This document outlines the recruitment and selection process for a company and its associates across India. It describes the steps from manpower requisition through exit interview. Key aspects include manpower requirements being approved by department heads and management. Candidates are sourced internally and externally, resumes are shortlisted, interviews are conducted, selections are made after reference and background checks, and new hires go through a probation period. An exit interview process is also described which includes handing over work, settling financials, and closing employee files upon an individual leaving the company.

1. Recruitment and Selection Process

2. Introduction
• Purpose: This procedure describes the steps followed for conducting recruitment
activities.
• Scope: This procedure covers the recruitment activities for company & its Associates
across India.
• Responsibility: HR head is responsible for the activities described in this procedure.

3. Manpower Requisition

4. Manpower Requisition
• Manpower Requisition:-
Request for filling up a vacancy is received from department head.
– Quarterly Manpower assessment by the management.
– Manpower Requirement Form.
– Approval for the requirement by HOD and Management.
– Attributes of the candidates for the requirements.

5. Sourcing Candidate
Sourcing Candidate
• Sourcing of resumes/ profiles/ bio-data of prospective candidates are received
through various sources:
By internal search
• Referral from existing employee – Bring a Buddy Incentive Scheme (BAB)
• Listing of existing employees identified as surplus by various departments, or
applications received from existing employees
• Through Internal Transfer or Amongst Trainees
By external Search
• Through head hunting.
• Bio-Data Bank of candidates applied earlier
• Profiles received via mails / website
• Walk in Interviews
• Through Recruitment Consultant/ placement agencies.
• Through Job sites/ portals
• Advertisements in news paper

6. Short Listing of the Resumes
Short-listing of the Resumes
• Based on the Telephonic Interview / Competency Matrix to match with the job position
resumes are shortlisted:-
– Total Work Experience – Industry and work profile
– Skills Set / Expertise
– Education qualifications
– Present and Expected Salary
– Present and Preferred Location Preference

7. Interview Call
Interview Call:-
• The candidates whose qualifications, experience, skills etc. match with the
requirement are called for interview as per directions of HR In-charge, with all the
required documents.
• On mobile or phone
• By e-Mail
• By call letter

8. Interview Formalities
• Personal form fill up
• Written Test
• HR Interview
• Technical Interview

9. Selection Process
• Reference check will be done to verify candidates’ integrity, experience, efficiency
and background. It is ensured that all check points in the Recruitment Check List,
except the one relating to induction are filled in.
• Offer Letter to be issued to the selected candidates as per instructions from
concerned Department Head and Partner, and with approval signature of Director HR.
• Probation Period for fresher 6 month and experience 3 month.
• Appointment Letter after completing the probation period based on candidates
performance employee will get appointment letter.

10. Recruitment Monitoring
• The Company seeks to recruit employees on the basis of their ability and the
requirements of the post.
• The Company wants to ensure that no applicant receives less favourable treatment
than another on the grounds of disability, gender, race, religion or belief, age, sexual
orientation, marital status, parental status, caring responsibilities or hours of work.
• In order to meet this commitment, all candidates are asked to complete a recruitment
monitoring form enclosed with the application form. All completed monitoring forms
will be treated as confidential. The form will be separated from the application form on
receipt and those involved in the selection process will not have access to it. The
information given by candidates will be solely used for the purpose of monitoring the
recruitment process.

11. Exit Interview
Exit Interview Formalities
• Handing Over process, duly approved by:-
• HOD – for the Handing over process/ Documents – Handing Over Details
• IT team – for data/ hardware and other accessories’ etc.
• HR Department – for Leave adjustment, Calculation for Full and Final Settlement.
• Accounts Department – for verification of any outstanding due and settlement of the amount
for Full and Final Settlement
• Exit Interview Form
• Issuance of Letters
• No dues Certificate/ Full and final letter
• Reliving letter
• Deceleration by the Employee for no Claim
• Separated Employee File:
• Closing of the Personal Data File
• All Documents with the Exit formalities’
• Cancellation of leave card of employee
• Blocking of Login ID

12. Thank You