AI in FMCG Recruitment

The Role of AI in FMCG Recruitment

As FMCG companies strive to stay competitive in the UK market, we ask ‘What is the role of AI in FMCG recruitment?’ as organisations evolve how they find, evaluate and retain talent. 

FMCG companies have been at the forefront of adopting AI-driven tools for recruitment and there are a number of reasons for this – the high volume of applicants, the need for efficient screening processes and the desire to reduce unconscious biases in hiring.  

A 2022 survey by a leading HR technology firm revealed that over 60% of FMCG companies are now utilising some form of AI in their recruitment processes, a significant increase from just a decade ago. 

This early adoption of AI reflects the ever-evolving demands of the FMCG sector and the need to deliver. In a market where consumer preferences and industry trends change rapidly, having the right team in place – quickly and efficiently – is crucial. AI aids in identifying candidates who are not just skillful but also adaptable and culturally aligned with the company’s values and vision. 

As AI continues to evolve, its role in the recruitment sector, particularly within FMCG, is only going to grow. That’s why we’ve written this blog to understand the role of AI in FMCG recruitment and a glimpse into what the future holds. 


AI tools first started gaining traction in the FMCG recruitment sector in the early 2010s, coinciding with the broader adoption of AI technologies across various industries. Early adopters used AI for basic screening and filtering of large applicant pools, a common challenge in this sector, but the role of AI has moved on since then.  

AI Tools in Action 

Today, these AI tools analyse a vast array of data points, from verbal and non-verbal cues in video interviews to problem-solving skills demonstrated in online games. They offer unbiased, data-driven insights, allowing FMCG companies to shortlist candidates who not only have the right skills but also fit the company culture. 

Leading Companies in AI-Driven Recruitment 

Several UK-based and international FMCG companies have been at the forefront of implementing AI in recruitment. For instance, Unilever, a global giant in the FMCG sector, began experimenting with AI-driven hiring processes around 2016. They have employed AI for assessing candidates’ suitability through games and video interviews analysed by AI algorithms. 


The key areas of AI application in FMCG recruitment include: 

Automated Screening and Applicant Tracking: AI-driven algorithms are extensively used for screening resumes in the FMCG sector. They efficiently parse through thousands of applications to identify the most relevant candidates based on predefined criteria such as experience, skills and education. AI also powers Applicant Tracking Systems (ATS), streamlining the recruitment process and enhancing candidate experience. 

  • Predictive Analytics: AI in recruitment goes beyond the basic task of screening. It utilises predictive analytics to forecast the future performance of candidates. By analysing historical data, AI tools can predict which candidates are likely to succeed in a particular role. 
  • Enhanced Candidate Engagement: FMCG companies leverage AI for maintaining continuous engagement with candidates through chatbots. These AI-powered chatbots provide real-time responses to candidate queries, schedule interviews and even offer feedback. 
  • Bias Reduction: AI tools are designed to overlook gender, race and age to focus solely on the candidates’ qualifications and competencies. This aspect is particularly vital in the diverse and inclusive environment of the FMCG sector. 


As technology advances, the role of AI in FMCG recruitment is poised to become much more sophisticated, with future developments expected to include the following.  

  • Integration of Natural Language Processing (NLP): Advancements in NLP will enable AI tools to better understand and interpret human language, allowing for more nuanced assessments of candidates’ resumes and communications. 
  • Enhanced Predictive Capabilities: AI will likely evolve to predict not just the success of candidates in specific roles but also their potential for long-term growth and alignment with the company’s evolving needs. 
  • Virtual Reality (VR) and Augmented Reality (AR) in Interviews: The use of VR and AR could revolutionise the interview process, allowing candidates to engage in simulated work environments. 
  • Personalised Candidate Experience: AI could offer highly personalised job recommendations to candidates based on their skills, experiences and career aspirations, making the recruitment process more candidate-centric. 
  • Data-Driven Decision Making: The future of AI in FMCG recruitment lies in its ability to offer deeper insights from large datasets, enabling recruiters to make decisions backed by robust data analytics. 


For most companies, AI makes the recruitment process more efficient by automating mundane tasks like resume screening and initial candidate communications. AI-driven analytics tools are also becoming invaluable in predicting candidate success, assessing cultural fit and even identifying potential leadership qualities.  

As AI technology continues to evolve, its integration into recruitment processes also promises a more dynamic and candidate-focused approach. In the future, we can expect AI to identify the right candidates based on the data it can sift.  

Don’t worry, though. AI is poised to augment, not replace, the human elements of recruitment. The human touch remains critical in understanding the complex nuances of candidate motivations, career aspirations and cultural fit. 

The true power of AI lies in its ability to complement human expertise. By freeing up recruiters from time-consuming administrative tasks, AI allows them to focus more on the strategic and interpersonal aspects of recruitment. That’s why this blend of AI efficiency and human empathy is the future of recruitment in the FMCG industry. 

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