Baking&Snack - September 2012 - 67

TALENT MANAGEMENT

Q &A

Alberto Hoyos
In today’s ever-more-complex world, keeping employees happy and productive presents human resources challenges unlike any seen in the recent past. From hiring the right people to ensuring outgoing employees pass their knowledge on to those remaining with the company, talent management

makes a big difference to a baking or snack manufacturing company’s success. Alberto Hoyos started working on the cookie side of Grupo Nutresa, Medellín, Colombia, in 1993, and he is now president and international vice-president for the whole group’s North strategic region. Having supplemented his mechanical engineering degree with an MBA in international business, Mr. Hoyos is involved in different programs that support the quality of education in Medellín. He offered advice to Baking & Snack readers on maintaining a well-rounded workforce.

Human Matters
Lucy Sutton: What should baking and snack manufacturing companies look for in a candidate for employment?
Alberto Hoyos: Topping the list would be adjustment to the values and philosophy of their company, a clearly defined life plan, a professional background with experience and knowledge, academic history and competencies, and technical skills and knowledge according to the role and position performed. Our companies mainly seek candidates who adjust to our organizational values. They are full of integrity and are transparent human beings who are innovative and able to take challenges in a changing global environment. They will ensure the sustainability of our businesses. We look for leaders distinguished by their self-management for being coherent and inspiring. They are visionary, humble, open and flexible to change, capable of developing others and recognizing and valuing diversity, and clearly focused on achieving results. www.bakingandsnack.com

How to manage one of the most valuable assets of your plant: your employees.

How do those requirements change based on the individual’s role with the company?
Some of these requirements — mainly related skills, knowledge and experience — change according to the position profile and the level of contribution to business strategy. This could be operational, tactical or managerial. Another factor is the potential the person shows to be placed in higher level positions.

companies, suppliers, universities, former students in practice, direct contact of prospects or potential candidates through the website of the company.

What’s the best interview question you’ve ever heard? What’s the worst and why?
The best question asked by a candidate in an interview that I heard was, “What do you expect about me in this company that will help it to grow, and also how can I grow with it?” The worst: “Is it true that if you show in an interview what you really are, then you don’t get the job?” This is the worst question heard from a candidate in an interview because it implies that he conceives the possibility that it is necessary not to be authentic and transparent and should hide his true personality to be hired by the company.

Where can companies find good candidates?
Within the same company or in other companies of the same sector. Sometimes they are recommended by other employees. Recruitment websites and job search engines are also useful, as are head hunters. Scholars returning home and new graduates from universities are a good resource as well. Usually, for management positions, head hunters or previously established contacts in the industry are a good place to start. For other roles, we search through databases of résumés, temporary services

How do you ensure new employees get up to speed quickly? Have
September 2012 / Baking & Snack / 67

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Baking&Snack - September 2012

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