RewardSelection

• A minimum of a Bachelors degree or local equivalent• Strong academic track record, but not overtly academic • Assessment against SOL and General Skills, as well as Functional profile• Extracurricular activities and experiences outside the academic world which display the following:

Well-roundedness and varied exposure / maturity Connection to desired career path Global mindset and external focus Leadership and team experience (social skills)

• Candidates should be commercially aware, driven and energetic • Diverse candidates • Willingness to learn English and strong aptitude for ICT and language

Selection Process

* NRT = Numerical Reasoning Test; LRT = Logical Reasoning Test** Telephone interview can be a face-to-face interview where it is culturally proven that a telephone interview can’t be done*** Consists of a case study, 2 group exercises, a (functional) presentation exercise and an interview. The core structure is applicable to all candidates – some elements are function specific.

N.B. All steps are mandatory, unless specified, and all are adaptable for translation to local language and local regulatory requirements where applicable

Realistic Job Preview

Knockout questions

Application form

Ability testing NRT

& LRT *Telephone

interview **Assessment centre ***

• On-line • On-line • On-line • On-line • Telephone • Unilever

DevelopmentAttraction Performance Management & RewardSelection

Selection

TODAY

• Different criteria and requirements

NEW

• Global selection criteria: min. BA degree, SOL, GS, FS, extracurricular experience

• Global standardised, valid, engaging, transparent, speedy selection process with consistent process steps – also see deliverables

• Hire functional leaders

Principles

Deliverables

• Preferred supplier

• Available: aptitude tests,

telephone interview,

assessment centre

• Pending funding: all

other steps + supporting

tool

• Selection criteria

• Entry point definition (min. BA degree)

• Selection process

• Expectation setting; on-line, self-selection

• Knockout questions; on-line, selection result

• Application forms; on-line, screening

• Ability testing; on-line, selection result

• Telephone interview; phone, Peoplelink

• Assessment Centre; UL assessors

• Guidelines

• How to use materials

• Roles & responsibilities

• Assessment Centre Assessor training materials

• Mandatory

• Mandatory, adaptable (can be upgraded)

• Mandatory

• Optional, adaptable (e.g. culture)

• Mandatory, adaptable (e.g. regulations)

• Mandatory, adaptable (e.g. translation)

• Optional, adaptable (translation)

• Mandatory, adaptable (translation)

• Mandatory, adaptable (translation)

Mandatory/Adaptable Status

DevelopmentAttraction Performance Management & RewardSelectionMaterials