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Nestlé Assessment Test, Interviews, Assessment Centre 2024/25. Practice. A Full Guide.

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Applying for Nestlé’s 2024/25 internship or graduate programs? Maybe you’re exploring professional opportunities with Nestlé? Find everything you need for your Nestlé online assessment practice in this comprehensive guide.

Our website provides scientifically validated practice assessment tests, interviews and assessment centre exercises that can be used to practice and prepare for the recruitment and assessment process.  

Not sure if you should practice to prepare for the Nestlé assessments? According to research, 60-80% of candidates are rejected based on their aptitude test results. It is proven that practice increases your chances of getting hired.

A recent study (Bradley et al, 2019) found that candidates who do not practise assessments, tend to fail at the first hurdle of psychometric assessments (54%-84%). This study looked at the Top 100 global employers.  

IN A NUTSHELL

How to prepare for the Nestlé assessment process and tests to get the job?

• Complete your Nestlé Online Application
• Fill in your Nestlé application online and upload your resume
• Match your application to Nestlé core values
• Use their language and keywords from the job post in your resume and application answers
• Tailor the information you provide with Nestlé culture needs
• Practice for Nestlé Online Aptitude Tests

Nestlé uses a variety of aptitude assessment tests. These may include: 

• Situational Judgement Tests
• Logical Reasoning Tests
• Verbal Reasoning Tests
• Numerical Reasoning Tests
• Nestlé Job Simulation Tests

You may get rejected already after your aptitude tests. These tests sift out 50-80% of candidates. The only proven way to get to the next round is practice.

• Record Mock Video Interviews of Yourself

Prepare for your Nestlé HireVue video interview by answering common role-specific questions and ensuring effective verbal communication that highlights your suitability through mock interviews. 

For Nestlé interview practice, use:

• A smartphone
• our video interview platform

Our video interview practice platform offers preset competency and industry questions, simulating real employer interview experiences. Record and review your answers to improve interview skills, timing, and language. Keep recording until you’re confident.

Use the STAR+R method for your answers and practice each answer several times.

• Prepare for the Nestlé Assessment Centre 

Nestlé makes use of a variety of competitive exercises during the assessment centre to find the right candidates. Ensure that you practice a variety of exercises including

• In-Tray Test Exercise
• Group Case Study
• Presentation Exercise

Focus on sharpening your communication, organizational and problem-solving skills. Research online, prepare and practice presentation of as many business case studies as possible.

Nestlé Panel Interview

Prepare for your panel interview which is the final part of the application process with senior members at the company. This interview will only happen if you are successful at the Nestlé Assessment Centre. Expect and practice for behavioural and competency-based questions.

Refine your technique for your final Nestlé interview to showcase your:

• deep knowledge
• understanding of the role
• business acumen
• critical thinking and the ability to think on your feet

For your final interview, use the video interview platform and record yourself answering the typical example questions using the STAR+R method.

Continue reading to get answers to these critical questions:

• What stages will Nestlé’s recruitment process involve?
• What are the Nestlé assessment tests?
• How do I prepare for the Nestlé interview process?

What is the Nestlé assessment centre?

• What is Nestlé’s early career program?

Looking into assessments with Nestlé, click on the table below to practice assessments relevant to your assessment process!

Practice all of these stages in your Nestlé hiring process with our Premium practice range and develop your performance ahead of the real tests.

Before we dive into the assessments, let’s discover more about the company first.

Who is Nestlé?

Nestlé is headquartered in Vevey, Vaud, Switzerland, and is the largest multinational food and drink corporation in the world today with a revenue of $102.59 billion. Nestlé is revamping its product portfolio to cater to changing consumer demands, with a focus on high-growth food, beverage, and consumer categories. 

Their business has around 275,000 employees, more than 2,000 brands and a presence in 188 countries. 

Discover the range of roles available in Nestlé in the next section.

What Business Areas and Jobs are there in Nestlé?

Nestlé operates in various business areas and offers a wide range of job opportunities. Below are some of the key business areas and roles within Nestlé.

To ace your application to any of the roles at Nestlé, research into the company is essential. You should be aware of the company values, mission and vision statements.

What are Nestlé’s Core Values?

The four core values of Nestlé are:

• Respect for Ourselves: Nestlé promotes personal growth and well-being among its employees.
• Respect for Others: Nestlé fosters a culture of mutual respect, inclusivity, and empathy.
• Respect for Diversity: Nestlé values and celebrates diversity among its workforce and stakeholders.
• Respect for the Future: Nestlé is committed to sustainability and responsible business practices for a better future.

 Now that we have gone through the basics of Nestlé, let’s move on to each stage of the Nestlé assessment process so that you can nail it for the first time.

Nestlé Assessment Process

What is the Nestlé assessment process?

Nestlé’s recruitment process is designed to identify and hire candidates who align with the company’s values and possess the skills and qualities necessary for the roles they apply for. 

Nestlé’s recruitment process is divided into 5 stages.

Nestlé Online Application

Nestlé online aptitude tests, nestlé strength-based video interview.

• Nestlé Assessment Centre

With our roadmap in place, let’s look at the first step, which is Nestlé’s online application.

How to apply to Nestlé?

The Nestlé application process is the initial stage of the recruitment process. Here, you need to register on Nestlé’s website and complete an online application form for the job you are interested in. Now, how can you check if they have vacancies in your field? It’s simple. 

Once you’ve found your way to your future role, it’s time to start applying.

What does the Nestlé online application involve? 

Nestlé application will require you to complete the following:

• Personal and educational details
• Upload your resume
• Job preferences
• Questions related to your work permit
• Share your salary expectations
• Update your language proficiency

Nestlé Online Application tip: Always apply as early as possible, as applications are often checked on a rolling basis. This will give you a head start ahead of the competition .

Your CV or résumé is your chance to showcase your best professional self and your suitability for the role you are applying for. Therefore to increase your chances, you should put in some extra effort in building your Resume or CV .  

How can I tailor my CV/Resume to Nestlé?

Customize your experience and skills to align with the job description, emphasising achievements that resonate with Nestlé’s values , mission, and vision. This will enhance your CV’s chances of success.

For even more CV tips to ace your Nestlé application, check out our short video below:

If you possess the necessary skills and are fit for the job, you will be invited to take the Nestlé aptitude tests to check your cognitive abilities. What are these psychometric tests, what do they include and how to perform well? Let’s find out.

Back to Contents

What are Nestlé online assessment tests?

Nestlé Online Assessment tests assess your level of skills and competency to perform certain tasks. Nestlé uses aptitude tests provided by Cappfinity , a publisher of pre-employment assessments. 

The types of assessment tests used by Nestlé include:

• Nestlé Situational Strengths Test
• Nestlé Logical Reasoning Test
• Nestlé Verbal Reasoning Test
• Nestlé Numerical Reasoning Test
• Nestlé Job Simulation

You might encounter additional tests when applying for factory positions or maintenance roles, such as the Ramsay mechanical aptitude test and the Bennett mechanical comprehension test.  

Keep reading as we cover each of these tests, starting with the Nestlé situational strength test.  

1. Nestlé Situational Strengths Tests

What is the Nestlé’s situational strengths test?

Nestlé situational strengths tests involve real-life work scenarios where you identify preferred and less preferred actions, often presented as questions or videos. These tests challenge you to align with Nestlé’s ideal candidate qualities given your common sense and what you have learned about the company. 

Want to know more about situational judgement tests and situational strengths tests? Don’t miss our video below: 

How to pass Nestlé’s situational strengths tests?

Nestlé situational strengths tests take time to master and hone your technique in order to perform well and impress the Nestlé team. So, here are a 7 key tips to help you pass situational strengths tests.

• Research the work culture and Nestlé’s values to get an idea of what approach is favoured most in a particular situation.
• Understand the key skills and strengths required for the role. Check through the job description to uncover the key activities you are likely to face at Nestlé.
• Read carefully : Read the scenario given to you very carefully in order to analyse it and think of the best course of action.
• Solve the situation: Go for the option that you think solves the problem you are faced with because that’s what the employer is looking for.
• Consider multiple perspectives: Think about the various perspectives of stakeholders involved in the scenario, such as colleagues, supervisors, customers, and the organization itself. Your response should consider the interests of all relevant parties.
• Maintain consistency and authenticity: Be true to yourself while aligning with Nestlé’s requirements. Be consistent and genuine in your problem-solving and decision-making approach.
• Demonstrate ethics and professionalism: Make sure your answers mirror the integrity and professionalism that Nestlé seeks in candidates.

Check out our sneak peek example of a Nestlé-style situational strength test designed by our experts to give you an idea of what you can expect in the real test:

Nestlé-Style Situational Judgement Test Question Example

Kickstart your Nestlé-style situational judgement test preparation, and sign up for GF’s SItuational Judgement Test package today to access real questions, live test reports, and progress charts!

Let’s now get moving on to the Nestlé logical reasoning tests , the next stage in your Nestlé recruitment process .

2. Nestlé Logical Reasoning Test

What is the Nestlé logical reasoning test?

Nestlé’s logical reasoning tests evaluate your ability to think logically, solve problems, and make informed decisions relevant to your role. You will be assessed on how well you can handle the types of tasks you might encounter in your roles at Nestlé. 

What will the Nestlé logical reasoning test involve?

Nestlé’s logical reasoning tests include multiple-choice questions and you are typically given a limited amount of time to complete the test. 

Gain key insights for your Nestlé logical test with this 1-minute video about the logical reasoning tests:

How to pass the Nestlé logical reasoning test?  

Improve your chances of success by using these top 6 tips:

• Understand the test format: Before you start preparing, take the time to understand the format and structure of the Nestlé logical reasoning test to get an overview of what to expect during the test.
• Review and learn: As you practice, make it a habit to review and learn from your performance. Analyze your mistakes and areas where you need improvement.
• Note the number of questions : As you continue your logical reasoning test practice, you will find that you get quicker. Make a note of how many questions you were able to complete for each practice test and try to improve on this with time. 
• Understand how to reach each answer : Before you move on to the next question in a logical reasoning practice test, make sure that you fully understand how the correct answer was reached.
• One rule at a time : When attempting a logical test question, focus on one rule or shape in the sequence at a time and eliminate the options that don’t follow these rules. 
• Balance speed and accuracy: It is important to avoid sacrificing either speed or accuracy in your logical tests. Keep practising until you are confident in your ability to answer quickly and accurately.

Take a FREE logical reasoning test or kickstart your Nestlé assessment practice now with our own example logical reasoning question below!

Nestlé-Style Logical Reasoning Test Question Example

Got the answer? Check it out at the bottom of the page.

If you are looking for even more Nestlé-style logical reasoning tests with answers , worked solutions and professional score reports including personalised tips based on your performance, then GF has you covered.

Now, the next Nestlé online assessment we will discuss is the Nestlé verbal reasoning test . Continue reading to find out more details of this test. 

3. Nestlé Verbal Reasoning Tests

What is the Nestlé verbal reasoning test?

The Nestlé verbal reasoning test is a type of psychometric or aptitude test designed to assess your ability to understand, interpret, and draw conclusions from written information. It evaluates your verbal comprehension skills, including your reading and reasoning abilities.

Take a break from reading and watch this short informative video about verbal reasoning tests similar to the Nestlé online assessment: 

How to pass the Nestlé verbal reasoning test?  

We’ve got you covered with these 7 top tips to help you ace the Nestlé verbal reasoning tests . 

• Practice regularly: Read a variety of texts, such as news articles, reports, and academic papers, to enhance your reading comprehension abilities.
• Focus on vocabulary: Expand your vocabulary by reading widely and actively. Pay attention to unfamiliar words, their meanings, and how they are used in context.
• Develop reading speed and accuracy: Work on increasing your reading speed while maintaining comprehension. Practice by reading complex texts and summarizing their main points.
• Practice analyzing texts: When reading, practice summarizing the main ideas and identifying key details in the text. This will help you extract relevant information during the test.
• Read carefully and avoid assumptions: When answering questions, read each statement or question carefully. Rely solely on the information provided in the text.
• Eliminate incorrect choices first: In multiple-choice questions, use the process of elimination to narrow down your choices to increase your chances of selecting the correct answer. 
• Stay calm and focused: Don’t get stuck on difficult questions; if you’re unsure, make an educated guess and move on. You can return to challenging questions if time permits.

Practice FREE QUESTIONS similar to those of Nestlé online test questions. Register with GF and take your FREE verbal reasoning test now or have a go at our example Nestlé-style verbal reasoning test question below!

Nestlé-Style Verbal Reasoning Question Example 

For even more Nestlé verbal reasoning practice , register with GF today and practice more Nestlé-style verbal reasoning tests with answers, worked solutions and professional score reports including personalised tips based on your performance.

Another assessment you may be required to take is the Nestlé numerical reasoning test . Keep reading to find out more. 

4. Nestlé Numerical Reasoning Tests

What is the Nestlé numerical reasoning test?

The Nestlé numerical reasoning test is a type of psychometric or aptitude test designed to assess your ability to work with numerical data, analyze information, and make decisions based on numerical facts and figures.

This test is difficult – not because of the knowledge or its requirements, but because you will need to work under stress and time pressure .

Gain key insights in this 1-minute video about the Nestlé numerical reasoning test:

How to pass the Nestlé Numerical Reasoning test?

Nestlé numerical reasoning tests can take a lot of time to ace, here are 6 top tips to get you started: 

• Review Numerical Concepts: Brush up on basic numerical concepts, including arithmetic, percentages, ratios, and fractions. These are often fundamental to solving numerical reasoning questions.
• Practice numerical reasoning questions in a similar environment beforehand to understand the format and experience of these tests. 
• Improve Mental Calculation: Work on your mental math skills by practising calculations without relying heavily on a calculator to develop your speed and accuracy.
• Use a Systematic Approach: When approaching a problem, read the question carefully and break it down into smaller steps. Solve each step systematically to arrive at the answer.
• Manage Your Time: Practice time management to ensure you can complete the test within the allotted time. If you get stuck on a particular question, move on and return to it later if time permits.
• Review Mistakes: After practising, review any mistakes you’ve made. Understand where you went wrong and learn from those errors using the worked solutions and feedback reports.

