TITLE:

RECRUITMENT AND
SELECTION PROCESS AT
DOMESTIC LEVEL
ORGANIZATIONS

SUBJECT:
INTERNATIONAL HUMAN RESOURCE MANAGEMENT
SUBMITTED TO:
MAM NIGHAT INSARI
SUBMITTED BY:
NIDA SALAM - 102
SEHAR KOUSAR - 108
ALIYEEN ALEEM - 121
SANA HANIF 128
AYESHA IMTIAZ-135
SESSION:
BS(HONS.)2011-15
SELF-SUPPORT

Contents
COMPANY PROFILE:..........................................................................................4
VISION & MISSION STATEMENT........................................................................4
Vision.........................................................................................................4
Mission Statement.....................................................................................4
COMPANY PROFILE:..........................................................................................5
Recruitment and Selection Process of Haleeb foods........................................5
Recruiting:.....................................................................................................5
Goals of recruiting:.......................................................................................5
First goal of HRM department is to communicate the vacant job to the
required candidate........................................................................................5
Job analysis:..................................................................................................6
Job description:.............................................................................................6
Job specifications:.........................................................................................7
Recruiting sources:..........................................................................................7
Internal sources:........................................................................................7
External sources:.......................................................................................7
Selection process:............................................................................................7
Type of interview:.............................................................................................8
Types of questions:..........................................................................................9
Recruitment & Selection process of Tapal Tea:..............................................10
Recruitment at Tapal is done in two ways:..................................................10
Internal recruitment:................................................................................10
External recruitment:...............................................................................11
Selection process:.......................................................................................11
Types of interviews.....................................................................................12
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Types of tests:.............................................................................................12

COMPANY PROFILE:
Haleeb foods Limited was incorporated on July 1st , 1984 with a capital of
Rs. 46 million under the name of Chaudhary dairies Limited which was
renamed as CDL foods Limited and it is known to be as Haleeb foods
Limited. Over the years, Haleeb Foods Limited (HFL) has become a popular
feature of family life throughout Pakistan. The first product launched to the
many by HFL was Haleeb milk and today HFL has expanded its business to
include Dairy Queen, Tea Max, Just Fruit, Tropico, Fun Milk, and other dairy
products to its production and packaging lines. HFL has the peculiarity of
being the first company in Pakistan to use Tetra Paks novel packaging
formats, Tetra Brick Aseptic (TBA) and Tetra Fino Aseptic (TFA). Apart from
its extensive nationwide distribution network, covering both urban and
semi urban areas, Haleeb Foods is also serving international markets in
Central Asia, Middle East, Australia and Europe.

VISION & MISSION STATEMENT

Vision
Optimizing resources and deliver sustainable growth

Mission Statement
Productivity: Be a highly efficient & effective organization
People: Develop a team of passionate and committed
individuals whose goals are completely aligned with the corporate
objectives
Portfolio: Maintain a portfolio designed to meet changing
consumer expectations by delivering nutritious and high quality
food solutions in a cost effective manner
Profit: Maximize long term return to shareholders while
being ethically responsible
Partners: Develop sustainable and mutually beneficial
relationships with customers, suppliers and other stakeholders
Planet: Be a responsible corporate entity by helping build
sustainable communities.

Recruitment and Selection Process of Haleeb foods

Recruiting:
Recruiting is the part of staffing.
Itdefines as:
Process of discovering potential candidates for actual or estimated
organization vacancies
Goals of recruiting:

First goal of HRM department is to communicate the vacant job to the

required candidate

Second goal of recruiting is provide enough information about job.

Before selecting recruitment sources first HR department design job

description and job specification.

