:lol: :lol: :lol: :lol: :lol:
Recruitment Policy & Process
I. Objective:
· To streamline the Recruitment process,
· To ensure that we always hire the RIGHT people at RIGHT role at RIGHT time, and
· Also to thrive a strong Employer Branding to attract the best talents available in the Industry
II. Scope: Covers all the vacant positions across the functions, levels & hierarchy.
To enable HR to initiate the hiring process at any point of time during the year, the respective HOD /
functional / Regional heads need to follow the below-mentioned steps –
· Fill-up a ‘ Manpower Requisition Form (MRF) ’ (Refer Annexure I)
· Get the MRF approved by the concerned approving authorities (as per the Recruitment Approval
matrix shown below), and
· Forward the approved MRF to HR
III. Recruitment Quality Norm:
In today’s knowledge driven business scenario, People are perceived as the most valuable assets of an
organization and the optimum utilization of the skill, knowledge, attitude, they posses, are directly
instrumental to the growth of any organization.
Therefore, while recruiting a candidate for any role, position, level, function, it should always be ensured
that there is no compromise in the quality of people, we hire.
Besides checking the presence of role -specific key competencies & the behavioral attributes required to
perform a job, few basic eligibility criteria should be considered, even before a candidate is called for the
Initial rounds of Interviews -
· Academic Qualification: Minimum Graduate (Recognized university) for all positions in CS–1 to
CS–7, and there should not be any unjustified gaps in education.
· Psychometric / General Intelligence test: All the short-listed candidates should be run through a
Psychometric / General Intelligence test and candidates qualifying this test, would be eligible for
the next rounds of tests / interviews.
· Reference check: Reference check is MUST for all recruitments across the country and HR should
always ensure that Reference check is done before extending the offer to a selected candidate.
a. Candidates selected after rounds of tests/Interviews would be asked to provide the names &
contact details of at least 3 persons as his/her Professional References, and
b. HR would contact these references and the comments & remarks of the referees would be
documented and preserved for future records.
c. HR in some of the critical cases may also carry out an Independent Reference Check through
the respective Placement consultants (who had sourced the CV of the concerned candidate),
who would check with atleast 2 referees (one each from 2 different organizations) whom the
concerned candidate had worked with in the past.
IV. Recruitment Approval Matrix: Any Recruitment across the organization, at any level / function has
to be approved by the concerned authorities as specified in the matrix below –
From India, Coimbatore
733Recruitment Policy & Process
I. Objective:
· To streamline the Recruitment process,
· To ensure that we always hire the RIGHT people at RIGHT role at RIGHT time, and
· Also to thrive a strong Employer Branding to attract the best talents available in the Industry
II. Scope: Covers all the vacant positions across the functions, levels & hierarchy.
To enable HR to initiate the hiring process at any point of time during the year, the respective HOD /
functional / Regional heads need to follow the below-mentioned steps –
· Fill-up a ‘ Manpower Requisition Form (MRF) ’ (Refer Annexure I)
· Get the MRF approved by the concerned approving authorities (as per the Recruitment Approval
matrix shown below), and
· Forward the approved MRF to HR
III. Recruitment Quality Norm:
In today’s knowledge driven business scenario, People are perceived as the most valuable assets of an
organization and the optimum utilization of the skill, knowledge, attitude, they posses, are directly
instrumental to the growth of any organization.
Therefore, while recruiting a candidate for any role, position, level, function, it should always be ensured
that there is no compromise in the quality of people, we hire.
Besides checking the presence of role -specific key competencies & the behavioral attributes required to
perform a job, few basic eligibility criteria should be considered, even before a candidate is called for the
Initial rounds of Interviews -
· Academic Qualification: Minimum Graduate (Recognized university) for all positions in CS–1 to
CS–7, and there should not be any unjustified gaps in education.
· Psychometric / General Intelligence test: All the short-listed candidates should be run through a
Psychometric / General Intelligence test and candidates qualifying this test, would be eligible for
the next rounds of tests / interviews.
· Reference check: Reference check is MUST for all recruitments across the country and HR should
always ensure that Reference check is done before extending the offer to a selected candidate.
a. Candidates selected after rounds of tests/Interviews would be asked to provide the names &
contact details of at least 3 persons as his/her Professional References, and
b. HR would contact these references and the comments & remarks of the referees would be
documented and preserved for future records.
c. HR in some of the critical cases may also carry out an Independent Reference Check through
the respective Placement consultants (who had sourced the CV of the concerned candidate),
who would check with atleast 2 referees (one each from 2 different organizations) whom the
concerned candidate had worked with in the past.
IV. Recruitment Approval Matrix: Any Recruitment across the organization, at any level / function has
to be approved by the concerned authorities as specified in the matrix below –
From India, Coimbatore
Thanks for ur valuable information....i would like to know that if my company is running independently(like no other clients ) the team leader or manager need to add some more employee for increasing the business so in this case what should be the approval procedure .
Regards
Khushbu
From India, Delhi
Regards
Khushbu
From India, Delhi
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2-RECRUITMENT PROCESS-2.doc