On recruitment policy

We choose some of the best brains from the best B-schools in the country,
such as the IIMs.
As we are a growing organisation, we need sufficient people to effectively
manage our sales and marketing divisions in the country.
We like to recruit youngsters who are innovative in their approach and
are willing to try out newer things. These youngsters should be
passionate about their work as well as willing to take on newer
challenges and risks in life.

Recruitment policy for management trainees

Yes, we do recruit management trainees and also graduate engineer

trainees.

 For management trainees we visit IIM Calcutta, Bangalore, FMS-

Delhi, MDI-Gurgaon, IMT-Ghaziabad, SIBM-Pune, and Jamunalal
Bajaj Institute-Mumbai.
 For graduate engineer trainees, we visit campuses like IIT-Roorkee,
BITS-Pilani and PEC-Chandigarh.

Mid-career recruitment

For the laterals we prefer to go through established HR consultants.

Apart from this, we have an in-house search referral programme wherein

employees can refer candidates for the open postings.

Terms

The retirement age is 58 years.

 We do not engage contractual employees for regular jobs.

 However, for any seasonal work we do engage contractual
employees.

 All employees are taken on permanent rolls with probation periods

varying from 6 to 12 months.
Postings/ transfers

Employees are likely to be posted in any of the offices in India or abroad.

We do transfer employees from one group company to another based on the
need.

Amit Burman
CEO, Dabur Foods Ltd

(http://www.telegraphindia.com/1041221/asp/jobs/story_4152512.as
p

Address: Dabur Foods Ltd, Kaushambi, Ghaziabad, Uttar Pradesh.

Website: www.dabur.com

Our Trainee Programmes

Recruitment is an integral and ongoing process in any organization. This

holds true for Dabur also.

 We have a two-pronged approach in recruiting dynamic

professionals - lateral recruitments and the Management Trainee /
Engineer Trainee recruitments at entry level.

 The Management Trainee / Engineer Trainee Programme has been a

focus area to induct young and vibrant professionals at the entry level.
With every passing year, upgradations are made to it to make the
learning experience more enriching and rigorous with a greater focus
on functional and conceptual inputs and an objective learning
evaluation system.

This need led to the Young Managers Development Programme

(YMDP) being conceived.

FMCG was another dominant sector with majors like HLL, ITC, Coca Cola,
Marico, Dabur and Britannia making several offers. Cognizant, TCS, Wipro
represented the IT sector, recruiting with a strong focus on marketing and
finance functions.
(http://www.coolavenues.com/bschools/061023/jbims_summers_1.ph
p)

Companies such as Samsung India Electronics Pvt. Ltd, Dabur India Ltd,
Siemens India Ltd, Wipro Ltd, ICICI Bank Ltd, Raymond Ltd, Thermax
Ltd and GTL Ltd, among others, use one or more of these tools in their
recruitment processes. Dabur India employs psychometric tools in its
hiring process on a selective basis. “We follow the Behavioural Event
Interviewing using the STAR methodology, where the candidate’s past
experience in dealing with specific situations plays a greater role in
identifying the right candidate for a particular job,” says V. Krishnan,
head, talent management, Dabur India Ltd.
(http://www.livemint.com/2007/07/02012538/Scanning-the-recruit-
profile.html?pg=1)

For a change, the boardroom meets the classroom. The Rs 1,899.57 crore Dabur
India’s efforts to enter B-school classrooms in search of innovative ideas and
business strategies to double its turnover and profit by 2009-10 has already thrown
up around 100 potential acquisition targets for the home-grown FMCG giant.

Dabur, in an attempt to infuse some fresh thinking and forge closer ties with
campuses, is conducting a national case study contest called ‘Navigator’. Several
innovative ideas and business models were suggested by the B-school students.

Under the contest, B-school students were invited to propose a business plan for
Dabur towards achievement of Vision 2010. The two-pronged intent was to tap the
brightest minds to give fresh perspectives and innovative ideas for growing the
company and to dispel the traditional image and be viewed as a contemporary
employer. The company had received entries from over 120 teams and after
shortlisting by internal senior managers, 46 teams were invited for the regional
round.

The contest was thrown open to students, either individually or in groups of three
from each B-school, with no restrictions to the number of entries from each B-
school. This shortlisting was done on structured parameters such as originality of
proposal/recommendations, quality of research and analysis, feasibility of
implementing the recommendations, among others.

Ten teams – including IIM-Ahmedabad, ISB Hyderabad, FMS, NMIMS Mumbai

and IIM-Kozhikode — have made it to the National Round, which will be held on
February 3, 2007 at Hotel Taj Mahal, New Delhi. “Ideas have been generated
across the themes of Innovation, Acquisition and Expansion by B-school students.

Apart from the obvious benefit of generating business ideas for the organisation’s
growth, this is also being seen as a way of building the Dabur brand among
students who could be prospective employees in a year. Every year, Dabur India
recruits 15-18 students from premier B-schools in the country as management
trainees, apart from 50-60 lateral hires.
.( http://www.123oye.com/archived-news/dabur_india_recruitment.htm)