How To Handle Recruitment In Fmcg

By Author: Krishna Yerra
Total Articles: 42
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As of 2013, India’s FMCG (Fast Moving Consumer Goods) size was $44.9 billion; and at the growth rate of 17%, the estimated market share is supposed to reach $135 billion, by 2020. With FDI being on prime focus to be implemented in India, many MNCs (Multi-National Companies) are stepping in to explore the Indian Consumers. India, having showed acceptance towards FMCG products, has given rise to retail as well as wholesale stores. In turn this has increased the employment opportunity by many folds.

FMCG sector has given an open opportunity to hire white collars as well as blue collars, making it the largest employment providing sector of India every year. The job opportunities includes – working in a factory or a manufacturing unit, selling, marketing, employee management, corporate management, retail management, security, staff and much more.

On an average, FMCG companies focus more on conducting recruitment drives every year, more than 10 times. These drives include visiting colleges to hire freshers or inviting mass candidates at office locations. For blue collars, advertising jobs in newspapers is another ...
... preferred mode. Recruiters prefer to be rigorous in the hiring process. Candidates are supposed to clear a minimum of 3 rounds, which can go upto 7 rounds for higher positions.

Because of this high demand of employment in FMCG; this sector has given rise to recruitment agencies specialised in blue collar hirings on permanent and/or contract based jobs. For management level hiring, major job portals of India are the preferred mediums to reach.

The majority of hires are expected to be involved on client interaction activities, so recruiters analyse them on communication skills, convincing skills, politeness and confidence in conversation. Once hired, this is the most lucrative industry in terms of both short term as well as long term career.

The FMCG companies are still focusing on the manual recruitment which is not a good sign for their hiring needs. Handling such a large candidature and job requirements is taking unnecessary toll on money as well as time. With the help of a free candidate tracking software it is easier for recruiters sitting in offices spread across country to connect at one platform simultaneously.

It also helps in increasing vendor/agency collaboration and also provides the user friendly experience to the users. It is not only the technology, but the people skills are also included to the contribution. The most vital feature of such an online applicant tracking system is that it protects all the information regarding the candidates. It is also helpful in managing and updating the information very easily.

This software automates and streamlines the recruitment process, which makes easier for the HR department to hire the right candidate. It can handle resumes, publishes job openings on the job portal sites and social media networks, contact handling and much more. The system will help in sending email to all the eligible applicants and update them about the process.

Krishna Yerra has over 12 years of IT industry experience working with leading companies. With his in-depth knowledge about graphic designing, user interface architecture, marketing and communication activities, he is responsible for all the digital marketing activities at Applicant Tracking System, a WHISHWORKS product. Krishna Yerra holds a graduate degree from Madras University in Mechanical Engineering.