recruitmet policy

7/28/2019 RecruitmeT POLICY

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Recruitment Policy & Process

Objective

To enable selection & induction of the right fit of talentinto the intended

position in the company to meet the current & future need and streamlinethe Recruitmentprocess.

Also to thrive a strong Employer Branding to attract the best talents

available in the Industry

Scope

Covers all the vacant positions across the functions, levels & hierarchy.

Process

To enable HR to initiate the hiring process at any point of time during the year, therespective HOD needs to follow the below-mentioned steps

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If approved, forward

MRF to HR

If not approved,

hold on

Sourcing based on Job

Description & specification

through different source

channels

Screening application

and short listing

Scheduling interview

Channels- Existing CV

database, E- recruitment

portals, Advertisement, Head

hunting, Hiring consultants

RECRUITMENT PROCESS

MRF approval by concerned approving

authority. (Recruitment

Approval matrix)

Fill up manpower

requisition form(MRF)

Selection Hold/ Regret filling

Salary negotiation &

fitment preparation Sourcing

Acceptance Decline

Make an offer Intimate concerned

department head about

candidates joining


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Recruitment Quality Norm:

Due to todays advance knowledge driven business environment,people areperceived as the most valuable assets to an organization and the optimumutilization of the skill, knowledge, and attitude and experience they posses, aredirectly instrumental to the growth of any organization therefore there should beno compromise in the quality of people, we hire for any job position, role, levelor function.

Few basic eligibility criteria should be considered along with checking thepresence of role-specific key competencies & the behavioral attributes required toperform a job, even before a candidate is called for the Initial rounds of Interviews-

Academic Qualification: Minimum Graduation (Recognized University)

for all positionswithout any unjustified gaps in education.

Experience: Either in the type of role outlined in the Job Description, or in

a preparatory role.

Application Form: An application letter should be filled by the candidate

giving his personal, educational and professional information. Applicationform may have some question relating to aptitude, reasoning and English

language to measure the candidates position on knowledge ,

Work Test (CONDITIONAL) : Computer based assessment.

Reference check:HRshould always ensure that Reference check is done

before extending the offer to a selected candidate.

a. Candidates selected after rounds of tests/Interviews would beasked to provide the names & contact details of at least..no.ofpersons as his/herProfessional References,and

b. HRwould contact these references and the comments & remarksof the referees would be documented and preserved for futurerecords.

Recruitment Sources

Internal Staff

As a conscious focus of the organization to nurture high potential talents by

providing them suitable career growth opportunities within the organization,

efforts would always be made to fill in specific vacancies from its existinghuman resource pool.

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The entire process would be done through Internal Job Posting (IJP) and

communication including the job profile, candidate profile, eligibility (whocan apply), application deadline etc. would be made available by HR

Employees possessing necessary skills, knowledge, and experience

matching with those required for the job may apply through theappropriate communication channels as prescribed in the IJP.

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Other SourcesTo ensure a steady in-flow of quality candidates for all the existing vacantpositions, with an aim to select the best within a stringent recruitmentdeadline, HR would always focus to develop a robust database of CVssearched from the following sources

Hiring consultants: Considering the large volume of recruitments to be donewithin a small span of time, it is necessary to identify and engage Professionalhiring consultants to help HRto source quality candidates formiddle & seniorlevel positions.

A. Process guidelines (To engage a new Hiring Consultant):

HR would identify the Consultants in all the regions, based on their current

clients distribution, database size, past performance records & industryfeedback.

HR will negotiate the Terms & Conditions with all the identified consultants

and will get a one-time approval (from the Senior authority) before rollingout the formal agreement with them.

B. Quality Expectations from the Hiring Consultants:

Minimum Turn-around time (TAT): Once a requirement is placed, the

consultant should forward at least .. no. of CVs within the next..hrs.

Strong Conversion Rate (No. of Cvs forwarded : No. of candidates

shortlisted : No. of selected candidates): There should be a aggregateration between the CVs forwarded by a consultant, Cvs short-listed(afterinitial screeningby HR) and candidates to be selected.

Contracts with all the consultant should be finalized and documented

in Hard copy as well as soft copy

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Existing CVdatabase

(Created & Maintainedby HR)

VacancyAdvertisement in

Newspapers

e-Recruitment portals

CV d/base access

Regular Jobposting

Hiring Consultants(Mostly for Sr. & Middlelevel critical positions)

Market Intelligence Personal Network

Head hunting


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AnAnnual Evaluation of the services provided by the existing consultants

across the country would be done to create a list of preferredconsultants, who would be treated as priority CV sources for criticalpositions in future.

