2. 1
Chapter Two: EMPLOYING PROCEDURES
INDEX
Chapter One: BEHIND THE COMPANY
AMIANTIT Group of
Companies…………………………………………..………. 2
Vision, Values &
Mission…………………………………………………………………. 3
AMIANTIT HR Department
Structure…………………….……………………... 4
Employing Saudi
Candidates……………………………………….…………………….5
Employing Non-Saudi
Candidates……………………………………………………..11
Forms and
References…………………………………………..……………………
……17
3. 2
Introduction – AMIANTIT
In 1968theSaudi AMIANTIT companywasfounded in Dammamin the
Kingdom of SaudiArabia,currentlyin thisperiod thecompanyownsmore
than 34factories - mostof areownedby Amiantit orbyjoint-stock
companies- thatarestationed in 16countriesaround theworld.
Thirtyoneof thesefactoriesmanufactures differentsetsof tubing
products, whiletherestsproducesrubberproducts, fiberglass,thermal
and acoustic insulation, notto mentionfiberglassbasedreinforcedplastic,
corrosiveresistantlining materialand poly-etherenfortubes, storage
tanks, floorsand insulation purposes.
TheAMIANTIT’stechnicalsection thatisderived from 11 technical
companiesmade itworldleaderin pipetechnology.
4. 3
Thecompany’ssaleofficesnetworkmakesitspipelinesystems,
technologiesand servicesaccessibleto ourcustomersin 70countries
worldwide.
AMIANTIT’slisted on theSaudistockmarket,itssalesin 2004 exceeded
800 million Riyals and1 billion Dollars,its stockequity reached 1 billion
Dollarsand 155 million Riyals.
Vision. Values. & Mission
Vision To havethebest employees.
Values
Trust, Perseverance, Cooperation
Mission
Hiring the bestemployees inour financial, technical,
productive administrations and others.
5. 4
AMIANTIT HR Department Structure
Human Resources
09
()
Employee Relations
Government Relations
Recruitment &
Development
Services
Security
6. 5
Employing Saudi Candidates
Theultimategoal fortheemployment department isto attractthebest
employeesforAMIANTIT’sfacilities and maximizeourpriorityto hire
competent Saudicitizens, to thisendwefollowtheseprocedures:-
1) In orderto begin theemploymentproceduresto recruitpersonal
whosenationalityis Saudi,an employmentrequisitiondocument (#1)
mustbereceivedfrom a Requester.
2) Theemploymentrequisitiondocument needsto include:-
Department/Section
ManagementPosition
Nationality
Basic Salary
Job Grade
Gender
Position No. and whether is to replacean employee or to hire one
for a new position
Theseinformationmustbe filledbyauthorizedpersonal.
3) RecruitmentManagerwillassigna newpositionto oneof the
RecruitmentStaff.
4) TheassignedRecruiterstarts thesearch forcandidates via looking
into sources (i.e. Websitessuchas bayt.comand unemployment forums),
afterwardsthe Recruiter willmakea short namelistof the
candidatesand includetheir C.V’sandsend itto theRecruitment
Managerfor evaluation.
5) The RecruitmentManager willevaluatetheC.V’sand approve/
disapproveof all, someor noneof thecandidates.
7. 6
6) If hereisan approval theRecruitmentCoordinator willstartthe
interviewarrangements. Note: Whether an approval or disapproval status
was given by the Recruitment Manager, he will send an e-mail confirmation to
the Recruitment Coordinator for a list status update.
7) TheRecruitmentCoordinatorwillupdatetheSharePointdatabase.
Interview Arrangements and Results
(1) TheRecruitmentCoordinatorwill startcontactingthecandidates
and theRequesterand informthem thedate,timeand locationof
the interview.(This is based on the table below)
(2) Thesecurity needsto beinformed aboutanyvisiting candidatesby
e-mailto allowthementrance. Note: at this point it’sexpected of the
candidates toarrive ontime.
(3) Duringtheinterview,a RecruitmentRepresentativewillneed to be
present.
(4) An interviewevaluationform(#2)
willbefilled in by the Requester
and sent to theRecruitmentDepartment.
(5)If theCandidatewasaccepted.TheRecruitmentCoordinator will
startpreparing an employmentsalaryofferform(#3)
forthe
Candidate,if not, a newpatch of C.V’swillbesentto theRequester.