Take a FREE numerical reasoning test or kickstart your Nestlé assessment practice now with our own example numerical reasoning question below!

Nestlé-Style Numerical Reasoning Test Example

Solved it? Check the bottom of the page for the answer! 

If you are looking for even more Nestlé-style numerical reasoning questions with answers, worked solutions and professional score reports including personalised tips based on your performance – then we at GF have you covered.

Another assessment you may be required to take is the Nestlé job simulation test . Keep reading to find out more. 

5. Nestlé Job Simulation

What is the Nestlé job simulation?

The Nestlé job simulation, an engaging digital assessment, comes into play following your online evaluation. This tool provides further insights into the role you’ve applied for, immersing you in real-life scenarios and presenting a wealth of information through written content, videos, and audio materials for your exploration. 

What does the Nestlé job simulation involve?

You will carry out assignments that replicate key aspects of the position, and they will observe your reactions and ask questions to understand the action you took. This might also involve recording a video response and furnishing written answers for their evaluation. 

How do I pass the Nestlé job simulation?  

Here are the top 5 tips to help you succeed in a Nestlé job simulation: 

• Understand the Role: Review the job description and requirements carefully, focusing on key skills and responsibilities. Tailor your simulation responses to match these expectations.
• Research Nestlé: Familiarize yourself with Nestlé’s culture, values, products, and global presence to show genuine interest during the simulation.
• Practice Soft Skills: Prepare for soft skill assessment by practising teamwork, communication, problem-solving, and adaptability scenarios with concrete examples from your past experiences.
• Manage Time: Handle time constraints effectively in the simulation by prioritizing tasks, allocating time wisely, and staying mindful of the clock.
• Stay Calm and Follow Instructions: Maintain composure, read instructions thoroughly, avoid rushing, and think before responding or making decisions, even if unexpected challenges arise.

Nestlé may also assess your Microsoft Excel skills , typically at basic and advanced levels.

Good to know: For the basic level, you need familiarity with formatting, tables, saving, printing, page setup, cell references, data filtering, sorting, and page layout. In the advanced part, you’ll apply knowledge of formulas, macros, and advanced formatting. Assessments may be in multiple-choice or interactive formats.

On clearing this round of online aptitude tests, you’ll be required to sit for a Nestlé strength-based video interview . Now what’s that all about? Let’s find out.

 What is Nestlé’s strength-based video interview?

Nestlé’s strength-based video interview aims to identify your technical skills, passion for the job, knowledge, and strengths. The Nestlé hiring manager might request a video interview, usually conducted through HireVue . 

What does the Nestlé strength-based video interview measure?

You will be assessed on your compatibility with Nestlé’s values , as well as your general skills and motivations.

Continue learning more about video interviews and how Nestlé incorporates them into their recruitment process through our following short video:

How to Prepare for the Nestlé Strength-based Video Interview?

We have you covered with the following 6 key tips to pass your Nestlé numerical reasoning test:

• Remove any distractions: Your background should have minimal distractions. They want the focus to be on you.
• Check your connection: You should have a stable Wi-Fi or internet connection and a full battery. Unstable Wi-Fi can lead to video and audio delays, hindering effective communication during the interview.
• Dress the part: Ensure that you are dressed professionally. Imagine you are going to your first day of work even if you are taking this interview from home.
• Consider how you look on camera: Your face should be at an appropriate distance from the screen and the lighting should light up your face so that it is clear to see.
• Use a stable camera: use a tripod or webcam to keep your camera stable and a microphone so that your voice is clear in the video.
• Present your best self . Last, but certainly not the least. Present yourself with confidence through relaxed eye contact, a smile and sitting up straight.

Nestlé Interview Questions and Answers

To get you started we here at Graduates have put together some example interview questions and answers, take a look and have a go:

What does success look like to you?

Tip to answer: For this question, focus on defining what success in the workplace means for you. Think about how you can adapt Nestlé’s values into your answer. 

Good Answer:

• Success to me is about personal and professional growth for myself and my fellow co-workers through a respectful and inclusive culture. It is also about achieving both individual and collective goals as part of a diverse and responsible team in order to make a positive impact on people and the planet.

Explain a complex problem you solved at work.

Tip to answer: Use the STAR+R method: Situation, Task, Action, Result. Describe the specific problem, your role, the actions you took, and the positive outcomes achieved in a concise manner.

Good Answer: 

• Situation: In my previous role as a project manager at ABC Company, we faced a challenge meeting tight project deadlines due to communication issues and a lack of collaboration tools.
• Task: As the project manager, my goal was to enhance communication, collaboration, and project tracking, and ensure client satisfaction by meeting project milestones.
• Action: I addressed the issue by identifying pain points, recommending integrated software, and gaining buy-in from both the team and the client by highlighting benefits like real-time tracking and instant communication.
• Result: The results were outstanding: the software streamlined processes, reduced miscommunications, and improved transparency. We met all project milestones, with client satisfaction rising by 20%, and our team’s efficiency improved, allowing us to focus on productive work instead of chasing updates.
• Reflect: Looking back, this experience taught me that solving problems early and communicating well is crucial. It reminded me to keep finding new solutions and promote teamwork and adaptability in teams.

Where do you see yourself in 5 years?

Tip to answer: Describe your career ambitions and how they align with the company’s growth. Show enthusiasm for contributing to the organization’s success. 

• In five years, I aim to be a key contributor, leveraging my expertise to drive innovation and achieve company goals. I’m committed to personal growth and mentorship, ensuring the company’s ongoing success.

Practice even more video interview questions with GF. Our Video Interview technology with unlimited recordings will help you answer typical Nestlé interview questions , see your progress and improve as you go.

So, that’s three stages of your Nestlé assessment process, and if you do well in these you will get a chance to attend the Nestlé assessment centre. Let’s see what it has for you in detail.

Nestlé assessment centre is designed to see how you would perform in a typical day of office through a variety of different assessments. Some of these assessments are taken individually, whereas others are taken in a group setting. Nestlé conducts various assessment centre activities, which include:

• Nestlé In-Tray Exercise
• Nestlé Group Exercise
• Nestlé Presentation Exercise

Let’s take a look at the exercises in detail that you have to do while you’re at the assessment centre.

1. Nestlé In-Tray Exercise

What is the Nestlé in-tray exercise?

The Nestlé in-tray exercises are designed to assess your writing skills, spelling, grammar, and comprehension, all in a given time frame. In this exercise, you will need to review several scenarios, take notes, and then perform specific tasks related to these scenarios.

6 Top Tips to Succeed in your Nestlé In-Tray Exercise

• Understand the Role and Scenario: Begin by thoroughly understanding the role you’re applying for and the specific scenario presented in the in-tray exercise. This context is crucial for making informed decisions.
• Communicate effectively: Strong communication skills are key to success in an in-tray exercise, so make sure to practise writing clear and concise emails, memos, letters etc.
• Think critically and prioritize tasks based on their impact on the business and goals. Consider the consequences of your decisions and the best course of action.
• Time Management: Manage your time effectively. Allocate a set amount of time for each task and stick to it. Prioritize tasks based on their importance and deadlines.
• Stay Organized: Keep your workspace organized and maintain a clear system for managing the documents and tasks presented. Use any tools or resources provided effectively.
• Review and Reflect: After completing the exercise, review your decisions and actions. Be prepared to discuss your choices in any follow-up interviews or discussions.

Did you know? We offer practice in-tray exercises on our website to help you prepare for the recruitment process. Get a head start on your preparation by practising for Nestlé in tray assessment .

2. Nestlé Group Exercise

What is the Nestlé group exercise?

The Nestlé group exercises assess your interpersonal skills, communication and regard for other people’s feelings. You’ll all be sitting in a room, and will be given a task, for example ‘In which of the following schemes should the company invest’. You’ll sit down with the other candidates and have a discussion about the given matter. 

6 top tips to ace Nestlé group exercises

• Focus on the task: Stay calm by focusing on the task at hand. Consider the purpose of the task and what you are required to do.
• Show active listening: Be open to other people’s thoughts and suggestions. Ask questions and engage with your fellow team members.
• Use the information given to address the issue to the rest of the group . Steer the discussion if it gets off track and try to get people to like your ideas. Pay attention to the details of the task.
• Whenever someone makes a good point, address it , encourage and build your colleagues.
• Stay organised , manage time effectively, and prioritise tasks for goal achievement.
• Ask interesting questions: When you talk, ask your team questions that encourage thought. These questions help us look at things from different angles.

3. Nestlé Presentation Exercise

What is the Nestlé Presentation exercise?

The Nestlé presentation exercise will follow the Nestlé group exercise. This exercise is designed to assess your ability to communicate effectively, present information clearly, and demonstrate your knowledge and skills relevant to the role you are applying for at Nestlé.

Top 8 tips to ace the Nestlé presentation exercise

• Volunteer Enthusiastically: Show your eagerness to contribute and set a positive tone.
• Prepare Presentation Slides: Prioritize clear, visually appealing slides for an informative presentation.
• Balance Content and Style: Strive for both informative content and engaging delivery to leave a lasting impression.
• Use Inclusive Language: Emphasize teamwork with ‘we,’ highlighting collective success.
• Maintain Eye Contact: Convey confidence and engagement through sustained eye contact.
• Remember Names: Show respect and create a friendly atmosphere by recalling teammates’ names.
• Manage Time Efficiently: Respect time limits and cover all essential points to display your prioritization and efficiency.
• Seek Feedback: Demonstrate openness to collaboration and improvement by actively seeking input.

Now, we are going to move on to the final and often most anticipated part of your Nestlé Job Application: The Nestlé panel interview .

What Is the Nestlé Panel Interview?

The Nestlé Panel Interview is your final application stage, where stakeholders assess your fit for the position and may introduce your prospective team. This presents an opportunity for you to expand your network within Nestlé and to confirm that the company aligns with your values and goals.

View our brief video below to gain a better understanding of how to prepare for video interviews:

How to pass the Nestlé final interview?

To prepare for this last interview at Nestlé and leave an impact, keep in mind these additional interview tips:

• Treat it as a meeting between you and a superior . Strike a balance between getting nervous and being relaxed. You don’t want to be too relaxed because then the interviewer might get the impression that you don’t care.
• Be confident in your research. First, you need to research Nestlé and next, you should be able to rely on the collected information and be confident.
• Read the job description well. Find out what skills are required and think about the questions that can be made from that information.
• Prepare for common interview questions by planning your responses in advance and practising with confidence.
• Ask relevant questions at the end of an interview to give the interviewer the clear impression that you are genuinely interested in the job. Some questions that you may ask are as follows.

Ready to take your interviewing skills to the next level? Discover what top employers commonly ask candidates with over 39 employer interview sets with our video interview practice platform today.

If you’ve followed all of our tips and been successful, you will shortly receive an offer from Nestlé for the role you’ve applied for. Congratulations! 

But wait! Are you a recent graduate and want to kickstart your career with Nestlé?  

You have come to the right place. Let us walk you through the opportunities that Nestlé has for students and graduates.

Nestlé Students and Early Career Programmes

What are Nestlé’s early career programmes?

Nestlé’s global impact and leadership goals drive a focus on enabling people of all ages to gain practical experience and enhance professional skills beyond classrooms. 

Across all their subsidiaries, numerous programs are in place to offer both students and recent graduates. These include:

• Nestlé Internships
• Nestlé Management Development Programs
• Nestlé Apprenticeship Programs
• Nestlé Academy

Did you know? Nestlé offers further programs for young talents, including the Nestlé Youth Program, Nesternships, Management Trainee Program, and Graduate Trainee Program. Keep an eye on the current opportunities on their website !

Let’s discuss the key student programmes below!

1. Nestlé Internships

What is the Nestlé internship program?

The Nestlé internship allows you to combine technical education with applied work experience in your chosen career field. You’ll take on impactful real-world projects, build your presentation skills, strengthen your analytical and leadership abilities, and meet other students from across the country. 

It is a 10-12-week program during the summer.

Nestlé offers internships in a variety of fields; some of them include

• Public Relations
• Finance & Audit
• Sales & Marketing
• Retail Operations
• Human Resources
• Supply Chain, IT, and more. 

What are the eligibility criteria for Nestlé internships?

• A student currently enrolled in an undergraduate or graduate program in a related field of study
• Authorized to work in the US
• Open to relocate to headquarters, field, or manufacturing facilities across the US

2. Nestlé Management Development Programs

What is the Nestlé management development program?

The Nestlé development programs , spanning 18 to 24 months , have been thoughtfully designed to enhance your skill set and fast-track your journey toward a managerial role. 

Engaging in a personalized rotational program, you will cultivate crucial leadership abilities while gaining comprehensive knowledge of the entire business operation.

Nestlé offers Management Development Programs in a variety of fields including:

• R&D and Product Development
• General Management
• Technical and Engineering
• IT and Digital
• Health Science

What are the eligibility criteria for Nestlé Management Development Programs?

• An individual who will have attached a bachelor’s degree in a related field of study prior to the start of the program
• Open to relocating to headquarters, field, or manufacturing facilities across the US

3. Nestlé Apprenticeship Programs

What is the Nestlé apprenticeship program?

Nestlé’s apprenticeship program is a 12-month program for an accelerated career path for those enthusiastic about gaining practical, real-world experience.

Nestlé offers apprenticeships in a variety of fields including :

• Manufacturing and Production
• Supply Chain and Logistics
• Information Technology (IT)
• Culinary Arts
• Quality Assurance
• Customer Service

What are the eligibility criteria for Nestlé apprenticeships?

• You need to be at least 15 years old to apply for an apprenticeship.
• You must be a student or graduate · Applicants must have a bachelor’s degree certificate or equivalent.

4. Nestlé Academy

What is the Nestlé Academy?

Nestlé Academy is an initiative through which Nestlé aims to prepare students, interns and professionals for their future jobs in a wide range of disciplines including product development, packaging innovation, marketing and more at sites across the UK and Ireland.

