This Presentation is about the recruitment and selection policy of an event organizing company named Band | Birthday | Baraat.

1. BAND | BIRTHDAY
|BARAATHappy People Managing Your Events
RECRUITMENT AND SELECTION POLICY
AUTHOR : HASSAN SHAHZAD

2. INTRODUCTION
Located in Rawalpindi, with sub-offices in
the heart of our customers, BAND |
BIRTHDAY | BARAAT is an academy that is
motivated in coaching the community how
to celebrate any event, be it a Wedding
ceremony, a Birthday party, a Music concert
or any other entertainment event.
We understand the value of your events
from all dimensions of entertainment,
presentation, hospitality, facilitations, and
long lasting memory making sentiments

3. 2. ORGANIZATION’S FAMILY
STRUCTURE: MANAGING
DIRECTOR
PROGRAM
DIRECTOR
MANAGER HR
AND ADMIN
ASSISTANT
MANAGER HR
CLEANERS
SECURITY
GUARDS AND
BOUNCERS
PROJECT
MANAGER
BIRTHDAYS
ASSISTANT
MANAGER
SUB
CONTRACTORS
PROJECT
MANAGER
ASSISTANT
MANAGER
SUB
CONTRACTORS
MANAGER SALES
AND MARKETING
ASSISTANT
MANAGER
MARKETING
MANAGER
FINANCE

4. PURPOSE OF THE RECRUITMENT AND
SELECTION POLICY
This recruiting policy defines the
framework of rules, regulations and
procedures for all kinds of recruitments
and selections for the company to provide
standardization in our processes.

5. SCOPE OF THE RECRUITMENT AND
SELECTION POLICY
a) All the job openings will be filled by
potential candidates as laid down in this
policy.
b) This policy relates to employment of all
staff and volunteers other than the CEO

6. NEED & APPROVAL OF
RECRUITMENT
•requisition on the
basis of need
identification
Sectional Heads
•Strategic Goals of
company and Budget
available from
Manager Finance
Manager HRA
•Final approving
authority
•Arranges expenses for
recruitment
Managing
Director

7. ADVERTISING THE VACANCIES
Before publicizing the vacancy, the Manager HR and Admin will
seek permission from Manager Finance. Final approval shall be
given only by Managing Director.
Internal emails
Notice boards
whatsapp
groups
‘The Daily News’ and ‘Roznama
Jang’
Company Website
LinkedIN
Employees References
The advertisement
shall never include
any content, direct
or indirect, that may
imply
discriminations
based on gender,
cast, Institute, race
or social-economic
class for any post.
For all
advertisemen
ts, at-least
02 weeks
shall be given
to candidates
to apply for
the job

8. ADVERTISEMENT
a) The advertisement shall never include
any content, direct or indirect, that may
imply discriminations based on gender,
cast, Institute, race or social-economic
class for any post.
b) For all advertisements, at-least 02
weeks shall be given to candidates to
apply for the job.

9. EMPLOYMENT ESSENTIALS
Post/Designatio
n
Age
Requiremen
ts
Qualification Experienc
e
Contract
type
Interviewin
g Authority
Program
Director
Max 45 Yrs MPA/MBA 8 years Long
Term
MD
Manager HR &
Admin
Max 40 Yrs MBA (HR) 5 years Long
Term
MD
Manager
Finance
Max 40 Yrs MBA (FINANCE) 5 YRS Long
Term
MD

10. EMPLOYMENT ESSENTIALS
Post/Designation Age Qualification Experience Contract Interviewing
Authority
Assistant Manager
Marketing
Max 30 Yrs MBA / BBA in related
field
2 Yrs for MBA
4 Yrs for BBA
Long Term Manager HR &
Manager
Marketing
Assistant Manager
Projects
Max 30 Yrs
MBA / BBA in
related field 2 Yrs for MBA
4 Yrs for BBA
Short Term Manager HR &
Project Manager
Assistant Manager HR Max 30 Yrs
MBA / BBA in related
field 2 Yrs for MBA
4 Yrs for BBA
Long Term Manager HR
Security
Guards/Bouncers
Min 20
Max 40
Middle Pass 2 Yrs Long Term Manager HR/
AM HR
Cleaners Min 20 Max None 1 Yr prefered Long Term AM HR

11. AGE AND ACADEMIC
QUALIFICATION
a) Minimum age under this policy is
eighteen years of all the employees with
any type of employment contract not
mentioned in above mentioned table.
b) All educational degrees at bachelor or
Master level must be HEC recognized.

12. RECRUITMENT AND SELECTION
COSTS
Managing Director will be responsible for
arranging all expenses that will be
required for recruitment purposes
including, but not limited to job analysis,
advertising, interviewing, 3rd party
outsourcing, training and development.

13. SELECTION PROCESS
• Assistant
manager HR or
Manager HR
• Call for
interview
• information
about the time,
date and place
,documents
• Interview
within 10
working days
of call
• records
verification by
Shortlisting
• Manager HR will
always be the
part of
interviewing
panel
• For Manager
Level Selection,
Managing
Director shall be
a must part of
Interviews •No
justificatio
n will be
provided
to
unsuccess
ful
candidate
s
Post Interview
Decision
• The Manager (HR)
shall issue letters
of appointment
after approval
from managing
director
• joining the
position within 15
working days
• Extension up to
30 days to obtain
NOC from
Appointment

14. PROBATION TENURE
All appointments, internal or external
shall require a probation period of at least
6 months.

15. REVOKING
a) The management reserve the right to
revoke any employee or candidate selected
any time during their job without giving the
detail reasons.
b) The Managing director will be the revoking
authority for all posts.
c) Manager HR and Admin shall perform all
such communications.

16. REVISIONS TO POLICY
a) Policy can only be revised when the
Objectives of the organizations are
revised, Government laws are changed,
Strategic Factor Markets changes or the
Managing Director wants some changes in
the policy.
b) Managing director will be the authority
to revise the manual.

17. SUGGESTIONS AND
QUESTIONS