RECRUITMENT & SELECTION

Recruitment: - Towards the growth of an organization in this competitive business world every
one needs the effective & resultant Manpower. Manpower is the utmost important and therefore
requires sound Recruitment & Selection process
The recruitment process needs passing through various stages. Therefore to fit the right person for
the right job we have to follow following processes.
PROCESS STEPS:
1) Manpower requirement usually arises due to the following factors
a) Replacement due to transfer of Employee.
b) Replacement due to resignation or termination.
c) New function expansion or creation of addition position

2) Manpower Requisition Form MRF

In order to do recruitment in a systematic & desired manner we have to fill up MRF. HODs
analysis the manpower requirement for his own department through the MRF and forward the
same to HR for further action.
a) Details of the Form to be filled by HODs
b) Final approval from Director
c) Forwarding MRF form to HR for further action
d) No vacancy can be processed without approved MRF
e) The recruitment process & searching of CV needs passing through various stages for
which lead-time of 1 month is require.
Sourcing for Hiring:
After receiving MRF from respective HODs for hiring employees, HR representative will work on
sourcing of resumes
Various sources of hiring: f) Job Portals / Sites : Requirement to be posted on Job site and shortlist CV from the
responses.
g) Data Bank
: Short listing of CVs from current CVs available with HR.
h) Employee Reference
: Resume which Employees refer.
i) Advertisement
: Requirement to be posted on National Newspaper for hiring.
j) Consultants
: Critical & bulk requirement to be filled through consultants.
k) Campus Placement : To keep buffer stock we go for Campus Placement.
Screening of CVs:
HR representative screen CVs as per requirement mentioned in MRF and screened CVs send to
respective HODs for further short listing.
Communication to Short-listed Candidates:
Candidates who are short listed from any of the sources are to be informed thru email or telephone
by HR representative. Information about the Interview Call letter has to be sent to concern HODs
& in certain cases Director. For all outstation candidates we have to give lead-time of 10 to 12
days for interview schedule.
Interview Schedule: - For any of the interview we have to follow the process as
l) Intimation to concern panel members about Interview Schedule
m) Reminder of call letter about the confirmation of attending interview.
n) Communication about any changes in Interview schedule has to be intimated to
concern HODs & panel members.

INTERVIEW PANEL
Conducting Interview or Interview Process: Following process has to be maintained for
interview process
o) All the candidates appearing for interview has to fill up Company Application blank
p) Outstation candidates coming for interview has to fill up reimbursement form for To &
Fro reimbursement.
q) Technical Interview of candidates by interview panel & filling up of Interview
evaluation sheet by panel members.
r) Panel has to put his remarks in interview evaluation sheet for final comments for
selection & pending.
s) If selected all the details about candidates designation, section & salary has to be
mentioned in evaluation sheet.
Terms & Condition for finalization of candidate:
t) Preliminary discussion between HR representative & candidate for his salary and
other details.
u) Salary negotiation with candidate by HR representative.
v) Discussing all the terms & conditions with candidates at the time of issuing Offer
Letter to candidate.
w) Tentative joining to be confirmed from candidate & same has to be informed to
respective HODs.
x) All the Offer Letter issued to candidates has to be signed by Head of HR Dept. in
absence of CEO.
Joining Formalities: Following formalities are required to be filled up at the time of
Joining
y) Introduction mails to all HODs incase of managers and above.
z) Issuing of Appointment letter duly signed by Director with in 2 to 3 days after
receiving all the documents fro m candidate.
aa)Information about candidates joining has to be intimated to Guest House in-charge for
staying purpose for initial period of 10 days.
bb)
HR representative will prepare personal file & employee code of new joine &
same has to be issued to new joinee along with I-Card.
INTRODUCTION & ORIENTATION
HR representative designs formal induction program and copy of induction has to be send to
concern HODs .A copy of Induction manual to be provided to all new joinee along with
information about company policies. A formal training training about SAP will be organized by
HR.
CONFIRMATION:
cc) All the employees will be on probation period of 6month from the date of joining,
which is extendable for further period of 6 months.
dd)
MRF-Merit Rating Form to be issued to concern HODs by HR representative
for final rating against his KPAs &his personal attributes.
ee)After receiving MRF from respective HODs it go to head HR for reviewing of ratings
received from respective HODs.
ff) After receiving final MRF HR representative will forward confirmation letter to CEO
for approval.