Nestlé Academy provides a variety of fields for students and recent graduates to take internships and apprenticeships in. Nestlé offers a 10-week summer internship and advanced apprenticeships .

Nestlé Academy Application Process

If your application is successful, you will undergo tailored strengths-based assessments to evaluate your fit with the program and Nestlé’s business. 

The application process includes:

• Nestlé Eligibility Questionnaire
• Nestlé Application Form
• Nestlé Online Tests

Don’t miss our FAQs below for even more answers to top questions about the Nestlé assessment process.

Nestlé Assessment FAQs

How frequently are new job openings posted on the nestlé website.

Job openings are announced daily, with positions being posted immediately upon availability. Make it a habit to frequently check the Job search page for the latest opportunities, and consider becoming part of their talent network to receive personalized job suggestions.

What steps should I take to establish a career at Nestlé?

Start by discovering your ideal business area, then take control of your professional development. Your innovative ideas, learning eagerness, and problem-solving approach will create numerous opportunities. Enjoy ongoing support, including check-ins, coaching, feedback, and recognition throughout the year. 

What is the expected duration for the registration and application process when applying for a job at Nestlé?

The registration should be completed in under 10 minutes. The more comprehensive your information, the better we can match you with suitable openings, so please invest the time to ensure accuracy and completeness. If you’re applying for a job, allocate approximately 25 minutes.

Can I submit applications for multiple internships at Nestlé?

Yes. However, it is recommended that you only consider applying for roles that genuinely spark your interest.

Is flexible working an option at Nestlé?

Nestlé’s approach to flexible work arrangements varies based on location and market. For Nestlé, flexibility involves leveraging diverse work options, technology, and innovative strategies to optimize performance and foster a productive, engaged, and efficient workplace.

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Connect with us, the nestlé academy: a blueprint for a strengths-based learning experience.

by HRD Connect | Case Studies

• Date published: Jul 17, 2023
• Talent Development

Corporate learning has shifted from the traditional and static brick-and-mortar academy model , reflected in a new generation of commercially available learning platforms: “There’s a new breed of platforms focused in this area, and I call them Capability Academy systems ,” explains Josh Bersin . Moreover, many organizations are now upgrading their corporate academy to reflect the changing expectations of workers.

Employees now expect learning-centric programs that offer a diverse range of content. Organizations such as Nestlé are evolving their academies to create an on-demand, skills-based, or strengths-based learning experience. The UK division of the world’s largest food and beverage company formed The Nestlé Academy in 2011. In the past twelve years, the Academy has continually evolved to better achieve its core objective: Building the skills and strengths of its people for the future.

The current Head of the Nestlé Academy, Evelyn Bate, speaks to HRD to explore the evolution of the program and how it has become a driving force for employee engagement , retention , and inclusion.

The Nestlé Academy: A future-focused talent solution

Each year in October, Nestlé opens applications to hire graduates, apprentices, and interns at sites in the UK and Ireland across job roles in product development, marketing, and more. Nestlé enrolls these hires in the Academy to help each employee gain momentum with upskilling . But each stream of talent also offers a long-term solution to skills-based hiring. Bate describes how the Academy meets business needs

“I speak to each department across the organization to understand what is happening in their area from a skills perspective. What challenges are you having in terms of developing, retaining, or recruiting a skill? Based on our business direction, what skills might you need in the future? And how can the Academy help you build those skills?

“The Academy is one stream in our overall talent strategy which looks to build the skills and capabilities that we require for our business now and for the future.”

From Bate’s conversations with peers across the business, the Academy forms demand signals that translate to job requisitions. Historically, Bate admits, this has been through bringing in new talent. “But we’re now trying to build and bring upskilling into the conversation,” she explains.

An academy built on strengths-based hiring

Whether candidates are part of the Graduate Scheme, Apprenticeship, or Internship and Placement tracks, they follow the same hiring process. Further to conversations with hiring managers about job-specific skills, Bate and her team have also conducted organization-wide research to understand the attributes and skills applicants would need to thrive in the Nestlé business. Accordingly, the team developed a strengths-based assessment that scores candidates on resilience, adaptability, drive, learning agility, collaboration, accountability, and integrity. “We assess these skills in three stages during an online assessment, and then in an assessment center. But it’s all strengths-based,” Bate adds.

“We don’t use competency-based recruitment in this case because the predominant focus of our Academy is early careers. From an inclusivity perspective, we want people to bring in their natural strengths.”

Impact on diversity and inclusion

The Academy has served as a driving force for the DE&I agenda at Nestlé. “We’ve seen real success in attracting diverse talent to apply to our schemes and bringing them into the organization,” Bate notes. The statistics from the most recent cohort to complete the program, in 2021-2022 reflect this assessment. There has been a three-fold increase in candidates from an ethnically diverse background and a doubling of offers to candidates from a low social mobility background.

Graduate schemes

The Nestlé Academy hires roughly 30 candidates per year into its graduate program. Support for each graduate begins, explains Bate, from the offer stage. “They would get feedback in terms of their assessment center. Where we saw strengths and opportunity areas.”

Each division also has a graduate champion. The graduate champion contacts the graduates to set up a support network from the point of offer to when they join. Moreover, Nestlé sets up a Facebook group to interact with graduates, conducts monthly calls, and runs a welcome day before they join the business. Upon starting their role, graduates go through an induction period with a mixture of face-to-face and virtual sessions.

Beyond these initial touchpoints, Nestlé has created a structured development program that lasts two years. It puts graduates through six modules across this period as part of a cohort that becomes a support network. “Interestingly, the first module we put them through is all about leading themselves,” notes Bate. “It’s about helping them understand who they are, both at home and in their role at work, and what they want from a career.” This initial module forms a learning contract that guides them through their graduate program and beyond.

Bate also notes the third module that graduates experience, which focuses on working with others. “We use a profiling tool to understand how they interact with others and what their natural preferences are. It covers emotional intelligence, coaching, and influencing. We also get them involved in community activity and volunteering.”

Nestlé augments this structured support with individualized and relevant functional development based on the individual’s role, alongside their learning contract.

Apprenticeships

Since it formed the Academy in 2011, Nestlé has supported 602 apprenticeships in the UK. It hires apprentices into roles including in engineering and manufacturing. In recent years, it has placed an increased focus on the importance of hiring and upskilling apprentices. Identical to the graduate program, the Academy aims to help each apprentice understand their current strength and skillset, and what they need to learn whilst on the program. Bate discusses the support network around each apprentice:

“They work alongside people in their function, including the champion, to develop their knowledge, skills, and behaviors. They also have a buddy. There’s a huge amount of training on offer from technical skills to soft skills, as well as third-party training including on mental health.

“We want to make sure our Chartered Manager Degree Apprenticeship (CMDA) program is brought to life. We want to give them a clear picture of the reality of business. If it’s a module that talks about sustainability, we’ll use an expert from our business to talk about the sustainability story. We’re trying to avoid it becoming purely theoretical.”

Impact on The Nestlé Academy

The apprenticeship scheme has yielded some outstanding results. One of the first CMDA-qualified apprentices has now been in the business for nine years. “She emphasizes the career acceleration, speed of progression, and the immediate level of responsibility,” Bate shares.

In the Chartered Manager Degree Apprenticeship (CMDA) program, apprentices rotate across different functions including supply chain, sales, and marketing, thereby increasing their opportunity for internal mobility. Bate also shares the experience of someone who has taken part in an upskill apprenticeship within learning and development.

“She’s truly developed the expertise within her current role. It’s given her more confidence and the ability to challenge her peers more effectively. She’s an expert in the field she is in. But she’s also able to share that learning across the team, so the benefits aren’t just for the individual.”

The increased focus on apprenticeship schemes has enhanced the accessibility of a viable career path for applicants of all backgrounds. By focusing on removing as many barriers to entry as possible, Nestlé has created a structured program that helps not only achieve aims for diversity but fosters inclusion through a supported and long-term career path.

Internships and T-Level placements

Each Summer, Nestlé runs an internship scheme runs for ten weeks. It also runs year-long placements as part of degree programs. If a candidate is successful in the internship or placement, Nestlé aims to enroll them into the graduate program for the following year. “They would secure a great opportunity, and we know we’re hiring someone with an experience and understanding of Nestlé,” explains Bate. The interns and placement participants benefit from the same onboarding program and development material as the graduates and apprentices.

T-Level placements are a part of T-Level training courses that require participants to complete a minimum of 45 days working in industry. Targeted at 16-19-year-olds, they represent another opportunity to access skills for the organization.

“T-Level training courses are a low-risk way to support someone. Although we’re just dipping our toe in the water, in the future, we hope to use T-Level placements as a possible pipeline for apprenticeship programs.

“They give a meaningful experience for someone who delivers something back to the business. Participants have been very positive about the experience and impact they had, and how supportive their line manager was.”

The future of Nestlé’s corporate Academy

Despite over twelve years of outstanding progress, Bate is keen to ensure continuous improvement to the Nestlé Academy.

“Firstly, and most importantly, we must make sure we anchor what we do back to business needs. We have to demonstrate the impact it is having. Are we delivering what we set out to do?

“Secondly, we want to continue to have DE&I at the heart of everything we do. Over the past three to four years, we’ve tried to improve the accessibility and inclusivity of the Academy. We’ll continue to build that work. It’s not just about retention or promotions, it’s about the diversity of perspective, opinion, and thinking that people bring.”

By creating an accessible, on-demand, and inclusive corporate Academy, Nestlé is building an institution that is adapting to the needs of the modern workforce. It is proof that investing in a long-term solution to talent management is the future of corporate talent academies and employee development.

_______________

Learn more about the training and education schemes used by Nestlé

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Nestlé Assessment Centre, Numerical Test, and Interview Online Preparation

Preparing for your Nestlé assessments is critical, as there are many candidates and you have to outshine in order to get the desired position. JobTestPrep offers a variety of materials to prepare you for the recruitment process so you can gain an advantage over others.

• Pass your SHL Tests with JobtestPrep
• Avail yourself of the opportunity to practise with our high-quality resources

About JobTestPrep’s Nestlé SHL-Style Packs

Nestlé is the leading Nutrition, Health and, Wellness Company in the world. It has factories in 85 countries and sales in 189 countries around the globe with over 330,000 employees. As an applicant, you will have to go through the Nestlé hiring process, which includes an online application, a situational strengths test, online aptitude testing, a telephone interview, an assessment centre and a final interview. JobTestPrep’s in-depth Nestlé SHL-style PrepPacks™ have been designed with your success in mind. Take your Nestlé SHL-style assessments with confidence and come out on top with JobTestPrep!

Nestlé Numerical Reasoning Tests

In the numerical test , you will encounter numerical data in the form of a table or a graph, followed by multiple-choice questions relating to them. Answering the questions often requires you to show basic math aptitude and to perform calculations involving fractions, percentages, ratios, and conversions.

Nestlé Verbal Reasoning Tests

For the SHL verbal test , you will read short passages of text and answer questions relating to each passage. Each question will require you to quickly evaluate whether a statement is true, false, or indeterminable based on the text.

Nestlé Inductive Reasoning Tests

The inductive reasoning test is a popular family of reasoning tests, popularly seen in the selection process of Senior, Managerial and Graduate job levels. They measure candidates' ability to draw inferences and understand the relationships between various concepts independent of acquired knowledge, most of which are represented by shapes and diagrams.

Nestlé PLI-Style Tests

The Predictive Index Learning Indicator (PI Learning Indicator) is given to potential hires to test for skills not easily found on a resume or during an interview. Its purpose is to measure your capacity to learn and adapt to the workplace and your cognitive ability. The test consists of 50 questions which need to be completed within the 12-minute time limit and includes the following topics: Numerical reasoning, verbal reasoning, and non-verbal reasoning.

Situational Strengths Test

The Nestlé Situational Strengths Test , also known as Situational Judgement Test (SJT), is the first test that you will be presented with should your application be successful.

The purpose of the SJT is to test your reactions and approaches to simulated work scenarios ; often they will be real scenarios that you may be faced with during your work at Nestlé. You can improve your score on this kind of test by familiarizing yourself with the types of questions and possible scenarios. Our full Nestlé pack offers SJT practice tests, Nestlé situational strength test answers, and guides to help you prepare for the real thing. 

Get Ready for your Nestlé Tests

JobTestPrep’s SHL-style Nestlé PrepPacks™ were designed by our team of experts with your success in mind. Our highly comprehensive practice tests and study guides will give you a definite advantage in both confidence and ability throughout the length of the Nestlé recruitment process. Start practising today!

Nestlé Telephone Interview

After successfully passing the online tests, the next stage is the Nestlé Telephone Interview. In this interview, you will be asked questions that test and identify your strengths and weaknesses in more detail. You should also expect some more technical questions that test your knowledge about the company and the role you have applied for. Nestlé wants to know if you have got the passion for the role so make sure you have done your research on the company. See our Nestlé video interview sample questions to get ready for your Nestlé video interview. Take advantage of our Interview PrepPack to ace your interview. 

Nestlé Assessment Centre

By successfully getting through all the above stages, Nestlé will invite you to take part in their Assessment Centre . The Nestlé Assessment Centre is a full day of activities in which you can really show the assessors that you have what it takes to join their team. You will have to take part in a number of different exercises:

• Group Work – The group task will involve reading a short brief and then discuss aspects of it with the other members of your group. You will be assessed on your level of involvement in the discussions and the conclusion you are able to provide.
• In-Tray Exercise – For this exercise, you will be required to read a number of scenarios, make notes and then carry out certain functions related to these scenarios.
• Case Study Presentation – You will be required to read a brief and then prepare a presentation based on your conclusions and recommendations. This presentation will be carried out in front of an assessor.
• Psychometric Validation – Psychometric validation is a process that is often completed at assessment centres. The purpose is to re-check and re-test your prior performance on the online tests to assure you didn't cheat. For this reason, it is a good idea to ensure that you continue to practise with our Nestlé pack even after taking the online tests.

