1. Current Practices and Issues: Internships & Career Placements of Fresh Talents from the Industry’s Point of View Grace C. De Castro Assistant Vice-President Corporate Recruitment Head Human Resources Nestle Philippines, Inc.

2. INTERNSHIPS

3. Graduate internships (aka “OJT” or On-The-Job Training Programs) are a flexible way to attract talent to our business for a specific time period or project while offering real work experience to college students. Any internship opportunity should offer real value to both the employing organization and the graduate and should be structured to maximize the opportunity it presents.

4. INTERNSHIPS: Current Practices A)“Regular” Internships (+) May be available year-round Functionally-driven Increasing demand for good-quality interns (-) Can morph into “cheap temporary labor” Usually happens only during the summer months

5. INTERNSHIPS: Current Practices B) Specialized Internships (+) Talent-driven May be customized for any function in the organization A more structured approach with better appraisals (-) Can only accommodate a limited number of interns

6. INTERNSHIPS: Issues A) Short internship periods B) Supply of interns Not a course requirement C) “Immature” Interns From manner of dressing to lack of drive/real interest Lack of appreciation or understanding about the real purpose of an internship

7. INTERNSHIPS: Advantages (Students) Affords the opportunity to explore & verify career interests and competencies in an actual job situation Establishes desirable work habits and attitudes while developing a sense of responsibility Enables classroom-learning experiences to become more relevant and meaningful Promotes personal success which may motivate interest in in other school subjects & activities Provides a venue for possible future employment

8. INTERNSHIPS: Advantages (Schools) Broadens the academic curriculum Fosters provisions for individual differences in the interests and abilities of students Establishes a mutually-beneficial working relationship between academe and industry Provides interaction with industry professionals who are involved in the training of young people Promotes assessment by both the internship coordinator and the site supervisor for better guidance towards realistic career goals

9. INTERNSHIPS: Advantages (Industry) Provides the opportunity to further strengthen industry- academe linkages Affords the opportunity to influence academic curriculum so that skills relevant to the field may be taught Enables the growth of future workforce Reduces training and orientation costs once we hire the student after the internship period Allows business leaders to serve as positive role models for today’s young adults

10. GRADUATE PLACEMENTS (Early Careers)

11. GRADUATE PLACEMENTS: Current Practices A) Direct Hire Route (+) Available year-round Functionally-driven Rotation within function Opportunity to exceed expectations while not under the “microscope” (-) Less structure Viewed negatively by some students

12. GRADUATE PLACEMENTS: Current Practices B) Corporate Management Trainee Program (+) Talent-driven Structured cross-functional assignments High risk, high reward Increasing demand for CMTs (-) Limited slots with a small window of opportunity

13. GRADUATE PLACEMENTS: Issues A) Mismatch between student’s preference and industry opportunities B) Lack of leadership skills C) Limited co-curricular/extra-curricular experience Some students focus only on their academics Importance of good academic performance and commendable experience outside of the classroom should be emphasized as part of their total development D) “The Gen Y Problem” Sense of entitlement or no sense of direction Lack of ambition or over-ambition

14. A Little Bit More on Generation Y A) Ambition 41% of Gen Y expect to progress rapidly in their organization vs. 20% of Gen X 38% of Gen Y define themselves by their success at work – a higher population than any other group B) Job-Hopping (average job tenure) Gen Y: 16 months Gen X: 3 years Baby Boomers: >5 Years Source: MT/FreshMinds Work 2.0 Survey (March 2008)

15. “Those under the age of 40 have never experienced high unemployment and this is contributing to the tendency of younger employees to take work for granted or worse, to treat it as an extension of their social lives.” Andy Headworth Managing Director Sirona Consulting, 2008

16. This is a great opportunity now for all of us to partner with each other to ensure that the youth of today become the leaders that we want AND need for tomorrow.

17. THANK YOU!