Job Offer
S.No Candidate
Name
Mobile No. Date Day TIME Remark
1
2
3
8. 7
(1) The RecruitmentCoordinatorwillneed to requestfromthe
candidatethefollowing:-
Certifications
Scientific expertise
If the candidate’ssingle, an ID photo (AhwalCard)
If the candidate’smarried, a picture from a family card
Any Photosand/or certifications from training courses,
IBAN bank card
4 personalphotos
(2) The RecruitmentCoordinatorwillneed to prepare thenecessary
documents(#3)(#4)
forthecandidate.
(3) The information thatthe RecruitmentCoordinatorneedsto print
outbased on thedocument,asfollowsare:-
Name of the Candidate
Nationality
Job Title
BU/ORG*
Department
Cost Center
MaritalStatus
Grade**
Basic Salary
Transportation Allowance
Housing Allowance
*BU stands for Business Unit and ORG stands for organization
**The basicsalary will be specified based on the job grade and the candidates past
experience and qualification.
9. 8
(4) The RecruitmentCoordinatorwillneed to printthefinished
documentto havethefollowingpersonal’sconfirmation
date/signatures:-
The Recruitment & Development Manager.
The CorporateHRManager.
The BU/SBU Head.
SupportServicesDirector
CEO
*You must get the Recruitment & Development Manager, HR Manager, BU/SBU Head
BEFORE letting the Support Services Director and MD&CEO approval
(5) The RecruitmentCoordinatorwillneed to acquire thecandidate
signaturein theformof acceptance(#4)
,it mustbeincluded atthe
backof thedocument(#3)
*If the candidate refused to sign the form then it will be put under the rejected salary
folder.
(6) If thecandidatewrotedownhisnameand signaturethen the
RecruitmentCoordinator wouldproceedwith the Pre-Employment
Medical Statusarrangements.
Pre-Employment Medical Status
10. 9
1) TheRecruitmentCoordinatormust requestfromtheCandidatea
filled-inpre-employmentmedical fitnessassuranceform (#5)
, the
RecruitmentCoordinator willneed to assistthecandidate in guiding
him thelocationof AMIANTIT’s medicalclinic.
2) Therearetwo typesof theexpectedresults:-
o If theresultsarenegative, the RecruitmentCoordinatorwillneed
to informthecandidatethathecan’tworkin thecompanydue
to hismedicalcondition.
o If theresults arepositive,theRecruitmentCoordinatorwillwork
with thecandidatethedateof workandrequesthisresignationif
he wasstill an employeethatworksin another company, after
thatan employee contractwillbemadefor himbythe
Recruitment& DevelopmentDepartment.
Preparing an Employment Contract
11. 10
1) Beforepreparing thecontractfortheemployeeand having the
Recruitment& DevelopmentManagersignatureon thecontract,the
RecruitmentCoordinator mustmakesurewhetherand if thecandidate
was registered in theHuman ResourcesFundor not.
o If thecandidatewasregistered theRecruitmentCoordinator
mustassigna companycontract forhim.
o If thecandidatewasn’tregistered theRecruitmentCoordinator
mustassigna Human ResourcesFundcontractfor him.
2) TheRecruitmentCoordinatorwillprinttwohardcopies of the
contractandgivea copyto thecandidateandtheother oneto include
in hisfile.
3) Organizingthefilefortheemployeeand after thatitmustbesentto
a PersonalAffairs representative(------- before3 workingdays------)to
complete thefollowingemploymentprocedures:
EmployeeNumber
Job Title
Insurance
Employing Non-Saudi Candidates
12. 11
1
1
1
1
2
2
2
Therearetwo mainarrangementsforrecruiting personal from
overseas:-
New Visa Arrangement New E-wakala
Arrangement
Issuing New Visa
1) TheRecruitermustissuea newvisa for thecandidate, however
there are stepsthatthe RecruitmentCoordinatorwouldneedto do:-
A) Gettheapprovalfrom theRecruitmentManager to issuea newvisa
based on therequirement.
B) Send therequestto GovernmentRelationsCoordinatorandEmployees
RelationsManager(using e-mail message,CCtheERM).
C) Oncethevisa isissued, a GovernmentRelationsCoordinator willsenda
visa copy.