Compensation Proposals, Negotiation & issuing the offer letters:

HR prepares the compensation proposals based on the below-mentioned criticalattributes and gets those approved in writing by the concerned authorities beforeextending to the candidates -

i. Academic & Professional qualification of the selected candidatesii. Experience Profileiii. Current Compensation & benefitsiv. Internal Role-wise compensation study to maintain the equity

HR extends the proposals to the candidates who get selected after final

round of Interviews and negotiates to close those.

Once the candidates agree to the proposals & intimate their

acceptance, HR sends out the formal offer letter, duly approved &signed by the concerned authority.

Offer lettercheck list -

HR should make sure that all the below-listed documents are received & checked

thoroughly before issuing the formal offer letters

i. Approved Manpower Requisition form (MRF)ii. Resume (hardcopy) of the candidateiii. Interview Assessment sheet (Filled up with specific

recommendations by the concerned Interviewers)iv. Reference checks details (documented in the specified format)v. Compensation Proposal (Existing package & the proposed

plan, duly approved by the concerned Authority)

Recruitment Cycle Time:

HR would follow a specific project deadline of .no. ofdays (from the day ithad received the approved Manpower Requisition) to hire a new employee tobring in more dynamism and effectiveness in the recruitment process, .

The process specific schedule break-up is mentioned below

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Phase Activities Time frame

IRole Identification, JD, competency mapping &CV Sourcing

II

Initial HR screening / short-listing

Organizing the Preliminary Interviews

Organizing the Final Interviews

De-briefing sessions to take the final decisions

IIIPreparing the Salary Proposal, Negotiate withthe selected candidates & offer closure


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Manpower Requisition cum Job Description Form(Recruitment ApprovalMatrix):Any Recruitment across the organization, at any level /function has to be approved by the concerned authorities as specifiedin the matrix below

Reference Check Form

Name of Applicant

Post applied for

Name of person referred bycandidate

Designation

Name of Organization

Assessment FactorsVeryGood

Good Fair Poor Comments

Quality Of Work

Commitment To Job

Interpersonal Skills

Attendance

Punctuality

Work Related Skills

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Grade Roles /Designations

Interviewing Authority ResponsibleTo

Principalaccountabilities

/responsibilities

Preliminary Final


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Would you re-employ?Yes/No(If No, Please Give Further Details Below)

Is there any additional informationyou feel may be of interest to aprospective employer?

Yes/No(If Yes, Please Give Further Details Below)

Signature ____________________ Date _______________Information collectedby______________

APPLICATION FORM

Post applied for_______________________

1. ApplicantName___________________________________________________________

(Surname) (First name) (Middlename)

2. Residential Address (Permanent)_______________________________________________

State

Pincode

3. Address forcorrespondence___________________________________________________

___________________________________________State___________________Pincode____

4. Mobile No. __________________________Res. PhoneNo.__________________________

5. Email Address _____________________

6. If hired, on what date can you start working? ___ / ___ / ___

7. Salary desired Rs.________________________________

8. How were you referred to Company?:___________________________

9. Have you ever applied to / worked for Company before? [ ] Y or [ ] NIf yes, please explain (include date): ________________________

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10. Do you have any friends, relatives, or acquaintances working for Company?[ ] Y or [ ] N

If yes, state name & relationship: ________________________________

11. If hired, would you have transportation to/from work? [ ] Y or [ ] N

12. Have you ever been convicted of a criminal offense (felony or misdemeanor)?[ ] Y or [ ] N

If yes, please describe the crime - state nature of the crime(s), when andwhere convicted and disposition of thecase._______________________________________________________

(Note: No applicant will be denied employment solely on the grounds ofconviction of a criminal offense. The date of the offense, the nature of theoffense, including any significant details that affect the description of the event,and the surrounding circumstances and the relevance of the offense to theposition(s) applied for may, however, be considered.)

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13. Educational Information : Start from the highest qualification

University /Institution

Degree/ Diploma Year of Passing % of markssecured

14. Reference (if any)

Company name Name of the person Designation of person

15 Write yours comment on

a. focusing organizing, supporting and developing teammembers____________________

b. Getting things done quickly and efficiently is more important than gettingthem doneperfectly.____________________________________________________________________

INTERVIEW ASSESSMENT FORM

Job title: .. Interview Date: ../../..

Interview Panel: .

CandidatesName

Comments onCandidates

Reject 2nd Proposedcandidate

Offer

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Note: In the event that the selected candidate does not accept an offer ofemployment, please indicate your second selection (if appropriate).

Signature of Deptt. Head: .... Dated: ../../.

To be returned to the Human Resources Department by the Head of the interviewpanel.

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