The document discusses the recruitment and selection process at Aga Khan University (AKU). It describes the key steps as requisitions from department heads, an internal and external search process, screening of applicants through tests and interviews, and selecting candidates to receive offer letters. The internal search involves job postings on notice boards and the intranet, while the external search uses sources like educational institutions, newspapers, and recruitment firms. Applications are maintained in a data bank. Screening involves preliminary interviews, aptitude tests, and interviews to evaluate qualifications, abilities, and job fit.

1. Recruitment and
Selection
Prepared by:
Nazish Verteji (FA10-MB-0033)
Zarfain Nizar (FA10-MB-0037)

3. RECRUITMENT
PROCESS
• Requisitions
The process is initiated by requisitions from the
department heads.
Requisitions specify the requirement of the position. In
addition, mentions the reason for vacancy. It could be
the result of transfer or termination. It should also
answer the questions is to whether the position sought
should be permanent or temporary: should it be full
time or part time.
Relevant department also mention whether they require
candidate as soon as possible or at later date.
Requisition form is then sent to the Director Personnel
office where it is made sure that the requisition position
has the approval for the budgetary allocation. Search
process is started after director's approval.

4. PROCESS
• There are three key processes undertaken by
recruitment department at AKU. Three key
processes are as follow
– Search Process
– Screening Process
– Selection Process

5. SEARCH PROCESS
• There are two sources from which candidates
are searched. These sources are what we call
the sources of supply of human resources
– Internal
– External

6. Internal sources
• Internal Announcements
One major source of recruitment is pool of current employees. The only exception is entry-
level employees, who of source will have to be hired from outside the organization. They
post the job opening on the notice boards of organization.
In addition, Intranet at AKU is very increasingly and effectively used for such purposes. Any
job opening in the departments sent through to employees those who have access to
intranet accounts. Otherwise, openings posted on the notice boards attract the attention of
employees.
It is said that internal recruitment is very helpful in many respects. It offers existing
employees incentive to improve their skills. In some cases, these recruits prove less costly
for some internal recruits might not need to go through the process of certain procedures
such as orientation program. They will not go through the initial period of familiarization
with the organization. They could immediately start producing better results.
Another benefit of internal recruitment is that organization already knows the strengths
and weaknesses of candidates therefore, if recommended for recruitment he or she could
be more beneficial for the organization.

9. External resources
In order to attract the external candidates AKU recruitment department
undertakes following activities
1. Educational Institutions
Advertisements placed on the notice boards of educational institutions
could be very good source of attracting recruits. At AKU, this practice is
only followed for managerial level positions.
Some management trainees have joined AKU who have done their MBAs
from private universities like CBM.

11. External resources – contd.
3. Advertisements
• Local Newspapers
Advertisements are placed in local newspapers once the vacancy
emerges, and notified to recruitment department through requisition.
Since AKU is considered to be a very reputable organization, and known
for its good working environment, these advertisements are received very
well and many of the candidates apply for the post.
• Foreign Newspapers
Although advertisement are placed in the local newspapers, but in some
cases the target pool of prospective recruits is international. This is largely
determined by the nature of job. Since AKU is an international university
therefore to maintain the excellence of services it extends its search
beyond national boundaries to recruits.

14. External resources – contd.
4. Liaison with recruitment firms
AKU recruitment department some times contacts with local or
international recruitment firms for recruitment purposes. The Officer
mentioned that they do so for senior positions.

16. HOW TO APPLY ONLINE
THROUGH WEBSITE
http://www.aku.edu/careers

17. How to apply online in AKU

18. If you are already member

19. If you are not then

20. After Log in you have to fill out forms

25. When you apply for any position you
will get confirmation reply

26. Maintenance Of
Application Data Bank
Maintenance of application data bank is one of the important processes undertaken here.
Recruitment department receives hundreds of applications from different people who are
interested to join AKU. Application could be sent as response to vacancies announced or those
sent by candidates who send in the application for possible future vacancies. This data bank helps
to track the relevant applications whenever vacancy arises. This is important because application
is not sent only when vacancies arise but some are sent in anticipation of some vacancy at future
point in time.
Two major sources of data bank of applications are write-in applications and walk-ins.
• Write in
Applications either sought or unsought could be send by applicants through mail. These
applications are sorted and then are entered in to appropriate section of data bank of
applications.
• Walk in
Some interested candidates might just walk in the recruitment department and hand their
application to employees in recruitment department. They might also like to get some
information about further possible vacancies.

27. SCREENING & SELECTION
PROCESS
• Preliminary Interview
Preliminary Interview is taken to eliminate the unqualified candidate for further process.
• Aptitude Test
For different candidates, aptitude test is prepared to check their abilities. Aptitude tests - test the candidates
for their skills related to their work. Normally aptitude test contains a test of English Language proficiency.
Naturally, different level of proficiency is required for different level of jobs. Apart from these, their work
related knowledge is tested. Aptitude tests serves to exclude the obvious misfits hence screens out the
candidates for interview process.
For example for secretarial job computer skills and typing speed are tested to find out whether candidate
fulfills the requirements of the job.
• Interviews
Interview is the next step in the selection process. Those candidates who pass through the first phase of
selection process, i.e. aptitude test have to go through the process of interviews. Interviews in some cases
are conducted by recruitment department and personnel from line departments. However in some cases
line departments conduct a separate interview. Interviews conducted by the department mostly focus on the
job related skills and candidates competencies as it relates to job. While personnel department would be
more interested in general competencies required for employment

29. OFFER LETTER