Recruitment & Selection Process

PTCL-Etisalat
Assignment # 3
Naila Ansari 15445

Recruitment Process
Vacancy is informed

Project
Manager

General
Manager

Managing
Director

If budget is
available,
Approved

Requisition is
Raised

HR Manager

Recruitment
Manager

If budget is not
available, End
of process

Recruitment Activities
HR Services will provide advice, guidance and support to recruiting managers so that:
a)

Job descriptions, person specifications and recruitment advertisements are drafted in

such a way as to make clear the requirements of job vacancies.

b)

If the job is new, or the duties of the job have changed significantly over time, it may
be necessary for the job grading to be reviewed; the outcome may impact on the
budget required.

c)

Recruiting managers are advised to discuss their recruitment plans with HR Services
so that the appropriate level of guidance and support can be provided to ensure that
the process runs smoothly. Consideration needs to be given at this stage to the
shape and content of the recruitment activity appropriate to the vacancy.

d)

If selection tools other than an interview are planned, these should be directly
related to the requirements of the job, should be carefully selected, professionally
designed and properly applied to ensure that there is no bias in the selection
process.

HR Manager
Ensure that advert, job description and person specification are
drafted in such a way as to make clear the requirements of job
vacancies
Ensure that the format of the recruitment documents is consistent
with our employer branding
Ensure any changes to the
recruitment documents are
discussed and agreed with the
relevant recruiting manager
Provide assistance and advice, when required, with the preparation
of recruitment documents

Recruitment Manager
Consider the shape and content of the recruitment activities and build
in sufficient time in your recruitment and selection action planning
Provide HR Services with relevant vacancy details including budget
code, whether the post is new or replacement, full or part time
location etc.
Ensure that if the job is new, or the duties have changed
significantly the job description has been graded by your HR Manager
before it is forwarded
to the Recruitment team
Submit the recruitment documents to HR Services within deadline

Recruitment Channel
Recruitment
Channel

Internal
Recruitment

Inform HR any
unsuccessful internal
candidates and
provide feedback

Inform HR any
successful internal
candidates and
provide feedback

External
Recruitment

Media
advertisement

Employee
Referrals

Placement
Agencies

Educational Institute
(Management
Trainee)

Initial Screening
Screening

Internal
Source

Efficiency

Work
Experience

External
Source

Skills &
Attributes

No. of checks
are
processed

External Source-Screening
Review of application bank
Resume Review against Job specification
Checking References
Background Checks
Telephone Interview & Short listing of
candidate

Short-Listing

HR Manager
Ensure the approved vacancy is
advertised on website within two days
of approval and in other media within
advertising agency copy deadline
Email interview invitations to
shortlisted candidates and notify
external rejected candidates

Recruitment Manager
Ensure that short-listing and interview
dates and panels are arranged well in
advance and in line with guidelines
Notify internal applicants who are
not shortlisted and provide them with
feedback

Selection Process

Interview

Candidates will have been asked to bring with them to the interview their original
qualification certificates plus a copy, which must be verified against the originals and
forwarded to HR Services.

The purpose of collecting the above documents on the interview day is to ensure that
any offer of employment may be expedited. If the documents are not collected or are
not available, HR Services will need to make alternative arrangements, which may delay
any formal offer being made.

Structured Interviews are those which are preplanned and predefined in

order to check the skills, abilities, knowledge, behavior, and required potential of the
candidates.

Unstructured Interviews are those which are not predefined and

preplanned but they are based on conditions and possibilities.

Selection Activities

HR Manager
Send the conditional offer and request references
and medical clearance for the successful candidate
within 3 working days of receipt of the
recruitment documents
Notify unsuccessful external candidates within
5 working days of receipt of the recruitment
documents

Recruitment Manager
Ensure that copies of the relevant eligibility to
work documents and qualification certificates are
taken and verified at interview stage
Notify internal applicants who are not
successful at interview and provide them with
feedback
Ensure the successful candidate does not start
work prior to satisfactory completion of pre
employment requirements

Formal Employment Letter

When all pre-employment conditions have been met, HR Services will email the
recruiting manager confirming that this is the case and will forward copies of the
references to them to determine that they are satisfactory.

It is the recruiting managers responsibility to confirm by a reply email to HR Services

whether references received are satisfactory and whether a formal offer of
employment should be made.

The recruiting manager will then agree a start date with the candidate and
arrangements for the first day of work and then forward these details to HR Services
by e-mail.

Once HR Services have been notified by the recruiting manager that a formal offer of
employment can be made, paperwork will be sent to the candidate within 3 working
days.

RECRUITMENT HELP DESK

RHD is a one-window service point for all the initial needs of

the new staff member and would provide the new employee
with a Complete Starter Pack(ID card, Medical Book,
Laptop/desktop arrangements, Cell phones and other
facilities according to entitlement) on the date of
joining
It is the responsibility of the Recruitment Help Desk in charge
to submit the documents received and the forms filled to the
respective departments for further processing.

RHD forms are sent to following departments

Recruitment
(Personal file)
Concerned
Department

MIS

IT

Payroll

Recruitment
Help Desk
Security &
Coordination

Administration

Staff welfare
Branch/ Health
center

IT helpdesk
Maintenance

Processes undertaken by RHD

RHD Bank Account Opening
Bank Account form : Initially the candidate is provided with the Bank Account form
and panel Banks List
Bank Referral letter: The candidate selects the Bank and is given a Bank Referral
letter being addressed to the Manager of the bank.
Salary imbursement : After that the candidate open an account in the respective
Bank and informs the RHD , which then sends the account details to the Manager
Payroll for Salary imbursement
Existing Account: Incase if the candidate already has an account in the Panel Banks
on the panel, then he just has to provide the Account number
Generating E-Mail ID: After receiving the Joining Report from the candidate, a
request is sent to the IT Administrator for the generation of E-Mail ID and Password.
Generating Employee Number
Mgt Staff & Non-Mgt Staff: Joining Report, Personnel information & bank Account
letter is received by RHD. or Non-Management staff request is forwarded to GM HR
& A and for Management Staff to the OD Department

Employee Number: From their onwards candidates get their position Numbers and
are entered in SAP and eventually get their Employee Number.

FSTC Installation: First FSTC forms are given to the Employees and after
getting them filled RHD verifies them ensures quality and sends it to the CE
Operations.

CE issues a Sanction Memo to Regional GM who sends request to the concerned

exchange.

The exchange sends technicians for the FSTC Installation

Employee ID Card

Temporary card : Filled forms are submitted to the RHD with requisites , who
verifies them and issues a Temporary Card to the Employee

These filled forms are then sent to the Dir Security who prepares the ID Card
and sends it to the RHD.

Orientation
Daily
Routine

Company
organization
& Process
Safety
Measure &
Regulation

Personnel
Policy

Employee
benefit
information

Orientation
Process

Facility

Recommendation

The Human Resources should take less time in recruitment and training the staff.

Refreshing courses should be adequate and more frequent during the year.

During the training by Human Resource Department the ethical values should be
more emphasized.

Former employees have perfect knowledge of the job, they can recruit people who
have been retired from same field

They can recruit through write-ins and talk-ins, it will help to get right person to right
job and its cost saving

Any type of favoritism should be abandoned in recruitment and selection process

whether the candidates reference is managerial level or high or not.