Amberjack drives digital disruption for Unilever


In working with Unilever to redesign their global selection process for their Future Leaders programme, Amberjack believe they have achieved not only a game-changing strategy, but also created the most disruptive and pioneering selection process in the early careers space.

The innovative, fully digital recruitment process launched in Europe in September 2016 and, following successful roll outs in Asia and North America, will continue to be released around the world throughout 2017.

Amberjack believe they have architected a new solution that is a radical departure from anything that has gone before. Indeed, the work has picked up Recruitment Technology Innovation of the Year at the Recruiter Awards and is shortlisted for Best Recruitment and Talent Management Initiative at the CIPD People Management Awards 2017.

Amberjack, experts in volume recruitment, technology and assessment, partnered with Unilever to rise to the challenges presented by recruiting for their Future Leaders Programme (UFLP).

The programme attracts 250,000 applications for 800 vacancies in 60 countries every year, meaning Unilever must work hard to attract the brightest talent.

Beginning with the understanding that Millennials will make up 50% of the workforce by 2020, Amberjack were tasked with targeting digital disrupters who would shake up Unilever’s already progressive organisation.

Their solution has been designed specifically to meet the needs of Millennials and uses Artificial Intelligence (AI) to assess candidates. This also has the additional benefit of removing any potential for unconscious bias in the recruitment process.  

The new process is also flexible, quick and interactive, offering candidates two-way feedback at every stage.

Perhaps just as importantly, the programme aims to help all applicants in their career, regardless of their success in this process.

The new Unilever process goes further than the previously innovative strengths-based approach, benefiting from Amberjack’s pioneering approach to interviewing, using future-focused, scenario-based questions.  By placing more emphasis on role-fit and future potential, the process reduces chances of rejecting candidates from less privileged backgrounds and provides a more engaging, realistic job preview.

In just four stages, from an online application synced with the candidate’s LinkedIn account, through a series of games and a video interview, to an immersive experience at a Discovery Centre, Unilever can whittle down candidates effectively, selecting those whose capability and potential match best with the company’s goals and purpose.

The process is also designed to make candidates feel energised regardless of the outcome. And, as nothing can be prepared in advance, candidates can be confident they are being assessed on potential rather than learned behaviours.

Melissa Gee Kee, Strategy Director to CHRO & Global HR4HR Director, said “When deciding which partner to work with to redesign the selection process for the Unilever Future Leaders Programme, Amberjack stood out as our global partner who would be the golden thread and help bring our digital disruption project together. Their willingness to be pioneers, combined with the expert validation we needed to create our ground-breaking new process, differentiates them from the rest of the pack”.

Leena Nair, Unilever Chief HR Officer, also commented "From the CV, to the candidate search, to the interview, we're moving towards a digital hiring model for graduates. This new process is faster, simpler and more flexible allowing young people to fit applying around their lives.

“This innovative approach provides an immersive experience and attracts the best young talent to the business helping us in our vision to grow the business, whilst decoupling our environmental footprint and increasing our positive social impact". 

Thursday, 8 June 2017

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Ellen Walsh Date: Jun 9, 2017

Interesting article from the UK

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Amberjack drives digital disruption for Unilever
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