Recruiting Guide

Recruiting Guide Research by: David Willard

Corporate Overview

Snapshot Founded in 1906, Kellogg Company is engaged in the manufacture and marketing of ready-to-eat cereal and convenience foods. The principal products of the Company are ready-to-eat cereals and convenience foods, such as cookies, crackers, toaster pastries, cereal bars, frozen waffles and meat alternatives.

Ownership Public (NYSE: K)

Headquarters Battle Creek, Michigan

Operations Products manufactured in 17 countries and marketed in over 180 countries worldwide.

Business Units NA Retail Cereal (25%), NA Retail Snacks (30%), NA Frozen and Specialty Channels (12%), Europe (20%), Asia Pacific (5%) and Latin America (8%).

Notable Products Kellogg’s, Keebler, Pop-Tarts, Eggo, Cheez-It, Nutri-Grain, Rice Krispies, Special K, Murray, Austin, Morningstar Farms, Famous Amos, Carr’s, Plantation, and Kashi.

North Latin Asia Dollars in $000 Europe Consolidated America America Pacific 2004 Net Sales $6,369.3 $2,007.3 $718.0 $519.3 $9,613.9 2003 Net Sales $5,954.3 1,734.2 $666.7 $456.3 $8,811.5 % Change 5.0% 3.6% 11.1% 2.3% 5.0% Recruiting Guide

Corporate Strategy

In the News Kellogg’s recent press releases and news coverage has focused around five specific areas: 1. Responsible nutrition, diet and health 2. Corporate citizenship 3. International business development 4. New products 5. Competitive landscape

Strategic Summary Kellogg is committed to delivering sustainable, dependable performance and has concentrated efforts on growing their cereal business, expanding the snacks business, and pursuing selected growth opportunities. This is supported through continued product innovation, significant brand building investment, maintained product category focus and international infrastructure growth.

Organizational Developments With the departure of CEO and Chairman Carlos Gutierrez to assume his position as U.S. Secretary of Commerce, Kellogg’s leadership team has recently been restructured. Now leading the company is James M. Jenness, a 30-year veteran of the Kellogg Company. Other changes to the leadership team include:

 John Bryant was promoted to president, Kellogg International.  Jeff Montie was promoted to president, Kellogg North America.  Jeff Boromisa was promoted to chief financial officer.  David Mckay, President and COO, was appointed to the Board of Directors.

Kellogg also signed an agreement to acquire Kraft's Nabisco fruit snacks manufacturing facility in Chicago, Illinois. The transaction, expected to be finalized by the end of June, will help Kellogg expand its fruit snacks business. In addition, Kellogg has acquired the Nickelodeon Fruit Snacks license commensurate with this sale. Kellogg entered the fruit snack business in 2003 and remains the second largest player in the category. o Recruiting Guide

Career

Opportunities Kellogg Company offers full-time positions, co-ops and internships in all functional areas and North American business units. In general, opportunities exist in the following areas:

Brand management: Brand management teams develop and strengthen Kellogg brands through the execution of marketing initiatives driven by an understanding of consumer needs.

Sales: Field sales is based at various locations across the country and works in partnership with Kellogg customers to effectively sell, merchandise, and promote products to the consumer.

Financial management: Financial business partners serve as key members of business functional teams. Their insights are communicated and ultimately incorporated into decision making at all levels of the organization.

Strategy development: Strategy development assists all levels of management to develop and select value-added business strategies by partnering with business units to analyze key business issues, develop strategic options, and implement recommendations.

Supply Chain: Kellogg Supply Chain provides quality products and service that contribute to customer and consumer value. Areas of interest within Supply Chain include Logistics and Customer Service. Both areas support the production and delivery of products to our customers.

Alumni Broad MBA alumni work throughout the organization at various management levels. There is a strong sense of community and togetherness within the Kellogg Company family. Careers have a high level of responsibility, visibility and accountability. Kellogg concentrates on performance and bottom line results, while remaining compassionate and flexible for employee needs. The organizational atmosphere is casual and offers many opportunities to contribute creatively and feel that you are truly impacting business results.

International Exposure As an international organization, Kellogg has a number of business units outside of the US. In most cases, international assignments are only made available to full-time employees.

Travel Depending on the opportunity, travel can vary. Amount of travel ranges from 0%-50%, with the general average for employee opportunities around 10%. Recruiting Guide

Hiring Process

Recruiting Kellogg recruits via the web (including corporate site and job search engines), career fairs and campus visits. Kellogg regularly visits Michigan State University as well as other institutions including Western Michigan University, University of Michigan, and Purdue. Graduates of the Broad MBA program have been hired as recently as 2003. Current students have also earned internship opportunities with Kellogg in 2005.

Candidate Profile Kellogg prefers candidates with analytical ability, persistence, organizational skills, presentation skills, communication skills, and ability to both design and execute a successful plan.

Hiring Process The recruiting process consists of candidate self-nomination for an available position by submitting a resume. A functional recruiter reviews the resume. If minimum qualifications are met, the recruiter will contact the candidate to get additional information and explain more about the position. If both parties agree to proceed, the resume and notes from the phone screen are passed to the hiring manager. If the hiring manager feels that the candidate is qualified, he/she will schedule a phone screen with the candidate. The final step is an on-site interview. At the on-site interview the candidate may be asked to prepare and deliver a short presentation outlining his/her background and experience to an interview team. The members of that team will then conduct individual interviews with the candidate. Following the round of interviews, the team will convene and give feedback to the hiring manager on issues of qualification and corporate fit. The ultimate decision rests with the hiring manager, who will communicate his/her decision directly to the candidate.