Nestlé Interview

The final part of the application process is an interview with a member of the Senior Leadership Team from the department that you applied to. This interview will only happen if you were successful at the Nestlé Assessment Centre. The Nestlé interview experience is the final step before a job offer can be made to successful candidates.

Nestlé Graduate Scheme

The Nestlé Graduate Scheme is a great opportunity for newly qualified graduates with Nestlé career path opportunities that range from marketing to engineering and finance, as well as numerous other fields. Your overall objective as a new graduate applying for a Nestlé position with the firm is to fully understand the core workings of the multi-national Nutrition and Wellness Company that is Nestlé. As this is a fabulous opportunity for any new graduate, the competition for such a prestigious Nestlé graduate job is high. The highly structured recruitment process is rigorous and features the following steps. 

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Nestle Assessments

• 236 questions

Nestle is the largest food and drink company in the world, headquartered in Switzerland. Nestle prides itself on nurturing innovation across the 2000 brands that make up its portfolio, and this starts with the Nestle Academy, where all apprentices and graduates begin their Nestle career.

Careers at Nestle

Nestle uses the Nestle Academy to grow future leaders; each applicant can make one application to the academy per year on the graduate schemes.

There are ten sections to choose from when making an application: sales, engineering, manufacturing, marketing, product development, supply chain, packaging engineering, finance, quality and electrical automation/engineering functions.

These functions include a variety of work placements on real Nestle brands at various offices around the UK (York and Gatwick to name two). Coaching and mentoring is offered as part of the programmes.

You will need to carefully consider your qualifications and aspirations, and choose which function suits best your skills and personality.

Nestle Application Process

Pre-screening, online application, psychometric tests, video interview, assessment centre.

The application process has five stages which include pre-screening , an online application form and online tests. Successful candidates are then invited to carry out a strengths-based video interview.

Lastly, there is an assessment centre day, which might be a half or full day depending on the role for which you have applied.

The pre-screening questions are designed to make sure that only candidates who are eligible to work in the UK and Ireland are able to make an application. Other questions may include ones in relation to your employment history and gap verification.

You must be able to answer yes to all the questions before you can go on to complete the online application form.

Nestle is looking for a particular blend of strengths, skills and values which mirrors its working culture. Remember to research and showcase your suitability on each of the questions on the online application form.

Nestle online application form

The online application form is a series of short questions in which you will need to balance showcasing your strengths and values with your own personal preferences.

This is your first chance to stand out from the thousands of other applicants. Your answers will also form the basis of any future interview questions, so you should research carefully the role and Nestle as a whole.

Upon successful submission of your application, you may be invited to take some online assessments.

Nestle Aptitude Tests

The online aptitude tests are used by Nestle to shortlist top candidates from their talent pool. This is a critical stage in the hiring process and your test score and performance will determine if you will move on to the next stages in the recruitment process.

Nestle situational strengths test

The first test is the situational strengths test . These tests assess whether you are likely to be successful at the workplace in question. They also allow you to gain insight into the sorts of scenarios you might encounter, allowing you to make a better decision as to whether the role is right for you.

You will watch a series of video clips, each of which sets out a scenario, based on real-life situations that you could encounter or could arise if you were to work at Nestle.

After watching each video, you will be presented with a number of different options or outcomes. You will need to either select the best or least likely, or rank the options.

Remember there may not be a perfect answer that exactly matches your thoughts, so you will need to make a judgement call as to which is most (or least) appropriate, bearing in mind what you know about the role and the values at Nestle, as well as your own moral code.

Situational strengths tests are similar to situational judgment tests - practicing either can help prepare for this type of test.

Nestle numerical reasoning test

The next test is numerical reasoning . This test measures a candidate’s numerical aptitude and their ability to interpret, analyse and draw conclusions from sets of data.

The tests are based on those likely to be found in a working day in the role you have applied for, so could include basic maths skills like calculating percentages, etc. There is no time limit to the test, but it will be record the length of time it took you to return a correctly submitted test.

Prepare yourself for leading employers

Nestle strengths-based video interview

Candidates who are successful in the online tests will then be invited to the first interview section of the Nestle Academy application process. This interview will not be in person but done via computer and webcam, so it is important you have somewhere quiet and uninterrupted to carry out the interview.

The interview is automated, and you will be asked questions either visually on screen or by watching a recording. Then you will have a timed section to record your answer to the camera. You will only have one chance to record your response to each question.

This is your chance to build a better picture of your skills and strengths, as well as your passion for working at Nestle. It’s an opportunity to expand on the answers that you gave during your online application.

Research Nestle’s values, mission and vision, and remember that in interviews like this you will want to demonstrate your own competencies. It can be helpful to use the STAR technique and for each question set out the Situation, Task, Action and Result, which allows you to frame each answer.

Nestle assessment centre

The final stage in the Nestle Academy recruitment process is to attend an assessment centre to carry out a series of exercises designed to showcase your skills.

Depending on timing, situation and location this may be held virtually via your webcam or at one of the Nestle sites. It will depend on the role for which you have applied as to whether it is a full or half day.

You should be prepared to be asked to take part in one or all of the following:

Nestle group exercise

Group exercises are tricky to get right since you’ll need to work collaboratively as part of a team to achieve a solution to a brief. At the same time, you want to stand out as a leader who can persuade the team to either agree with your solution, or to stand by your own views if you do not agree with the rest of the group.

Nestle interview

Following on from your application form and video interview you should also be expected to answer strength-based and motivational questions, where you’ll want to demonstrate your enthusiasm and passion for working at Nestle, along with your skills and strengths. Again you’ll want to prepare fully in advance for this, using the STAR system outlined above.

Nestle presentation

The presentation task during the assessment day is usually briefed in advance to allow you to prepare, and will include technical knowledge as well as an assessment of your presentation skills, structure and style.

You will want to practise this in advance, so you are comfortable with the material you have prepared and have considered in advance questions you may be asked afterwards.

Practice Aptitude Tests is not associated with Nestle. We provide preparation services for Nestle psychometric tests. Our tests are not designed to be identical to any style, employer or industry. Visit https://www.nestle.com/jobs to find out more.

Sample Nestle Tests question Test your knowledge!

In a diagrammatic reasoning task, if a sequence follows a specific rule where each subsequent element is a transformation of the previous one (for example, every next box is rotated by 45 degrees clockwise and its color changes to the next one in the sequence of the spectrum), and you are currently at the stage where the box is at a 90-degree angle and colored blue, what would the next transformation look like?

• The box will be at a 135-degree angle and colored indigo.
• The box will be at a 180-degree angle and colored green.
• The box will be at a 135-degree angle and colored green.
• The box will be at a 45-degree angle and colored violet.
• The box will be at a 180-degree angle and colored indigo.

A food company has three manufacturing plants that produce chocolate bars. The production ratios of the three plants are 4:5:2 respectively. If the company produces 88,000 chocolate bars one month, how many bars are produced by the second plant?

If you analyze the sales data over the past year, you will notice each quarter exhibits its own growth trend when compared to the previous quarter. In Q2 the sales grew by 5%, in Q3 by 8% and in Q4 by 10%. Assuming Q1 had sales of $1,000,000, what were the sales for Q4?

During a routine quality check, a production line is found to have an error rate of 0.5%. If 200,000 units were inspected and this error rate is consistent, how many units need to be reworked?

A team has been evaluating the efficiency of two packaging machines over the last month. Machine A consistently packages 15 units per minute, while Machine B packs an additional 20% more units than Machine A. How many more units does Machine B package in one hour?

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Nestle Tests Tips

1 familiarity leads to confidence.

Getting to know the format and question types you’ll likely encounter in Nestle’s assessments is a great first step. It’ll help curb those test-day jitters and give you that much-needed confidence boost.

2 Keep an Eye on the Clock

Time management is key during these tests. Practice pacing yourself to ensure that you’re answering effectively while still leaving no question unanswered.

3 Simulate Test Conditions

Try to practice under similar conditions to the actual test. This means quiet environments and sticking to the time constraints to mimic the pressure of the real deal.

4 Understand the Core Values

Knowing Nestle’s core values can give you a sneak peek into their culture and what they might look for in your test responses. Align your thinking with their principles.

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Nestle Tests FAQs

What are the nestle tests.

Nestle tests are typically centered around your cognitive abilities, personality traits, and possibly your technical or job-specific skills, depending on the role you’re applying for.

Are the Nestle tests hard?

The difficulty of Nestle tests widely varies, intended to assess a range of skills from potential employees of different levels, but thorough preparation can make them more manageable.

How do I prepare for Nestle tests?

The best method to prepare for Nestle tests is through practicing similar assessments to become familiar with the content and format. Practice Aptitude Tests offers a plethora of resources to help you prepare.

How long does the recruitment process take at Nestle?

The length of Nestle’s recruitment process can vary, but it generally involves multiple stages including tests and interviews, taking several weeks from start to finish.

What are Nestle's core values?

Nestle’s core values include respect, collaboration, and a commitment to quality and sustainability, as it aims to enhance quality of life and contribute to a healthier future.

Reviews of our Nestle tests

What our customers say about our Nestle tests

Quartey Jessica

October 08, 2023

Little bit complex

I think the time should be forwarded small, so you have time to think and calculate, cause some people are really good but slow in answering questions

Abubakar Suleiman

October 07, 2023

Practice aptitude test

Am also like how to interact my brain to find the answer without calculator,and this this kind of test suppose to give me more time since that calculator is not allowing

comfort agbodeka

Interesting

I love everything about the online test just that trying to work out and input he answers were a challenge. I also noticed that the questions were more of mathematics and it did not include other subject areas

Shiwangi Bharti

September 29, 2023

Everything is good. This test helps me enhancing my skills and make me aware about my knowledge in aptitude.

blessed jacob

January 26, 2023

What an eye opener, I thought I could easily scale through any question but the timer and technicality of the questions got me, I really need more practice

United Kingdom

November 30, 2022

Clear to understand

The test was clear to understand and a good way to familiarise yourself with mathematical questions .

Abubakar Salisu Maitaya

November 19, 2022

I expect technical questions.

The test is very interesting but I expect questions related to my field of study nevertheless and the time is too short for me.

Benjamin Appiah

October 20, 2022

This is new

This is my first time solving aptitude test and I think I have to prepare adequately before I come again.

Afuape Amodu Alao

July 12, 2022

Challenging

I like the test because it challenged my thinking accuracy and what I dislike is that, the time allotted for the test is very short

Tee Mee STUFF

March 05, 2022

Interface and chart presentation

The interface was very simple and easy to navigate. It was very user friendly. I did not like how the chart required me to tap before I see the values. It makes referencing it while making your calculation very difficult.

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Top Tips for a Virtual Assessment Centre - Nestlé Masterclass | Learn Lounge by Springpod

Join us on this exclusive Learn Lounge Masterclass from Nestlé Academy, where Abbie Scargill and Freya Sellars will deliver an interactive strength training session and provide insights and guidance on what to expect at a Virtual Assessment Centre.

Nestlé is the world's largest Food and Drink company, and joining them means you could be part of a unique community of thinkers who believes in creating a workplace culture of respect. If you have the passion and drive to learn, Nestlé has the skills, expertise and support network to help you unlock your potential in this growing industry.

Personal Branding for Students | Capgemini Masterclass

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Candidates: Are you interviewing and need support?

Nestlé + HireVue

How video interviewing has eliminated phone screens and increased efficiency.

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 ($103 billion USD).

Nestlé initially introduced automated video interviewing in 2012. The organization based the decision 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.

“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.

Less Risk of Missing Good Candidates

Fearn maintains that knowing they have automated 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 a large number of applicants because it enables the team to assess more candidates than other screening methods.

“If we invited ten candidates for a phone interview based on CV review only, there would be a high probability of missing some relevant profiles, but with Modern Hire (now part of HireVue) 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 Modern Hire (now part of HireVue).” 

Applications Brought to Life

Seeing the person behind the application is essential for Jonathan 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 Modern Hire (now part of HireVue). 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.”          

Technical Assessments Made Easier

Nestlé also found automated video interviewing to be a very effective means of assessing critical skills early in the recruitment process. Nestlé has committed to making its packaging 100% recyclable/biodegradable by 2025, and to meet that commitment, Nestlé requires a new and very skilled cohort of staff.

“We use Modern Hire (now part of HireVue) 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

Multiple Benefits for HR 

Fearn is adamant that almost every user from the HR or recruitment function has said how Modern Hire (now part of HireVue) gives them back to diaries to do their actual jobs.

Furthermore, automated video interviews can help communication between the HR/Recruitment team and the hiring managers. Nestlé has found Modern Hire (now part of HireVue) 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.

“Modern Hire (now part of HireVue) opens up the 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 consider, and it opens up some beneficial discussions. However, this still can be the same without Modern Hire (now part of HireVue).” 

“If we’ve had difficulty with a position where we haven’t used Modern Hire (now part of HireVue), then we’d be very quick to convince the Hiring Team to use Modern Hire (now part of HireVue) because we haven’t been able to find the right type of profiles, so is a good way to identify them quickly.”  – Jonathan Fearn

Feedback from Candidates

The following is derived from over 210 respondents who volunteered to complete a survey made available to all Nestlé candidates.

• 92% satisfaction with the Candidate Experience
• 98% found the software easy to use
• 93% would complete a video interview again
• 91% completed the video interview at home
• 27% had completed a video interview in the past
• 87% felt sufficiently informed about what was required before starting their video interview
• 95% felt it is fairer to have more than one person assess video interviews
• 18% completed the video interview in their native language

“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.”

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Nestlé Aptitude Tests, Recruitment Preocess & Interviews Preparation – 2024

What Is Nestlé?

