XYZ needs to recruit the right people in the right positions at the right

times in order to achieve its objectives. The quality of the people

employed determines the success of the Company. It is crucial for the
Company to establish effective ways to attract and maintain competent
and motivated Human resources. XYZ will identify high quality candidates
and select those individuals who best match the Position Profile who fit
with their core values, with potential for future development.

They value people with attitude to take on challenges and who take
initiative for their own development. They stress the importance of
teamwork. Continuous learning, accountability and sharing knowledge
between colleagues are some of the XYZ values. They are committed to
the development of the people and support their personal development.

Recruitment function
HR will assist with the co-ordination and management of all recruitment
activities. Recruitment is a joint activity undertaken by representatives of
the line managers and HR.

Authorisation of recruitment or replacement of staff in existing

Positions
Each time an existing position is vacated, the need to replace the
jobholder is reviewed taking into account possibilities of re-distribution of
the work and process improvement. Should the need to replace exist,
having considered all alternatives, the Head of the Department will
authorise the replacement and request Human Resources Department to
start the recruitment process. This is followed by staff requisition form
with the approval of the Head of the Department.

Advertisement writing
The hiring manager has to create the Job description and to draft the text.
The CEO jointly creates the final layout of the external advertisement of
the position with the help of the designing team. Once the final layout is
created it will be posted on company website. The HR liase with Genesis
i.e. Top Jobs career site publish the advertisement which is mentioned to
connect with the careers page of the company website.

Recruitment procedure
• Updating the applicant database
• Remove of repeated applicants
• Short listing candidates according to the staff requisition.
• The selection process

Recruited Individuals

Review of Applicants
&
Resumes

Interviews

Selection Test

Employment
Interviews

Selection
Discussions

Employed Individual

Calling for the interview the test

The HR Department will inform the candidates for the selection test & the
interview for the candidates who were shortlisted over the telephone or
via email.

Content of the Interview

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In order to standardise and measure the skills, knowledge and experience
in the industry of the applicants they will be given a skill test and an
Analytical test of one hour each. These are set with questions taken
from standard books and some questions are downloaded from the
Internet to maintain the standards of the company requirements. In
order to be selected for the first round of interviews a person must get
minimum of 40% for each paper.
The interviewers are given new recruits interview form in order for the
comments to be recorded the candidate’s attitudinal fit, capability match
and motivational fit to the position.

The principal objectives of the selection interview

1. To obtain required amount of relevant information about and from the
candidates relating to his ‘can do’ and ‘will do’ factors ad fill in gaps in
his application form.
2. To analyse this information so that we can make selection decision.
3. To help the applicant to make up his mind about the company by
giving him sufficient and relevant information upon which he will be
able to make his selection decision.

Employment offer
When hiring Manager and HR upon the acceptability of an applicant, it is
the responsibility of the Human Resources Department to offer the job to
that person.
The following documents should be included in the offering
1. Letter of Offer which identifies the position, starting date and
salary for the position.
2. Letter of appointment/ Contract
3. Proprietary and non competitor agreement
4. Grading list
5. Job description - This is given at commencement of the employee
to verify them with the main duties and responsibilities of the
position he holds.

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Placement & induction function
XYZ undergoes a method of welcoming new recruits and giving them a
‘survival kit’ of information to help them get settled quickly and
contentedly. XYZ believes in that first impressions are often the most
lasting impressions as the first few days are critical if properly dealt with
can create the right relationship that contributes to employees staying
with an employer.
Once the letter of appointment is issued to the successful candidate the
first step is to arrange that when the employee arrives all documentation
procedures are smooth.

Induction
The announcement section of intranet system initially does the
introducing of the new employee to the existing team. Since the XYZ
believes that the induction of a new employee is important, the HR and
the Management get together to conduct a special induction programme
for staff to settle down and become functional. In this way an induction
checklist is given to the new staff for filling up.

Orientation
Accountability for orientation lies with the immediate manager of the new
employee. The manager should;
• Identify the information and resources the employee needs to
have. In order to fulfil this staff is given an employee information
sheet to see that everything is in order.
• Incorporate a training plan so that the employee can
competently perform their role.

Resignation
When the employee is leaving the company we do a debriefing called exit
interview form to find out how the company had treated him and how he

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saw the company. Through this the Management HR finds out the
mistakes and short comings XYZ.

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