Issuing New E-wakala
1) OncetheRecruitergetthevisa copyfrom a GovernmentRelations
Coordinator,hewillhaveto issuean e-wakalato authorizeany
agencyto processthevisa.
2) TheRecruiterwillgettheagencydetails (e-wakala details) If the
RecruitmentandDevelopmentdepartment havea contract with any
agentin anycountry,wewillgo withthatagentbutif itdoesn’t have
a contractwith any agentin a specific country(i.e. Egypt), thenthe
Recruiterwill askthecandidateto lookforan agencynearbyhim or
suggesthiman agency.
3) OncetheRecruitergetthee-wakaladetails,hewillsend a mailto a
Coordinatorwho worksfortheagency and copythatinformation to
the RecruitmentManager.
13. 12
4) (Newe-wakala table(#6)
isan exampleforhowto issuenewe-
wakala,thefollowing detailsthatareshown atthetopcolumnare
required).
5) The above required details (Visa No, Sponsor I.D, Visa Category and
etc.) can be obtained from the visa copy or by contacting a
GovernmentRelationsCoordinator.
6) The agencies with whom the Recruitment & Development
department already have a contract with, also have their e-wakala
details.
7) Once the Recruiter get the e-wakala copy, he will need to send an
additional copy to theagent.
8) TheRecruiterwillneedto keep coordinating with the agentfor other
requirements.
9) Basedon therequirementfrom theagent, theRecruiter willneed the
required documents and get the attested ones from an Employ
RelationsRepresentative.
After issuinga newvisa and e-wakalaforthecandidate, the steps
foroverseasrecruitmentcontinuesfromstep1:-
1) Inform theagentforCV’sor proceed fora referredcandidate.
2) Job approvalandacceptance.
3) Thecandidatewill need to bein contactwith a hospitalto getthe
official required medical papers(Thisstep isdonebytheagency).
4) Visa stamping (Thisstep isdonebytheagency).
5) Bookingtickets, thisstep isdependenton two differentcases:-
o If thecandidate’sfromoverseas, then followthe“Requesting
a TicketforOversea Candidates”.
If thecandidate’s notfromoverseas, thenfollowthe“Requestinga Ticket
for LocalCandidates(page 14)
14. 13
Document Attestation Process in Home Country
1) As soon as we receive all mandatory documents (Original offer
letter signed by candidate, Affidavit – two formats, Original Degree
with Originallastyear marksheet,Original Passport, Colored IQAMA
copy(if candidateisin Saudi),theagencyimmediatelyuploadsallthe
documents on the Saudi cultural website & after that the agency
receivesapproval from Saudiculture.
(Time Duration for Said Process: within 2 weeks)
2) After the approval from Saudi culture agency make DD Draft in favor of
the concerned university, and updates the same online and submits
requested documents as per Saudi cultural to Saudi Cultural for University
verification.
(Time Duration for Said Process: within 1 week)
3) TheSaudi Culturalsendstheverificationletterto the University; itishere
all agenciesfaceproblem of delay*asthereis no timelimitforthisprocess
it is totally depending on the University to forward verified letter back to
Saudi Cultural. (Nowadays, to get this verification from the university is a
majorproblem forwhichalltheotherattestationgetsstuck.)
(Time Duration for said process: No time limit)
*It may take minimum 1.5 months or as the respective university responds.
4) Upon receipt of verified letter from the university, the Saudi Cultural
Stampingtakesplaceon DegreeCertificate.
(Time Duration for Said Process: Minimum 2 weeks)
5) AfterSaudicultureattestation processiscompleted theOriginal
documents willbesubmitted in SaudiEmbassyforfinalSaudiattestation.
(Time Duration for Said Process: Minimum 1 week)
15. 14
Requesting a Ticket for Oversea Candidates
1) Oncetheagentinformedyou thatthevisa isstamped. Requestthe
agentto send thepassportcopy,thevisa stampedpageand
expected dateof travelling and thesectorforthecandidate.
2) Oncethevisa stamped page andpassportcopyis received,send the
sameto theSupportServices Supervisor with theproposed
travellingdateand sector (whereto where)(i.e. Karachito Jeddah).
3) OncetheSupportServicesSupervisor sendsyou thebookingoption,
get theapprovalfrom theRecruitmentManager forthebooking.