Founded in 1905 by a merger between Farine Lactee Henri Nestlé, and the Anglo-Swiss Milk Company, Nestle is a multinational food and beverage conglomerate based in Vevey Vaud, Switzerland. In 2014 it achieved the status of the largest food company in the world. Nestle owns the Kit Kat, Nesquick, Nescafe, Purina, Stouffers, Vitell, and Maggi brands. It is also a major shareholder in the L’Oreal cosmetics company.  Established in 189 countries, Nestlé employs around 339,000 people. There is a wide range of career opportunities available with Nestlé. They have positions available in engineering, administration, finance, human resources, IT, marketing, legal, research and development, sales, supply chain, and production. Along with traditional hires, Nestlé has internship opportunities and offers a highly rated graduate scheme program. In 2018 they were listed as the 31st top employer in the world for new graduates. To attract top of the line employees, Nestlé offers benefits that include:

• Medical coverage
• Retirement savings plans
• Scholarship assistance
• Adoption assistance
• Tuition reimbursement
• Paid time off
• Holiday pay
• Parental leave

What Is Nestlé’s Hiring Process?

Application.

Nestlé advertises all it’s open positions online . Before starting the online application, you will need to create a profile. The profile will allow you to save jobs and check the status of any applications you have filled out. After locating the position that’s right for you, you can either fill out an application or add the job to your job cart to save for later. Nestlé has separate websites for each country, but all open jobs are also listed on the global site.

Nestlé’s Aptitude Tests

Prior to beginning the interviews, Nestlé will require a series of aptitude tests , to make certain they pick the job seekers who are most qualified and fit in the best with the corporate culture. Nestlé uses a variety of aptitude and psychometric tests to help narrow the field of candidates. If your application meets their standards, you will be contacted to take the online assessment tests. Nestlé generally uses tests provided by Saville. These tests may vary slightly by position or if you are applying for the graduate program. There are a few tests most applicants can expect to take no matter which position they have applied for. These tests are:

• Numerical reasoning test – You will be given this test to determine your skill with handling numbers. You will be given information in graph and table form and will have a series of multiple-choice questions to answer. The questions may be based on ratios, fractions, or other mathematical principles that may appear in a job setting. This test is timed. Practice free numerical reasoning questions .
• Verbal reasoning test – The ability to follow written or verbal directions, and understand things put in writing is an important job skill. The verbal reasoning test will demonstrate how well you understand concepts that are put into words. You will have several short passages to read, and multiple-choice questions to answer based on the information you have gleaned from them. Some questions may also be presented as “true” or “false”. This test will be timed.
• Situational judgment test – To help predict how a job candidate will perform if hired, a situational judgment test (SJT) is given. You will be given common workplace events and a series of responses. You will rate the responses from most likely to least likely. Your responses on this test will help the hiring team decide if your personality fits in well with what they expect at Nestlé, and if it would be worthwhile to call you for an interview.
• PLI Test (50 Questions in 12 Minutes)

There are a few additional tests you may encounter if applying for a job in one of the factories, or if you are looking for a maintenance position.

• Ramsay Mechanical Aptitude Test – This test will measure if you have the skill necessary to perform a maintenance or factory position and if you have the ability to learn other abilities that Nestlé deems necessary for performing those jobs.
• Bennett Mechanical Comprehension Test – Spatial perception and mechanical reasoning are important parts of working in the factories. This test will be used to determine an applicant’s level of mechanical ability.

Telephone/First Round Interview

If the online assessment tests meet the Nestlé requirements, you will be contacted for the first stage of interviews. This interview is usually conducted over the phone. Having a copy of your CV or resume nearby will be helpful during this stage. The interviewer will be asking you questions about your skill, experience, and education. Answering the questions thoroughly, and going into detail will help the interviewer get a better idea of your personality and if you will be a good fit with Nestlé. Now is the time to get clarification on any questions you have regarding the position. You will not only find out if the position actually is right for you, you will also make an impression on the hiring team for showing interest in the position.

Nestlé’s Assessment Centre

Applicants for some positions such as management or graduate scheme will be expected to attend an assessment centre . This will consist of a series of activities meant to test your team working skills and your performance in a professional setting.

During the assessment day, you will be expected to do:

• Group Exercise – To demonstrate your ability to work as part of a team, you will have to participate in a group exercise . This will involve having to solve a hypothetical problem. The recruiting team will be watching to see who demonstrates leadership ability, how well everyone participates, and if the discussion remains civil.
• Case-Study and Presentation – You will be given a case study to read and present a solution for. You will be given time to read and prepare before you present your conclusions to the management.You will be assessed on how well you understand the case study you were given, how concisely you present your findings and the thoroughness of your solution.
• Online Assessment Tests – To ensure honesty and double-check the job candidates scores, you may be required to retake the online assessments during the assessment day.

Final Interview

The final step in the Nestlé hiring process is a face to face interview. This interview will be behaviour focused, and to answer the interview questions to their satisfaction, you should keep the STAR method in mind. STAR is an acronym for situation, task, action, result. To answer behavioural based questions using this method you describe a situation to the interviewer, what you needed to do to fix or rectify the situation, how you did it, and what the end result was. Behaviour based interviews are given to help determine how you have acted on the job in the past, if you’ve learned anything from your experiences, and if you are the type of person, they would like to see in the role you are interviewing for. Questions you can expect going into your Nestlé interview are:

• What are some challenges this position might have? How will you overcome these challenges?
• How much do you know about Nestlé?
• Tell us about a time something went wrong at work, how were you able to fix it? Is there anything you could have done differently?

How to Prepare for Nestlé’s Assessments?

How well you do on the online assessments will determine how far you go in the hiring process. Preparing yourself is important if you wish to start a new career with Nestlé. One of the most important things to do, before even beginning the application process, is to research the company and learn as much about them as possible. This will help you anticipate some of the things they may be looking for when taking the situational judgement test. Familiarity with the corporate culture will help you know the personality traits they find desirable in an employee and tailor your answers accordingly. If you feel your mathematics or reading comprehension skills may be weak, or you suffer from test anxiety, take the time to drill and practice the area in which you feel weak. When you sit down to take the tests, find a private place where you will not be disturbed so you can focus all your attention on the test. Despite the timed nature, give yourself adequate time so you do not feel rushed. Rushing could cause you to misread questions, and answer incorrectly. Online tests are now as much a part of the hiring process as the interview. Preparing for these the way you prepare for the rest of the process will help you approach these confidently and calmly, and end the process with a job offer in hand.

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Nestlé Ghana Launches Graduate Trainee Assessment Centre

The initiative is part of efforts by Nestlé to find people with the required skills that meet the company’s expectation, while ensuring the sustainability of training to unlock the potential of the youth in Ghana and elsewhere in the region. 

Of the number, 430 were shortlisted for an aptitude test out of which 28 were invited to participate in the coaching exercises.  

This included an aptitude test, personal presentation, group discussion and individual case studies. Candidates therefore worked individually and also in groups on exercises that allowed them to practically apply their academic knowledge to real life situations.  

The candidates were introduced to the evolved Nestlé Leadership Framework, with particular focus on the following behaviors: Understanding the Business Environment, Proactive Cooperation, Know Yourself, Result Focus and Initiative. Consideration was also given to oratorical proficiency, appearance and analytical skills.  

On the eve of the assessment, Raymond Naon, Human Resources Business Partner for Support Functions at the Central and West Africa regional office in Accra took the assessors through a training session on the rationale for the establishment of the Centre, highlighting the roles and responsibilities of the recruits.  

All the candidates received “gifts” after lunch in the form of feedback. Both the successful and unsuccessful candidates were informed of their improvement areas and their strengths. It is said that constructive feedback is a gift and it was received positively by all the candidates.

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Chapter 6: Case Study Exercises

A resource guide to help you master case study exercises

Page contents:

What is a case study exercise, how to answer a case study exercise, what skills does a case-study exercise assess, what questions will be asked in a case study exercise, case study exercise tips to succeed, key takeaways.

Case-study exercises are a very popular part of an assessment centre. But don't worry, with a bit of preparation and understanding, you can ace this part of the assessment.

Case study exercises are a popular tool used by employers to evaluate candidates' problem-solving skills, analytical thinking, and decision-making abilities. These exercises can be in the form of a written report, a presentation, or a group discussion, and typically involve a hypothetical business problem that requires a solution.

The case study presents the candidate with a series of fictional documents such as company reports, a consultant’s report, results from new product research etc. (i.e. similar to the in-tray exercise except these documents will be longer). You will then be asked to make business decisions based on the information. This can be done as an individual exercise, or more likely done in a group discussion so that assessors can also score your teamworking ability.

Before you start the exercise, it's important to carefully read and understand the instructions. Make sure you know what you're being asked to do, what resources you have available to you, and how your performance will be assessed. If you're unsure about anything, don't be afraid to ask for clarification.

Once you've read the case study, it's time to start analysing the problem. This involves breaking down the problem into its component parts, identifying the key issues, and considering different options for addressing them. It's important to approach the problem from different angles and to consider the implications of each possible solution.

During the exercise, you'll need to demonstrate your ability to work well under pressure, to think on your feet, and to communicate your ideas effectively. Make sure to use clear and concise language, and to back up your arguments with evidence and examples.

If you're working on a group case study exercise, it's important to listen to the ideas of others and to contribute your own ideas in a constructive and respectful way. Remember that the assessors are not only evaluating your individual performance but also how well you work as part of a team.

When it comes to presenting your solution, make sure to structure your presentation in a clear and logical way. Start with an introduction that sets out the problem and your approach, then move onto your analysis and recommendations, and finish with a conclusion that summarizes your key points. Make sure to keep to time and to engage your audience with your presentation.

A case study exercise is designed to assess several core competencies that are critical for success in the role you are applying for. There will be many common competencies that will be valuable across most roles in the professional world, these competencies typically include:

• Problem-Solving Skills: The ability to identify and analyse problems, and to develop and implement effective solutions.
• Analytical Thinking: The capacity to break down complex information into smaller parts, evaluate it systematically, and draw meaningful conclusions.
• Decision-Making Abilities: The ability to make well-informed and timely decisions, considering all relevant information and potential outcomes.
• Communication Skills: The capacity to convey ideas clearly and concisely, and to listen actively to others.
• Teamwork Skills: The ability to collaborate effectively with others, and to work towards a shared goal.
• Time Management: The capacity to prioritise tasks and to manage time effectively, while maintaining quality and meeting deadlines.

By assessing these competencies, employers can gain valuable insights into how candidates approach problems, how they think critically, and how they work with others to achieve goals. Ultimately, the aim is to identify candidates who can add value to the organisation, and who have the potential to become successful and productive members of the team.

Different companies will prioritise certain competencies; the original job description is a great place to look for finding out what competencies the employer desires and so will likely be scoring you against during the assessment centre activities.

The type of questions that may be asked can vary, but here are some examples of the most common types:

• Analytical Questions: These questions require the candidate to analyse a set of data or information and draw conclusions based on their findings. For example: "You have been given a dataset on customer behaviour. What insights can you draw from the data to improve sales performance?"
• Decision-Making Questions: These questions ask the candidate to make a decision based on a given scenario. For example: "You are the CEO of a company that is considering a merger. What factors would you consider when making the decision to proceed with the merger?"
• Group Discussion Questions: In a group case study exercise, candidates may be asked to work together to analyse a problem and present their findings to the assessors. For example: "As a team, analyse the strengths and weaknesses of our company's current marketing strategy and recommend improvements."

The questions are designed to test the candidate's problem-solving, analytical thinking, decision-making, and communication skills. It's important to carefully read and understand the questions, and to provide well-reasoned and evidence-based responses.

It has been known for employers to use real live projects for the case study exercise with sensitive information swapped for fictional examples.

Information from the case study exercise lends itself to be used as scene-setting for other exercises at the assessment centre. It is common to have the same fictional setting running through the assessment centre, to save time on having to describe a new scenario for each task. You will be told in each exercise if you are expected to remember the information from a previous exercise, but this is rarely the case. Usually the only information common to multiple exercises is the fictional scenario; all data to be used in each exercise will be part of that exercise.

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Here are some key tips to help you prepare for and successfully pass a case study exercise at an assessment centre:

• Understand the Brief: Carefully read and analyse the case study brief, making sure you understand the problem or scenario being presented, and the information and data provided. Take notes and identify key issues and opportunities.
• Plan Your Approach: Take some time to plan your approach to the case study exercise. Consider the key challenges and opportunities, and identify potential solutions and recommendations. This will help you structure your thoughts and prioritise your ideas.
• Use Evidence: Use evidence from the case study, as well as your own research and knowledge, to support your ideas and recommendations. This will demonstrate your analytical thinking and problem-solving skills.
• Stay Focused: During the exercise, stay focused on the task at hand and avoid getting sidetracked by irrelevant information or details. Keep the objective of the exercise in mind, and stay on track with your analysis and recommendations.
• Collaborate Effectively: If the case study exercise involves group work, make sure to communicate clearly and effectively with your team members. Listen actively to their ideas, and contribute constructively to the discussion.
• Be Confident: Have confidence in your ideas and recommendations, and be prepared to defend your positions if challenged. Speak clearly and confidently, and use evidence and data to support your arguments.

Here is the summary of what case-study exercises are and how to pass them:

• A case study exercise is a type of assessment where candidates are presented with a hypothetical business scenario and asked to provide solutions or recommendations.
• These exercises assess a range of competencies such as problem-solving, analytical thinking, decision-making, communication, teamwork, and time management.
• To pass a case study exercise, it's important to carefully read and understand the brief, plan your approach, use evidence to support your ideas, stay focused, collaborate effectively, be confident, and manage your time effectively.

Fully understanding the format of the exercise, taking practice case-study exercises and following our tips outlined above will drastically improve the chances of you standing out as a star candidate at the assessment centre.

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Five common interview questions and how to answer them

You made it! Your application made a great impression and now they want to meet you in person. It’s natural to be nervous, but you’ll find the more prepared you are, the less nervous you will be.

1. What do you know about our company?

Here the interviewer wants reassurance you've done your homework and have chosen to apply to them for a good reason. Before you go to any interview you need to know the size of the organisation, the scope of their range of products or services, the latest developments in the field, their history, goals, and public image – have they been in the news lately?

2. What motivates you?

Here it’s important to show you’re self-motivating. Think about any challenges you decided to take on, and how rewarding it was to achieve them. It could be that you organised an event and it went well – in that case you were motivated by desire to bring happiness to others and see a job well done.

