Policy

1. Purpose    

The purpose of the recruitment policy is to create a clear, consistent, and equitable approach to recruiting and hiring personnel. This guarantees that the organization recruits and maintains top people while following legal and ethical guidelines.

2.  Scope

The recruitment and hiring policy is applicable to all departments and jobs within the organization, including full-time, part-time, temporary, and contract roles.

3. Policy Statement

Our company is committed to equitable employment opportunities and strives to hire the finest individuals for open jobs based on merit, credentials, and organizational needs. We will not discriminate based on race, color, region, gender, nationality, age, handicap, or any other legally protected features.

4.   Recruitment Process

 4.1.  Job Requisition

•  Department heads must submit a job requisition that includes the role’s tasks, credentials, and reasons for the post.
• As per the HR hiring process, the HR department will examine and approve the requisition before beginning the recruitment process.

4.2.  Job Posting

•  Approved job postings will be distributed both internally and externally via suitable channels (e.g., company website, job boards, and social media).
• Job advertisements will include a clear job description, qualifications, and application procedures.

4.3. Finding suitable candidates

• HR will source applicants via a variety of channels, including job boards, social media, recruiting firms, and employee referrals.
• Internal candidates shall be given priority consideration where appropriate

5. Selection Process

5.1.  Application review

•  HR will examine applications to ensure candidates satisfy the basic requirements.
• Qualified candidates will be submitted to the hiring manager for additional review.

5.2.  Interviewing

• Hiring managers and HR professionals will conduct structured interviews to evaluate the candidate's abilities, experience, and cultural fit.
• Interviews will be carried out consistently to guarantee fairness and objectivity.

5.3. Assessment and Tests

• Relevant assessments (such as technical tests and psychometric evaluations) may be utilized to further assess candidates’ abilities.
• All assessments will be job-related and in accordance with legal norms.

5.4. Background checks

• Final applicants will undergo background checks to verify their qualifications, employment history, and criminal histories, as appropriate.
• Candidates will be notified and must consent to background checks before they are done.

6.  Hiring Decision

• The hiring decision will be made based on the candidate’s qualifications, interview performance, and overall suitability for the position and corporate culture.
• HR will make a formal offer of employment, including terms and conditions of employment.

7.  Onboarding

• HR will oversee the onboarding process to ensure that new employees are appropriately introduced to the organization, its policies, and their responsibilities.
• An onboarding strategy will be created, which will include orientation, training, and all required documentation.

8.  Documentation and Record-keeping

• The recruitment and hiring activities shall be documented, including resumes, interview notes, assessment results, and communications.
• Documentation will be maintained in accordance with legal obligations and corporate rules.

9.  Compliance

•  The company shall follow all applicable employment laws and regulations, including anti-discrimination and labor standards.
• Any exceptions to this policy must be recorded and approved by HR and legal advice.

10. Review and Updates

This policy will be reviewed annually and revised as needed to reflect legal requirements and fair hiring practice changes. Employees will be advised of any substantial policy changes. This policy is intended to guarantee that recruitment and hiring methods are fair, transparent, and consistent with the company’s beliefs and objectives.