4) Onceyou gettheapprovalfrom theRecruitmentManager,sendthe
approvalandthebooking to an EmployeeRelationsRepresentative
with thecompanynameand costcenter(companynameand cost
center can befoundon the job offer).
5) TheEmployeeRelationsRepresentative willreplyyouand Support
ServicesSupervisor withtheTOnumber (TravelOrder).
6) SupportServicesSupervisor willsendtheTOnumberto our ticketing
agentand then theticketing agentwillsendthetickets.
7) Onceyou gettheticketcopy, sendthesame to our agent.
8) At thesame timesend a mailto a TransportationCoordinator to
arrangetheairportpickup and accommodation.
Requesting a Ticket for Local Candidates
1) If youneed to arrange a domestic flight,then gettheid / iqama/
passportcopyof thecandidate.
2) OncetheId / Iqama / passportcopyisreceived, send thesameto
SupportServicesSupervisor.
3) OncetheSupportServices Supervisorsendsyou thebookingoption,
get theapprovalfrom RecruitmentManagerforthebooking.
4) Onceyou gettheapprovalfrom RecruitmentManager,send the
approvalandthebooking to an EmployeeRelation Representative
with thecompanynameand cost center(companynameand cost
center can befoundon thejob offer)
5) TheEmployeeRelationRepresentative willreplyyouand the
SupportServicesSupervisor withtheTOnumber(TravelOrder)
16. 15
6) TheSupportServicesSupervisor willsend theTOnumberto our
ticketingagentand thentheticketingagentwillsend the tickets.
7) Onceyou gettheticketcopy, sendthesame to our agent.
At thesame timesend a mailto a TransportationCoordinator to arrange
the airportpickup and accommodation if necessary.
Types of Non-Saudi Candidates
Therearetwo typesof non-Saudicandidates:-
I. Candidateswho requirea visa.(page 11)
II. Candidatesthataretransferringtheir sponsorship to Amiantit,the
processthatisrequired iscalled“NakalKafala”(Local Transfer).
Non-Saudi Candidate Local Transfer
1) For local transferafter the candidateaccepted thejoboffer, a
RecruitmentCoordinator willneed to sendhimfor a medical check-
up.
2) Afterreceiving the results(#5)
, theRecruitmentCoordinatorwillissue
him a demand letter(in addition to requestto hiscurrentsponsor
for givinghim a release).
3) TheRecruitmentCoordinator willneed to get a demand letter(#6)
signed and stampedbythemanagement.
4) TheRecruitmentCoordinator willhand over thedemandletterto the
candidate and inform him to get the below documents from his
currentsponsor:-
o OriginalPassport
17. 16
o Release letters from his sponsor (attested from the Chamber of
Commerce)
o Originaliqama
o 10 photos
5) Once the candidate submits the above documents, the Recruitment
Coordinatorwill issuehima temporary iqama(#7).
6) The Recruitment Coordinator will need to submit all the documents
with a requestform to theEmployeeRelations Manager.
7) After submitting the documents to Employee Relations Manager,
theywillinform theRecruitmentCoordinatorto getan onlinerelease
from thecurrentsponsor.
8) The Recruitment Coordinator needs to have the candidate receive
the online releasefrom hissponsor.
9) Once the online release is done, the Recruitment Coordinator will
need to reportbackto the EmployeeRelations Manager(#8)
,afterone
week or so, the Employee Relations Manager will send an address
letter to the sponsor (#9)
, than he will update the Recruitment
Coordinatorif thetransferprocessis done.
10) When the Employee Relations Manager tells the Recruitment
Coordinator to let the Candidate join, the Recruitment Coordinator
willdo so.
11) As per the Candidates request, The Recruitment Coordinator
will prepare the required documents. (i.e., contract and PC
arrangements,etc…)
References
23. 22
#
Visa No. SponsorI.D.
Visa
Category
Qty Nationality
Name of Recruiting
Agent to be Authorize
(with License No.)
Remarks
1
1300672449
(form visa
copy)
7000676747
(based on
the
company.
Mail already
sent with
the list of
company
and
numbers)
محاسب
عام (from
visa
copy)
1
(from
visa
copy)
مصرى
(from visa
copy)
Alarabi for
recruitment co.
license no, 92
(From agency. Contact
the agency to get it )
For Yahia –
Receivable
Accounts (your
reference
comment)
(#7)
(#8)