3. What are your weaknesses?

This is definitely one that’s best to prepare for. Our advice? Pick a past weakness and show how you’ve taken steps to improve on it. An example would be if you’re not very strong at presenting. Admit to it, then say you practice at home in front of friends who video your efforts, and now you use the footage to improve.

4. Where do you see yourself in five years’ time?

As mentioned in  Six things you should do before you start your job search  it’s best to have thought about both short-term and long-term goals. Talk about the kind of career you envision for yourself and the steps you will need to get there, relating this back to the position you’re interviewing for.

5. Do you have any questions?

This often catches people off guard, and can even be asked once you’ve left the interview room. Be ready with a question that shows your enthusiasm and is specific to the role and/or organisation. A good question could be ‘What projects are the department working on at the moment?’

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Home » Management Case Studies » Case Study of Nestle: Training and Development

Case Study of Nestle: Training and Development

Nestle is world’s leading food company, with a 135-year history and operations in virtually every country in the world. Nestle’s principal assets are not office buildings, factories, or even brands. Rather, it is the fact that they are a global organization comprised of many nationalities, religions, and ethnic backgrounds all working together in one single unifying corporate culture .

Culture at Nestle and Human Resources Policy

Nestle culture unifies people on all continents. The most important parts of Nestle’s business strategy and culture are the development of human capacity in each country where they operate. Learning is an integral part of Nestle’s culture. This is firmly stated in The Nestle Human Resources Policy, a totally new policy that encompasses the guidelines that constitute a sound basis for efficient and effective human resource management . People development is the driving force of the policy, which includes clear principles on non-discrimination, the right of collective bargaining as well as the strict prohibition of any form of harassment. The policy deals with recruitment , remuneration and training and development and emphasizes individual responsibility, strong leadership and a commitment to life-long learning as required characteristics for Nestle managers.

Training Programs at Nestle

The willingness to learn is therefore an essential condition to be employed by Nestle. First and foremost, training is done on-the-job. Guiding and coaching is part of the responsibility of each manager and is crucial to make each one progress in his/her position. Formal training programs are generally purpose-oriented and designed to improve relevant skills and competencies . Therefore they are proposed in the framework of individual development programs and not as a reward.

Literacy Training

Most of Nestle’s people development programs assume a good basic education on the part of employees. However, in a number of countries, we have decided to offer employees the opportunity to upgrade their essential literacy skills. A number of Nestle companies have therefore set up special programs for those who, for one reason or another, missed a large part of their elementary schooling.

These programs are especially important as they introduce increasingly sophisticated production techniques into each country where they operate. As the level of technology in Nestle factories has steadily risen, the need for training has increased at all levels. Much of this is on-the-job training to develop the specific skills to operate more advanced equipment. But it’s not only new technical abilities that are required. It’s sometimes new working practices. For example, more flexibility and more independence among work teams are sometimes needed if equipment is to operate at maximum efficiency .

“Sometimes we have debates in class and we are afraid to stand up. But our facilitators tell us to stand up because one day we might be in the parliament!” (Maria Modiba, Production line worker, Babelegi factory, Nestle South Africa).

Nestle Apprenticeship Program

Apprenticeship programs have been an essential part of Nestle training where the young trainees spent three days a week at work and two at school. Positive results observed but some of these soon ran into a problem. At the end of training, many students were hired away by other companies which provided no training of their own.

“My two elder brothers worked here before me. Like them, for me the Nestle Apprenticeship Program in Nigeria will not be the end of my training but it will provide me with the right base for further advancement. We should have more apprentices here as we are trained so well!” (John Edobor Eghoghon, Apprentice Mechanic, Agbara Factory, Nestle Nigeria) (adsbygoogle = window.adsbygoogle || []).push({}); “It’s not only a matter of learning bakery; we also learn about microbiology, finance, budgeting, costs, sales, how to treat the customer, and so on. That is the reason I think that this is really something that is going to give meaning to my life. It will be very useful for everything.” (Jair Andres Santa, Apprentice Baker, La Rosa Factory Dosquebradas, Nestle Columbia).

Local Training

Two-thirds of all Nestle employees work in factories, most of which organize continuous training to meet their specific needs. In addition, a number of Nestle operating companies run their own residential training centers. The result is that local training is the largest component of Nestle’s people development activities worldwide and a substantial majority of the company’s 240000 employees receive training every year. Ensuring appropriate and continuous training is an official part of every manager’s responsibilities and, in many cases; the manager is personally involved in the teaching. For this reason, part of the training structure in every company is focused on developing managers own coaching skills. Additional courses are held outside the factory when required, generally in connection with the operation of new technology.

The variety of programs is very extensive. They start with continuation training for ex-apprentices who have the potential to become supervisors or section leaders, and continue through several levels of technical, electrical and maintenance engineering as well as IT management. The degree to which factories develop “home-grown” specialists varies considerably, reflecting the availability of trained people on the job market in each country. On-the-job training is also a key element of career development in commercial and administrative positions. Here too, most courses are delivered in-house by Nestle trainers but, as the level rises, collaboration with external institutes increases.

“As part of the Young Managers’ Training Program I was sent to a different part of the country and began by selling small portions of our Maggi bouillon cubes to the street stalls, the ‘sari sari’ stores, in my country. Even though most of my main key accounts are now supermarkets, this early exposure were an invaluable learning experience and will help me all my life.” (Diane Jennifer Zabala, Key Account Specialist, Sales, Nestle Philippines). “Through its education and training program, Nestle manifests its belief that people are the most important asset. In my case, I was fortunate to participate in Nestle’s Young Managers Program at the start of my Nestle career, in 1967. This foundation has sustained me all these years up to my present position of CEO of one of the top 12 Nestle companies in the world.” (Juan Santos, CEO, Nestle Philippines)

Virtually every national Nestle company organizes management-training courses for new employees with High school or university qualifications. But their approaches vary considerably. In Japan, for example, they consist of a series of short courses typically lasting three days each. Subjects include human assessment skills, leadership and strategy as well as courses for new supervisors and new key staff. In Mexico, Nestle set up a national training center in 1965. In addition to those following regular training programs, some 100 people follow programs for young managers there every year. These are based on a series of modules that allows tailored courses to be offered to each participant. Nestle India runs 12-month programs for management trainees in sales and marketing, finance and human resources, as well as in milk collection and agricultural services. These involve periods of fieldwork, not only to develop a broad range of skills but also to introduce new employees to company organization and systems. The scope of local training is expanding. The growing familiarity with information technology has enabled “distance learning” to become a valuable resource, and many Nestle companies have appointed corporate training assistants in this area. It has the great advantage of allowing students to select courses that meet their individual needs and do the work at their own pace, at convenient times. In Singapore, to quote just one example, staff is given financial help to take evening courses in job-related subjects. Fees and expenses are reimbursed for successfully following courses leading to a trade certificate, a high school diploma, university entrance qualifications, and a bachelor’s degree.

International Training

Nestle’s success in growing local companies in each country has been highly influenced by the functioning of its International Training Centre, located near company’s corporate headquarters in Switzerland. For over 30 years, the Rive-Reine International Training Centre has brought together managers from around the world to learn from senior Nestle managers and from each other.Country managers decide who attends which course, although there is central screening for qualifications, and classes are carefully composed to include people with a range of geographic and functional backgrounds. Typically a class contains 15—20 nationalities. The Centre delivers some 70 courses, attended by about 1700 managers each year from over 80 countries. All course leaders are Nestle managers with many years of experience in a range of countries. Only 25% of the teaching is done by outside professionals, as the primary faculty is the Nestle senior management. The programs can be broadly divided into two groups:

• Management courses: these account for about 66% of all courses at Rive-Reine. The participants have typically been with the company for four to five years. The intention is to develop a real appreciation of Nestle values and business approaches. These courses focus on internal activities.
• Executive courses: these classes often contain people who have attended a management course five to ten years earlier. The focus is on developing the ability to represent Nestle externally and to work with outsiders. It emphasizes industry analysis, often asking: “What would you do if you were a competitor?”

Nestle’s overarching principle is that each employee should have the opportunity to develop to the maximum of his or her potential. Nestle do this because they believe it pays off in the long run in their business results, and that sustainable long-term relationships with highly competent people and with the communities where they operate enhance their ability to make consistent profits. It is important to give people the opportunities for life-long learning as at Nestle that all employees are called upon to upgrade their skills in a fast-changing world. By offering opportunities to develop , they not only enrich themselves as a company, they also make themselves individually more autonomous, confident, and, in turn, more employable and open to new positions within the company. Enhancing this virtuous circle is the ultimate goal of their training efforts at many different levels through the thousands of training programs they run each year.

External Links:

• Employee and Career Development (Nestle Global)

Related posts:

• Case Study of Dell: Employee Training and Development
• Case Study of IBM: Employee Training through E-Learning
• Case Study: Nestle’s Growth Strategy
• Role of Case Studies in Employee Training and Development
• Different Employee Training and Development Methods
• Training and Development – Meaning, Definition and Need
• Skill Development Training Methods
• Four Major Theories of Training and Development
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How Nestlé Became The World's Largest Food Company

Table of contents.

Let’s trace the origins of Nestlé and its exceptional legacy of 150+ years that have led it to become a company with:

• Market cap of $326.07 Billion as of Feb 9, 2023
• Over 2000 brands worldwide
• Monumental presence in 186 countries
• A workforce of nearly 276,000 employees
• Revenue of CHF 87.1 billion in 2021
• 354 factories in 79 countries

Grab a Kit Kat or sit back with a cup of freshly brewed Nescafe, and let’s go back to 1866 , the year it all began.

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A Merger Lays The Foundation Of Nestlé’s Success

The story of Nestlé begins with Henri Nestlé of Vevey, a namesake of the company, and unsurprisingly, its founder. But it is also linked with two brothers, Charles and George Page, who were located far away in America at the time.

While the world of business was not a global village back then, perhaps it was fate, the love for milk, or sheer successful marketing strategy that brought the businesses of the two together to form the Nestlé we see today.

The creation of Anglo-Swiss Condensed Milk Company

Charles Page was a U.S. consul who visited Switzerland and became intrigued by its Swiss cows and beautiful meadows. The country had been a primary milk production center since the 19th century due to its available resources of high-quality cows and attracted people with a passion for milk production from far and wide. 

Page was one such individual with a different aspiration: he wanted to create condensed milk. Easy to store and transport, condensed milk, according to him, was the next big thing in the entrepreneurial world. 

Therefore, with his brother George Page, he created the Anglo-Swiss Condensed Milk Company and opened the doors of the first-ever condensed milk factory in Switzerland, in the town of Cham, in 1866.

Henri experiments

Meanwhile, Henri Nestlé was a local pharmacist in Vevey who loved experimenting with anything and everything he could get his hands on. This meant creating incredible food fusions was right up his alley.

During the 1860s, infant mortality rates remained a grave problem in Switzerland. As a man with 13 siblings, Henri understood the woes of infants. Yet, the turning point came when he saw that premature babies faced difficulty in consuming breast milk.

Invoking his creativity, he combined available resources and his scientific knowledge to produce “ Farine Lactee ” in 1867, an infant formula made with cow’s milk, wheat flour, and sugar.

This proved to be a breakthrough, and soon, sales increased to 1000+ cans in 1871 and more than 2000 in 1873. Two years later, Nestlé’s products could be found worldwide, including but not limited to Indonesia, Egypt, and the U.S.

As sales increased exponentially, Henri gave his company a logo symbolizing his family name that meant “Little Nest”. The logo, therefore, contained a bird’s nest.

Today, the logo has been simplified but remains its original idea and charm as an ode to the founder.

A rivalry emerges

In 1875, Henri retired, and the company was led forth by three local businessmen in Vevey. However, simultaneously, the Anglo-Swiss Condensed Milk Company expanded to newer markets in Europe, and upon discovering Nestlé’s infant formula and its success, it developed a rival product and floated it into the market.

To Nestlé, this was nothing less than a declaration of industry war, and soon after, Nestlé added a new product to its portfolio: a Farine Lactee condensed milk. Fierce competition developed, followed by price wars and predatory market strategies.

As both companies competed for a greater market share and ROI on their rival products, it did not come as a surprise when both began generating lower revenues and making losses.

The price war lasted roughly for about 30 years until the death of all three – Henri, George, and Charles.

In 1905, the current directors of the companies agreed to halt their rivalry and combine their businesses for greater market share, revenues, and expanded reach over the globe.

As a result, Nestlé and Anglo-Swiss Condensed Milk Co. was founded – that eventually became Nestlé.

Certificate for 100 shares of the Nestlé and Anglo-Swiss Condensed Milk Co., issued 1. November 1918

Key takeaway 1: leave emotion out of strategy

For many years, Henri and the Page brothers went head to head in the milk industry, expanding into European markets, creating substitute rival products, adopting predatory pricing strategies, and undercutting price benchmarks. 

All this only yielded the worst for both businesses in the form of reduced revenues, higher price elasticity of demand, and a confused clientele.

Their saving grace was the strategic decision of the directors to call a truce and join forces – shared winners over lone losers. With the main competition becoming the same company, the focus was brought back to improving operations and opting for practices the business could sustain. Resultantly, the only path now was onwards and upwards.

This means foresight, strategy, and impartial business sense take priority over emotional responses, especially in the business world.

World War I, Government Contracts, & Innovative Strategies

Most companies take a few years to establish themselves in their local markets, minimizing risks. Only once they are comfortably settled and have enough brand appeal and resources to expand do they risk entering the global market.

But Nestle is not like most companies, is it?

Henri Nestle had become a big player in the Western Europe Market, and Page Brothers were leading the way in Britain. Thus, the merger already allowed Nestle to be the go-to condensed milk brand.

From there, it was always going to spread itself and capture as much of the global share as it could, and so it did. Within a decade, this newly merged company had taken its operations around the world, establishing factories in the UK, Europe, the United States, and Asia.

An unexpected opportunity

WWI broke out in 1914, and the scale of disruption around the globe was huge.  Almost every industry was affected. Some thrived and grew, but many collapsed or barely survived.

