Recruitment Policy

Purpose:

The aim of recruitment is to attract and acquire potential employees who have the relevant skills, qualifications and experience to make a positive, innovative contribution towards the growth of the organization. 

Scope: 

This policy covers

·         all Stations

·         all Departments and Divisions

Procedures: 

·         Manpower requisition shall be sent by all concerned Department / Station along with the Job Description for the vacant position which justifies the requirement. 

·         HR Department (coordinator) should check with approved Manpower budget.

·         HR Departments initiates candidate sourcing as below: 

ü  Internal Search: The HR Department will initiate the search from the database available of the existing employees.

ü  Employee Referrals: All available vacancies as per the employee referral policy will be posted through intranet and company website. Referred candidates can be used as a data pool by the HR Department. 

ü  Job portals / Company website: These are source for recruitment where vacancies prevailing in the organization are filled through job portals / company website. 

ü  Consultants: Source the candidates from the consultants contracted with. 

ü  Educational Institutions: Liaise with Educational Departments for potential talents

·         HR Department (Coordinator) is responsible for screening and short listing of candidates. Final short listing of candidates is done in consensus with HR Department and concerned Department  

·         HR Department (Coordinator) shall organize personal interview with Department/  Head - HR, and MD as the case may be: 

ü  All positions in Station Manager and above shall be approved for appointment by the Board of Management. 

ü  All positions from Asst Manager to Sr. Manager shall be approved and appointed by Country Head/Functional Head.

ü  Other positions Sr. Executives and below can be approved and appointed by Department Heads / Station Head.

·          HR Department will use Curriculum Vitae, web based Questionnaire and candidate evaluation  as assessment tools for selecting the candidates

·         Salary negotiation, working agreement and Terms and conditions for the selected candidates is done by the HR department (coordinator). 

·         Reference check is done by HR Department (Coordinator). 

·         Offer letter  is given to the candidate (Station Manager and above) subject to the condition that the candidate should go through Medical check-up the list of test to be done will be given by HR and cost will be reimbursed upon joining. 

·         Appointment letter is released to the selected candidate by Board of Management or Head - HR or Country manager based on the levels. 

·         Once the date of joining is confirmed with the candidate, the same is intimated to the concerned Department Head. The Approval Matrix is as listed below;