Unilever: Transforming Preliminary Hiring Through End-to-End AI-based Digital Process
| Case Code: HROB272 Case Length: 7 Pages Period: 2016-2024 Pub Date: 2024 Teaching Note: Available |
Price: Rs.300 Organization: Unilever PLC Industry: Retailing Countries: United Kingdom Themes: Recruitment & Selection, HR Automation Artificial Intelligence,Human Resource Planning |
Abstract Case Intro 1 Case Intro 2 Excerpts
Excerpts
Implementing a New Solution
As a global brand, Unilever planned to attract top talent from around the world, with the specific goal of having millennials make up 60 percent of its workforce by 2020. “With this in mind, we needed to engage with this generation through innovative technology that is engaging, dynamic and able to move quickly,” said Melissa Gee Kee (Melissa)..
The New Digital Recruitment Process
Unilever’s new digital recruitment process involved 4 steps. Step 1 was the Application round, Step 2 involved neuroscience games, Step 3 was the video interview, and the last step was a day at the assessment center..
Road Ahead
Some internal stakeholders voiced concerns that the process was too digital and might alienate certain candidates. Unilever, having drawn on its experience with millennials, defended the process saying candidates preferred a hiring process that reflected how they interacted and socialized in their daily lives..
Exhibits
Exhibit I: Unilever’s Hiring Process prior to Transformation
Exhibit II: Names of 12 Games with Description and Assessed Traits
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