Nestle also faced an initial period of hardship where it was difficult to maintain its supplies due to severe shortages, and maintaining a smooth distribution network in Europe was near impossible. Hence, most of their supplies ran out of catering to the needs of locals.

However, the war presented a unique opportunity. The demand for milk shot up, and consequently, governments around the world sought contracts with major milk producers and distributors.

Nestle acquired several of these contracts that enabled it to not only come out of the difficult situation it was in but also rapidly expand its operations. It developed most of its factories in the US, where supply and distribution were easier, and recovery began. In fact, by the end of the war, the company had over 40 factories in the world, nearly doubling Nestlé’s overall production.

Moving forward by embracing innovation

Of course, the circumstances around WWI were unusual and worked in favor of Nestle. But it wasn’t the only reason the firm grew at such a pace. Research and innovation had defined the companies that came together to form Nestle. Hence, the same qualities were inherited and ingrained in Nestle. At a time where global infrastructure was going through a phase of transformation, Nestle was at the forefront of it utilizing it and spreading it.

For instance, railways and steamships were the new business logistics, and they became the company’s ticket into established and untapped urban markets overseas. Print media became the main face of modern marketing. Nestle cleverly capitalized on it by projecting its brand through newspapers, magazines, and billboards. The adverts focused on what made the company stand out: quality, taste, nutrition, safety, and affordability – characteristics Nestle still proudly stands by.

All while these advancements were being embraced, Nestle didn’t lose sight of what they were truly about: their products. Hence, as far as production is concerned, they continued to introduce more efficient methods in their factories, expanding their capacity and boosting quality.

Key takeaway 2: growth follows the ambitious

Both World Wars were make-or-break events. From a decrease in demand to a disruption in supply, Nestle faced all sorts of challenges. But Nestle, even before it merged, was always looking for opportunities to grow, and the government contracts gained during the war were essentially the result of it. If Nestle didn’t have its operations worldwide, it would never have captured the governmental radar. It may have survived the shortage; it may not have.

These contracts allowed the company to grow, which worked perfectly with its innovative strategies, such as tapping urban markets and marketing using print media to enhance the brand appeal and create brand affinity. This highlights the importance of being proactive and always looking for potential opportunities, even in challenging times. 

World Wars & Expanding The Product Portfolio

1918 , the year WWI finally ended.

The fighting did stop, but the unstable economic situation the world was in couldn’t be fixed easily. Nestle’s government contracts were up, and it found itself amongst the many companies facing the force of the crisis. To add to their difficulties, consumers that had shifted to condensed milk during the war shifted back to fresh milk as supply resumed.

The company went into a loss for the first time in 1921 .

Timely response

At that point, sales were down, and production costs were high for Nestle. Its operations needed an overhaul to reach sustainability. For this purpose, Swiss banker Louis Dapples was handed the task of reorganizing the company.

Not only was he able to match production and sales, but the move also helped Nestle clear its outstanding debt. Thereafter, the company spent a good part of the decade staying afloat and focusing on sustaining its operations.

More than a milk company

First milk, and then condensed milk; despite having a global reach, Nestle hadn’t really made an effort to expand its product portfolio.

Perhaps, till the 1920s , it had never felt the need to. It had been growing at a rapid pace and adding several countries to its customer base. Now, as growth stagnated and consumer demand shifted to fresh milk, something different had to be done.

Thus, they made a series of acquisitions that opened their doors to new industries, the most notable of which was the Kohler Swiss Chocolate company in the mid-1920s . Consequently, chocolate became the second most important product of Nestle.

‍ Nestlé buys Switzerland's largest chocolate company Peter-Cailler-Kohler

Alongside chocolate, the company also introduced malted milk, a powdered beverage named Milo, and powdered buttermilk for small children.

Malted chocolate drink Milo launches in Australia

The Nescafe revolution

The chocolate business was going well for Nestle, but they were yet to launch the product that would change the company’s future forever.

In 1930 , the Brazilian Coffee Institute approached the company with a unique problem. Brazil had a huge surplus of coffee, but there was no real demand or use at the time. Nestle spent the next 8 years researching and experimenting with products to develop from this coffee.

While the Brazilians suggested coffee cubes, Nestle had a better idea instead.

Voila, in 1938 , Nestle launched “Nescafe” an instant soluble coffee solution, the first of its kind and one of the most popular Nestle products to date. This was later followed by Nestea, another incredibly popular product that continues to drive the tastes of many across the globe today.

Nestlé launches NESCAFÉ in Switzerland on 1 April 1938

The USA again becomes the helping hand

There was immense potential in Nescafe, but at the same time, Nestle began to experience the severe impacts of WWII even before it broke into a worldwide conflict. The company’s revenues nosedived from $20 million in 1938 to $6 million in 1939 .

Although Switzerland remained neutral in both world wars, the situation in Europe was highly volatile, and business could not be conducted normally. Again, Nestle looked towards America by shifting its base of operations to Connecticut, far away from the conflict.

Their previous experience during WWI had allowed the company to form healthy relationships with the states, which helped them settle in. Unfortunately, the USA could not stay away from the war for too long and joined the allies in 1941 .

For Nestle, it was a complete blessing; Nescafe became a staple food for the US military as it was easily preservable, and the taste has already become a hit. Hence, without having to spend a fortune on advertisements, the coffee product penetrated worldwide, and funnily, its first brand ambassadors were allied soldiers.

Nestle sent tons and tons of Nescafe to the frontlines and managed to turn around their sales completely. From making $100 million in 1938 to reaching up to $225 million in 1945 .

Key takeaway 3: diversify and innovate

The end of WWI and the economic depression brought by it made life difficult for almost every business, including Nestle. Plus, the fact that customers preferred fresh milk instead of condensed milk meant that Nestle found it difficult to sustain its business. 

Customers’ demands and preferences, as well as the market scenarios, can change drastically over time. Nestle learned that they needed to be flexible enough to adapt and bold enough to take risks. Otherwise, they will be left with no choice but to shut up shop. 

This is when the milk company gradually began expanding by introducing new products and exploring new markets. It, in turn, allowed the company to grow despite the difficult situation.

Hence, companies should never rest on their laurels and try to improve consistently, be it by innovating, branching out, and increasing the quality and quantity of products or services they offer.

Growth Through Acquisitions and Diversification

The end of the world war had set the perfect stage for Nestle to take its business to the next level. Sales were at an all-time high, Nescafe and Nestea were making waves, and through military and government supports, the company had opened up new markets for its products.

On top of it, the world did not go into a similar depression like WWI. Instead, it marked a period of stability and peace, one which firms everywhere looked to capitalize on. Likewise, Nestle did not waste any time in getting in on the action and making some very key and monumental moves. In fact, these post-war years are often termed as the most dynamic period in the company's history!

Seasoned Maggi Soups and Broadein Food Products

As the world recovered from the war, Nestle followed an aggressive acquisition policy acquiring multiple brands worldwide. The most significant name it added to its portfolio was fellow Swiss company, Maggi.

The journey for this soup and noodles company started somewhat around the same time as that of Henri Nestle. Its founder, Julius Maggi shared the same vision of serving nutritious yet convenient foods to the public.

After the war, in 1947 , Maggi went through a number of restructurings and changes in leadership. Resultantly, the best way for the company to move forward was to join hands with Nestle. Their established factories in numerous countries introduced the Maggi brand to the world, and it became a sensation. In fact, in many Asian regions, Maggi is synonymous with instant noodles.

The Magic of Maggi

Following Maggi’s acquisition, Nestle took over several other firms in the food industry, including:

• 1960 : Crosse & Blackwell, a British can and preserved food manufacturer
• 1963 : Findus, a Swedish frozen food company
• 1971: American fruit juices company Libby
• 1973: Stouffer, a frozen and prepared foods brand

With these moves, Nestle extended its product range and established a stronghold in the preserved foods industry.

Developing new & improving existing “convenience” products

While Nestle spread its wings by bringing other brands under its umbrella, it did not lose sight of the products it developed itself.

For instance, the Nescafe coffee, which had been a huge success during the war, continued its astonishing path upwards. From 1950 to 1959 , its sales almost tripled, and with the development of an anti-freeze version in 1966 , its sales quadrupled in the next decade.

Simultaneously, Nestle also worked on launching new products. In 1948 , it further embedded itself in American households with Nesquik, a chocolate powder that would instantly mix in cold milk. 

Owing to the product’s success, they even introduced the Nesquik Bunny to win over both adults and children.

During the same time, Nestle rebranded its infant cereals as Cerelac while launching an extensive range of canned foods under Maggi.

Diversifying beyond the food industry

By the 1970s , Nestle had well and truly occupied a dominant position in the food industry. It was now time to step out of the comfort zone and venture into new industries.

The big break came in 1974 when Nestle made a move for a Parisian hair care company, L'Oréal. Established in 1909 , this company had gone from making hair dyes to a full range of cosmetic care products. It has also formed a loyal customer base in France.

With big plans, Nestle offered the family owners of L'Oréal a 3% stake in Nestle in return for a 50% share. The offer was too attractive to refuse, and the two companies entered into a new partnership. This merger reaped multifold returns for both parties, and by the 1980s , the brand was the leader in its industry.

The cosmetic arena wasn’t the only one Nestle aimed to capture. There was an economic slowdown and general volatility between the French and Swiss markets. The price of cocoa and coffee went up more than three times. Nestle decided to take a risk and leap into waters it had never been in before.

In 1977 , it also became the owner of the American pharmaceutical company, Alcon. This, too, was a success with the brand operating in 75+ countries and being sold more than twice that number.

Merger to remember & the future of coffee

Nestle never looked to slow down despite its numerous acquisitions and diverse brand offerings.

In 1984 , it offered a mind-blowing $3 billion to buy out the food company, Carnation. Many believe this to be one of the largest acquisitions outside the oil industry – at least at the time. The scale of the deal was such that it took a year for it to be approved and finalized.

It wasn’t just being in the same industry that sparked Nestle’s interest; it was also the fact that Carnation had a diverse portfolio, including a profitable pet food brand, Friskies, and Contadino tomato products.

Nestle also added UK confectionery company Rowntree Mackintosh to its list of acquisitions in 1988 , giving it ownership of popular chocolates, Kitkat and Smarties. In the same year, it also included Buitoni-Perugina, a major Italian pasta and confectionery company to its mix.

Alongside the mergers, Nestle was also actively working on making a comeback with its coffee products. Thus, in 1986 , it rolled out Nespresso, a premium version of its coffee, different from the previous freeze-dried budget version. The idea behind it was simple: present a DIY system for any person who wanted to enjoy luxury coffee.

Key takeaway 4: seek opportunities in both new and existing industries

Many firms that plan to diversify their portfolios lose grip on their main industry. Nestle wasn’t one of them. Its initial strategy for growth post-WWII was to cement its hold in the food industry with a series of acquisitions and new product offerings. Then, it made its move in other industries while still improving on its basic offerings of food, coffee, and chocolate-related products.

Nestle grew exponentially by tactfully merging and acquiring companies it thought would add value to its brand. This paid off handsomely and turned Nestle into a force to be reckoned with. It highlights the need for brands to enhance their value offerings, using whatever means they have at their disposal, right from diversifying to collaborating with others.

International Force - Nestle's Global Strategy

With the fall of the Berlin wall in 1989, markets in Central and Eastern Europe, as well as China opened up. Trade barriers disintegrated, liberalization picked up the pace, and economic markets around the globe started to integrate well.

This proved to be quite beneficial for Nestle. There were new diverse markets to expand to and favorable policies that encouraged them – not that they needed any second invitation. 

Onwards & upwards with tactful acquisitions

From the late 1990s to the late 2000s, Nestle went on an aggressive acquisition spree and acquired the following companies:

• San Pellegrino group , the leading Italian mineral water business, in 1998 paved the way for Nestle to launch Nestle Pure Life and lead in Europe while making a way into developing countries worldwide.
• Spillers Petfoods in 1998 enabled Nestle to cement its position as a key player in the pet food business around the globe and Europe in particular.
• Ralston Purina , U.S.'s pet food business, in 2002 and merged with Nestlé Friskies Petcare, creating a market leader in the pet care industry, Nestlé Purina Petcare.
• The U.S. ice cream business merged with Dreyer's in 2002, establishing Nestle as the leader in the U.S., the world's largest ice cream market. 
• Movenpick Ice Cream in 2003 to complement Nestle's super-premium ice cream brands portfolio in North America and Italy.
• Delta Ice Cream in 2005 as Nestle's realized that the ice cream business was a profitable opportunity and the company could make inroad in the growing Greek and Balkans ice cream market.
• Chef America Inc in 2002 as Nestle continued with its horizontal integration and expanded into the frozen foods market, which was growing.
• Jenny Craig and Uncle Toby's in 2006 as Nestle wanted to stay true to its commitment to nutrition, health, and wellness and reinforce its presence in the U.S., the world's largest nutrition and weight management market.
• Medical Nutrition division of Novartis Pharmaceutical in 2007 as it was complementary to Nestle's Healthcare Nutrition Business and enhanced Nestle's capabilities to cater to the needs of its customers with special nutritional requirements.
• Henniez in 2007 to augment its position in the competitive Swiss bottled water market, leveraging the solid industrial capacity and distribution network of the company.
• Gerber , the iconic U.S. baby food brand, in 2007 became the number 1 player in the U.S., the world's largest baby food market, transforming Nestle Nutrition into a global leader.

A number of other partnerships were also made, such as the one with Belgian chocolatier Pierre Marcolini , helping Nestle augment its position in the food and nutrition industry while allowing it to diversify in health, wellness, and beauty.

Now, why did Nestle do that?

The answer is to remain attuned to the changing consumer tastes and remains ahead in a market that never stays still.

Sure, continuous innovation is essential, but Nestle didn't just rely on that and continued to acquire businesses and benefit from synergies to become the undisputed leader in the business world.

All this while, Nestle has remained true to its roots and continued to delight its customers worldwide.

