ConAgra Foods

EMPLOYEES

25,000

PRIMARY BUSINESS

ConAgra consumer brands can be found in 97% of US households and include Healthy Choice, Chef Boyardee, Egg Beaters, Hebrew National, Hunt’s, Orville Redenbacher’s, PAM and Banquet to name a few. The company also has a significant presence in the commercial food products markets and is one of the nation’s leading specialty potato providers to restaurants and foodservice.

VISION STATEMENT

One Company. One goal. Making the food you love.

PERSONNEL PHILOSOPHY

ConAgra believes in and supports a “culture of development” in which employees can discover their talents and advance their skills while embracing different viewpoints.. In addition to expanding employees’ knowledge, the company’s learning and development programs help give employees the opportunity to advance in their careers. As a Fortune 500 company with over 25,000 employees worldwide, the opportunities are vast. Each and every employee has the chance to make a big impact, every day.

DIVERSITY & INCLUSION

Diversity and inclusion are vital to the corporate culture at ConAgra, incorporating a broad range of personal attributes and characteristics such as race, age, gender, cultural background, sexual orientation, personal experiences and style.

More than simply the “right thing to do”… diversity at ConAgra is the way to success. Having a diverse culture brings to the company a wide variety of perspectives and talents that strengthen its ability to better serve both customers and consumers. By creating an inclusive culture that leverages diversity, ConAgra empowers individuals in the organization to grow to their fullest potential.

ConAgra has built a strong business case for diversity and inclusion, which has enabled the company to create a culture that attracts, retains and engages employees from all walks of life. Believing that workforce diversity enables stronger relationships in the community, the marketplace and with stakeholders, the ConAgra operates and sponsors the Diversity and Leadership Council— a group of senior executives who provide guidance, support and sponsorship for creating a culture of inclusion and holds management accountable for sustained results.

Fundamental to building a diverse and inclusive culture are the ConAgra Employee Resource Networks (ERNs), which are a way for ConAgra Foods employees of similar and differing cultures, backgrounds, and lifestyles to promote inclusion across the company, advance business objectives and enhance members’ personal and professional growth through networking and mentoring. Currently there are six ERNS with hundreds of members throughout the company including the ConAgra Black Employee Network, Women’s Leadership Council, ConAgra Asian Network, ConAgra Latino Network, ConAgra Young Professional Network and Illuminations (Lesbian, Gay, Bisexual, Transgender and Allies).

Read more about diversity and inclusion at ConAgra.

Surviving A Layoff

What you do immediately after receiving word that your current job is gone can make a big difference in how you will be able to support yourself and your family. Making the wrong decisions can have dire consequences over the long term. Employees leaving their employers, either on their own terms or on the terms handed to them, can greatly benefit from professional help to sort out the options they have available.

Get the information you need to make the right decisions. Download a FREE copy of How You Can Survive a Layoff from Morgan Stanley Smith Barney now, and get started ensuring the security of your and your family’s future.

Why You Need an Online Presence

Why do you need an online presence?

According to a 2009 ExecuNet survey, 86% of recruiters surveyed do a “Google” search on candidates and reject 44% of candidates based on what they find. Based on these statistics, it makes sense to take time to manage your online identity.

To start, put your name in quotes into a major search engine and review the results. Do you exist? Is there another person with the same name with whom you could be confused? Is the information that comes up relevant and accurate? Is there damaging information?

If there is someone with the same name, begin using your middle initial. If there is damaging information, get a lot of positive entries out there about yourself to drive the damaging info onto page 2 or 3.

Brand yourself online by using tools such as LinkedIn, ZoomInfo, and/or GoogleProfiles. Creating profiles with positive, career-supporting information will be a good foundation for your online identity; then respond to industry-specific discussions and initiate posts that demonstrate your expertise.

You can also search for blogs that discuss your area of expertise and make comments, again, showing your knowledge.

It takes time, but having a positive, content-rich list of online mentions will greatly support your job search.

Kathy Keshemberg, NCRW, CCMC is a Certified Resume Writer and Career Coach and Founder of A Career Advantage.

How To Get Seen By Hiring Managers

It’s just a fact of life. The process of finding your next position is like having another full-time job in and of itself. So how can you make sure that you’re not sending your resume into a “black hole”?

To make sure you are seen by hiring managers you MUST:

1. Always check off “CPGjoblist” on the company’s career website when you are applying for a job and are asked, “How did you hear about this position?” If CPGjoblist is not included in the list of choices, Select “other” and type CPGjoblist in.
2. Say “CPGjoblist” when you are asked, “How did you hear about this position?” by the company’s HR people. If you are not asked, be sure to make a point of telling them.
3. Always apply for positions through CPGjoblist. Companies may post their open jobs on a number of different websites. Even though you see a CPGjoblist job listed on a different job board, be sure to apply through CPGjoblist.

Why should you do these things?

The companies that use CPGjoblist tell us that they look at CPGjoblist candidates first and take them seriously because they know they are the most qualified. If you don’t tell them you are a CPGjoblist candidate they don’t know, and your application is more likely to be shelved!

Make the most of your affiliation with CPGjoblist! Identify yourself as a CPGjoblist candidate and advance above the rest!

3 Ways to Stand Out From The Pack

It’s no secret. Right now there are an average of 5 qualified applicants for every open position in the United States, and that number is conservative. Short of donning a sandwich board and walking the streets to advertise your availability, what can you do to increase the velocity of your job search?

1) Check Your CPGjoblist Candidate Profile

The hiring and staffing managers who work with CPGjobs look for qualifications and experience that match the position for which they are hiring. Makes sense, right? They actually search the fields in your candidate profile when looking for qualified candidates.

Gone are the days when meeting one or two qualifications for a position will get your foot in the door. Be certain your resume and Candidate Profile accurately and completely reflect your background and experience. If you have not meticulously accounted for your experience in your Candidate Profile, you may be overlooked in a hiring manager’s candidate search. Take some time to review the information in your Profile and update your information on a regular basis as new skills are acquired.

Also, be sure to upload a resume into your candidate profile. It is easy to update your resume simply by updating your profile, so don’t hesitate to do this. Hiring companies will not consider candidates without a resume, regardless of how detailed your Candidate Profile is.

2) Always Include A Cover Note

Job search is time consuming and candidates tend to overlook the importance of attaching a cover letter to their resume. Don’t make this mistake. Hiring managers (and even their screeners) really do read your cover letter— as long as it’s effective.

When writing a cover letter, customize it to the job for which you are applying. Review the do’s and don’ts of good cover letter writing. Don’t repeat your resume. Use short, powerful points to outline results. Point out the ways in which your background and past experience benefit the hiring company and correspond to the job requirements. Demonstrate good communication skills.

3) Offer Added Value

Sometimes the way forward twists and turns a bit. When interviewing with a recruiter or hiring manager, actively listen to what they are looking for. If the position is not a great match for your background and skills, offer to use your professional connections to help them find the person they’re looking for. Not only is this incredibly helpful to the recruiter, but it can help earn you valuable connections inside the company. This is something candidates rarely think to do, but adding value— even when you are not obligated to do so will make you stand out in the crowd when it comes to future positions (plus it gives you a great reason to follow up later on).

Finally, let me take this opportunity to remind you again that CPGjoblist is here to help you. If you see a position on the site for which you are well qualified, give us a call. We’ll review your background and if we agree, we’ll get you in front of the hiring manager personally…and ahead of the pack. Then, you take it from there!

Here’s our number: 626-535-0143.

Happy hunting!