Realizing that with expanding its global footprint, there was bound to be an array of issues that it needed to deal with effectively, Nestle launched a Group-wide initiative called GLOBE (Global Business Excellence) .

The primary purpose behind this initiative was to harmonize and simplify business processes and empower Nestle to make the most of its competitive advantage while alleviating the risks and drawbacks.

Key takeaway 5: growth & diversification through acquisition

From San Pellegrino in 1997 to Henniez and Gerber in 2007, Nestle's relentless strategy to acquire an array of businesses in different markets, ranging from pet care and baby food to ice cream and bottled water, strengthened its overall position and breathed new life into the company.

Nestle not only wanted to expand to new product lines but also become the market leader in all of them, in different parts of the world. The fastest and most effective way to do just that was through strategic acquisitions. 

In an ever-evolving market, staying still or focusing solely on a select few activities is risky for large businesses. The key, at times, to grow is to embrace an external growth strategy by acquisitions in different industries with distinctive lines of business.

Commitment To Innovation

Nestle stays firmly committed to its goals of helping people, families, and pets around the globe live happier and healthier lives. From meeting the ever-evolving needs of the modern consumer to providing safe and premium-quality of food on-demand, Nestle does it all.

However, it understands that dramatic shifts are happening in the market with consumer demands dynamically changing, new entrants offering endless choices, and people living and shopping in ways never seen before.

Winning in such an environment requires disruption and a hybrid-growth model. No one understands that better than Nestle, and here’s how it is driving value from its base portfolio while embracing new ventures to scale up.

Nestle: 150-year-old start-up innovating from within

Unlike other business entities that outsource the innovation part and fail to prepare for the future, Nestle has strategically decided to combine its scale and capabilities with the mentality and speed of a start-up.

InGenius , Nestlé's employee innovation accelerator, is the ultimate platform that encourages intrapreneurship within the company. Internal start-ups within the company are launched , and employees are encouraged to think big and creatively.

Moreover, Nestle’s global R&D accelerator program brings together scientists, students, and employees, empowering them to come up with new innovative products.

Lean designs, fast prototyping, quick testing, continuous hustling, and room for big risks make the incubator program a success. The goal of the internal start-ups is to help promptly develop new product lines from scratch within 9 months, paving the way for the future of food.

What’s more is that employees are given challenges to solve, ranging from improving the quality of food to helping achieve the net-zero target. On top of this, Nestle also helps young social entrepreneurs, outside its fold, by offering them holistic support, mentorship, and access to its R&D and innovation experts by partnering up with Ashoka – an organization that identifies and supports social entrepreneurs.

Rethinking & reinventing

To better tap into today’s consumer trends, Nestle goes the extra mile to revive the brands with modern innovation.

It does this by introducing new varieties of products and adding unique flavors to attract new customers and retain existing ones. For instance, in 2017 alone, Nestle launched 1000 new products. Yes, that’s right!

From bringing in new flavors of juices and milk to launching frozen organic meals and non-dairy desserts, among others, it tries its best to exceed its customers’ expectations.

Enhancing capabilities

Fueling growth through innovation and improving operational efficiency are two key components of Nestle’s value creation model.

While innovation is considered everyone’s job at Nestle , increasing operational efficiency is also stressed.

Each and every aspect of the business, be it hiring people, using data analytics to make decisions based on logic, optimizing supply chains, or deploying manufacturing solutions, is reviewed and revamped to increase efficiency and deliver desired business outcomes.

Future of food

Nestle, together with Swiss academic and industrial partners such as ETH Zurich, Ecole Polytechnique Fédérale de Lausanne (EPFL), and companies Bühler and Givaudan, announced a joint research program, Future of Food , that will help develop nutritious, tasty, sustainable, and trendy food and beverage products.

It's just another example of Nestle leveraging innovation and partnerships to move forward. Plus, it highlights Nestle’s commitment to providing healthy food while doing right by the environment.

The future is healthy, sustainable, and personalized

Nestle is actively working on providing healthier diets to people worldwide. It's even reformulating its popular products such as Kit Kat and Maggi, among others, to reduce the sugar, salt, and saturated fat in them while also transitioning its brands towards organic.

In addition to this, it is actively working towards ensuring its supply chains have zero environmental impact and reducing its carbon footprint by changing its plastic packaging.

Nestle has announced that it will phase out all packaging that’s not recyclable by 2025 and ensure the packaging it uses is eco-friendly.

Last but not least, Nestle, in its quest to stand out and scale, is emphasizing the need to please customers in every way possible. It aims to do that by delivering customers exactly what they want, how they want it, and in the taste, and shape they want it.

Meeting the needs of consumers on an individual level, according to Nestle will make all the difference. Hence, it is investing in it. Nestle acquired a start-up in UK, Tails.com, which provides tailored diets to dogs on a monthly basis based on age, breed, and weight among other factors.

Key takeaway 6: innovate, innovate, and innovate

Ascending to the top is one thing, but remaining at the top is the real challenge. Nestle’s strategy of launching incubators, experimenting with products, enhancing capabilities, and thinking ahead to create a new future highlights the importance the company places on innovation.

Nestle never hesitates to be bold and go out of its way to innovate to accelerate its growth and achieve scale. It realizes the value that can be derived from innovation and hence, leaves no stone unturned in thinking out of the box and putting its money where its mouth is.  More than anything else, this fundamental strategy has helped the company dominate and remain a customer favorite.

Nestle In The New Normal

Nestle: the multi-national company that adapts

A vital company in the challenging times of Covid-19, Nestle made many changes in its processing and manufacturing processes to continue supplying good food. As supply chain challenges intensified, Nestle focused its efforts on streamlining the supply chain end-to-end, from sourcing supplies to logistics. 

Nestle had 8.1% organic growth in the first half of its fiscal year 2022.

Nestle: the best employer

Making the health and safety of its employees a priority, Nestle implemented enhanced safety measures on and off its premises, including factories, distribution centers, labs, and offices.

Nestle responded to Covid-19 effectively and made sure its employees are protected and motivated by:

• Allowing working from home 
• Restricting travel and exposure to the virus
• Introducing the best hygiene practices
• Implementing effective social distancing measures
• Giving a special 14-day COVID-19 leave
• Offering financial support in the form of loans

Nestle: the company that gives back to the community

Nestle extended a helping hand to those in need in the crisis. It provided holistic support to medical institutions, food banks, food delivery organizations, and relief organizations in the local communities who are on the frontline. 

Not only did Nestle donate essentials such as food and bottled water but also money. Nestle joined forced with the International Federation of the Red Cross and Red Crescent Societies (IFRC) and donated  CHF 10 million . Plus, in order to speed up the vaccination and ensure fair distribution of vaccines, it partnered up with COVAX and donated  CHF 2 million. 

Key takeaway 7: stay resilient 

There’s no doubt that the Covid-19 pandemic disrupted the global markets and adversely impacted Nestle in ways more than one. However, Nestle managed to survive and thrive by continuously adapting, being proactive, and striving to do right by the people and the communities it served, as evident from its increased market share and growth during the period.

Nestle in a nutshell

Nestle products are recognized, consumed, and valued in all corners of the world. It is a company that has ingrained itself in the day-to-day life of people and continues to raise the bar higher. From innovation, people management, and a long-term strategic approach to the quality of products and services, social responsibility, and competitiveness, Nestle ticks all the boxes.

Here are the four main lessons derived from the growth of Nestle from a relatively small Swiss-based company established in 1866 to one of the most successful, admired, and profitable multinational companies in the world:

Key takeaway 1: globalize but also localize

A company as big as Nestle, which operates in almost all countries worldwide, has achieved success by localizing its offerings and catering to the needs of each individual market.

Sure, it could have made generalized global strategies and campaigns, but it took the difficult path by localizing everything from sourcing, product planning, production, marketing, and even its brand strategy.

It highlights the importance of being customer-centric regardless of who you are as a company and where you operate.

Key takeaway 2: innovate – change is an opportunity

Whether it be changing consumer demands, the evolving marketplace, or crisis situations, Nestle has never stopped innovating. Sure, it has paid the price of a few campaigns gone wrong, but one thing that it has been relentless at is continuing to strive to be a step ahead.

Nestle does it all, from committing to sustainability to coming up with new creative ways of providing more value to all stakeholders. It serves as a lesson for brands in this modern digital age. You can only survive and succeed if you innovate. Period.

Key takeaway 3: grow through acquisitions

Nestle has over 2000 brands. Yes, that’s right. Nestle has rapidly grown, gained a competitive advantage, increased its market share, achieved synergies, and enhanced efficiency in its business by acquiring companies.

It actively looks for potential acquisition opportunities and doesn’t hesitate to take risks. This showcases that if you want to grow as a company, you need to broaden your horizons and partner up with others. Foresight, strategic decisions, and impartial business sense are critical - now more than ever. 

The external growth strategy has worked wonders for Nestle by allowing it to expand into new industries and distinctive production lines - all of which have contributed immensely to its growth over the years. Simply put, if you can’t beat them, just join them, or well, in Nestle’s case, buy them.

Key takeaway 4: importance of brand & values

As a company, your values are bigger than your revenue. If you truly focus on and stick to your values, you can attract consumers and scale your company. Nestle has done just that by not only saying but becoming the “Good food, Good Life” company.

It firmly abides by its core principles of “ Unlocking the power of food to enhance the quality of life for everyone, today and for generations to come .”

Every decision that is made, every product that is launched, every customer that is served, is served to shape a better and healthier world. No wonder Nestle has become a global icon from a local favorite.

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Assessment Center Case Studies Practice & Tips – 2024

Case studies are a central part of the exercises making up most assessment centers . Employers use them to provide valuable insight into the applicants. They provide a way to assess a graduate or job-seeker’s capability and their potential performance after selection. To do this, the assessment center presents the candidate with a simulated situation that might be faced on the actual job and waits to see how the candidate will respond. The information assessors collect proves invaluable to companies as they work through the screening and hiring process with the candidates who are most likely to perform well in the job opening.

What Is a Case Study Exercise?

Case studies are simulation exercises that put a candidate into situations they might actually see while on the job. The exercises can be done as a group or individually. Which it is will depend on the employer and the assessment center. The case studies typically provide information that includes financial reports, market studies, or competition analysis and other information that may relate to any aspect of the profession. It may also provide other company reports, consultant’s reports, new product research results, and more. This makes the exercise similar in some ways to an in-tray exercise though the documents are longer for a case study.

Key Features of Case Studies

The exercise can be presented at the end either in written report format or as a presentation, depending on the preference of those running the exam. The assessors then evaluate the candidate’s ability to analyze information with a logical approach to decision making and their aptitude for tackling difficult situations. From there, they score performance.

Case study exercises often are based on a few core topics. Some of these include:

• Finding the feasibility and profitability for the introduction of a new product or service
• Merger, acquisition, or joint venture related managerial decisions
• Annual report evaluation and profitability and loss analysis
• Task prioritization and problem-solving with a given deadline

Many times, the case study’s theme or scenario provides the stage for other assessment center exercises, so paying attention to what the scenario is and the information provided about it can prove helpful in further exercises. If this is the case, the problem-solving case study is likely to show up as one of the first few exercises you do after re-taking the necessary psychometric aptitude assessments for score confirmation.

Competencies Required for Case Studies

The key competencies that case study exercises usually assess are:

• Analytical thinking and assimilation of information
• Commercial awareness and Innovation
• Organization
• Decisiveness and Judgment

The goal of the exercise is to review and analyze the given information to come up with solid business decisions. The assessors will look at both the decision reached and the logical justification for the recommendations. Because of this, the test is not designed to have one ‘correct’ answer. Instead, it is concerned with the approach to solving the issue as much as it is with the solution.

This is the point in the assessment and pre-hiring process where candidates should show the recruiters what they can do. Usually, the exercise lasts around forty minutes. Employers may use either fictional examples or, in some cases, even real live projects with the sensitive information replaced for fictional information.

Due to the nature of the exercise, job-seekers and graduates taking this type of assessment should possess several key skills. They must be able to interpret large quantities of data from multiple sources and in varying formats, use analytical and strategic analysis to solve problems, formulate and commit to a decision, demonstrate commercial and entrepreneurial insight on a problem, and use oral communication skills to discuss the decisions made and the reasoning behind them. Without these key abilities, case exercises may prove challenging for individuals.

How to Prepare for Case Study Exercises?

With the large amount of information presented on assessment center case studies and the many things to consider, it can be difficult to know where to start. Particularly for those participating in a graduate assessment center case studies with no prior experience with assessment centers, the case study may seem daunting.

However, it is possible to prepare with some case study practice and by reviewing assessment case study examples similar to the ones that will be given in your assessment center. These tips for preparation and practice as well the day of will help those facing a case study assessment to do so with confidence.

Case Studies: Tips for Success

Review the advice below as you begin to prepare for the assessment center:

• If it is a group exercise , show the recruiters you can work with the team.
• For a group exercise, determine what roles individuals in the scenario are associated with and how they may interact with your or impact the analysis and decision-making process.
• Determine what information needs to be kept and what should be discarded as early on as possible.
• Manage time carefully and plan your approach based on the time available to you.
• Consider all possible solutions and analyze them carefully before choosing a decision.
• When finished, ensure that you have a solid foundation for the proposal and a plan of action to implement for your chosen solution.
• Make sure you communicate that foundation and the logic behind your decision.
• When presenting as a group, actively participate but avoid dominating the conversation or situation.
• Gather information on the organization, job profile, and any other data that could be in the case study to be prepared before assessment center day if possible.
• If you do not need to present for a group exercise, consider nominating yourself as someone who can respond to questions.
• Practice structuring and delivering presentations in a case study format before testing.

If you follow the advice above and put in enough time practicing and preparing to feel confident, you should be able to ace this portion of your assessment center. Remember that the solution is not the most important thing about this exercise. How you work with others and the reasoning behind your answer is. So, use the time you have wisely and do not overlook anything as you work to come to a good solution. As you do this, relax and use this as a chance to show the recruiters that you really know what you said you did during the interview stage . That is what this exam is about.

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• Written Exercises
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• In-Tray Exercise
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