Job analysis:
The procedure of job analysis determine the duties ,responsibilities,skills
requirement of the job and the person who should be hire ,all that kind of
information HR department gathered by either interview or questionnaire
done by other employees working on same positions.

a) The Interview for job analysis:

Interview is a big source in collecting information in the job analysis. HR
departments take information in interview from Individual employees, group
of employees and supervisors with vast knowledge about jobs. The format of
interview for gathered information about vacant position duties,skills use by
HR department is Structured and unstructured.

b) Questionnaires:
The questionnaire designed by HR department of Haleeb foods in which the
employees fill out questionnaires to describe their job-related duties and
responsibilities. The following common data the HR department gets after job
analysis:

i) Education Requirements for organization operations

Jobs
B.BA (The Bachelor of Business Administration): It is one of the most basic
requirements of any business firm.
MBA (Master of Business Administration): From any reputed and recognized
college or university would be an added benefit.

ii) Skills needed for operational job

Public Speaking: A good sales manager professional should have strong
communication as well as public speaking skills.
Knowledge of Finance & Marketing: Good knowledge of Finance and the
current marketscenario is also a must to get a good job in both departments.
Organizational & Managerial skills:As a manager job includes organizing
work it is necessary to have good skills in this department.Being able to do
the work is another thing but being able to get the work done from others is
a skill that a manager should have.
Technical Ability:For a technical job candidate must have ability to deal
with technical problems.

Job description:
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After getting job analysis information the next step is to describe job
description which contains the points of (job identification, job summary, and
chain of command relationships), responsibilities and duties, standard
occupational classifications and standard of performance and working
conditions.

Job specifications:
After formulating job description the next step taken is job specification in
which the traits of employees are defined who are assumed suitable for the
job.

Recruiting sources:
a. Internal sources
b. External sources
Internal sources:
Job Posting:
Haleeb foods publicizes open job to its existing employees by listing its
attributes e.g. qualification, experience and pay rates. Bulletin Boards and
Notice Boards inside the organization are used for this publication.

Contacts and References

Haleeb foods encourage the contacts and references of its existing
employees. It means if there is any job vacant in the organization, the
candidates referred by the employees are preferred.

External sources:
Advertisement
Advertisement is a major external source adopted by Haleeb foods.
Organizationextensively focuses on advertisement about vacant jobs and
thus attracts the potential candidates.

Direct Approach
Haleeb foods approaches directly to experienced employees of other
organizations and offers them higher rewards to pursue them to leave their
existing jobs and join Haleeb foods.Disadvantage of this method is that they
have to pay higher salary for thepost offered.

Selection process:
Selection process is also the part of staffing. Haleeb Foods used four steps in
selection process.
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1.CV screening 2.Employment test 3.interview 4.selection and offer.

1. CV screening
In this step HR department discourage those candidates who do not meetthe
criteria of job and encourage those who meet with job criteria. All this is done
by automated screening process,because paper CV,in this modern era is not
considered very useful due to its very time consuming method.

2. Employment test:
In this step, candidates are called for test according to nature of their applied
jobs. Haleeb foods take following employment tests:

Tests of Cognitive ability (IQ)

Job-related Test

Tests of general intellectual abilities that measure a range of

abilities,including memory, vocabulary, verbal fluency, and numerical ability
are intelligencetests.

Tests of Cognitive ability (IQ)

Tests of general intellectual abilities that measure a range of abilities,

including memory, vocabulary, deductive and inductive reasoning.

Job-related Test

In this test vacant position related questions are asked like for Finance job
accounting questions asked.For marketing job market conditions, trends
asked of Food industry,so on for others jobs.
For all jobs this employment test are not conducted like for sales person only
communication,customer handling,product selling skills are judge.

3. Interview:
After passing the employment test, HR department of Haleeb Foods calls for
interview. To predict future job performance on the basis of applicants oral
responses
to
oral
inquiries basically checking communication skills, personal values and stand
ards, judging personality of candidate, capability of achieving goals and how
much candidate is responsible,dedicated towards his/her work.

Type of interview:
Type of interview generally use by Haleeb foods are

Structured interview
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Structured sequential interview

An interview in which the applicant is interviewed sequentially by

several persons, each rates the applicant on a standard form.

Types of questions:
Situational:A series of job-related questions that focus on how the
candidate would behave in a given situation.Like for manager post,he must
be able to deal with union workers in certain situations.

Job related: A series of job-related questions that focus on relevant

past job-related behaviors. Thesetypes of questions are asked from

those candidates who have past experience of job.
Stress:An interview in which the interviewer seeks to make the
applicant uncomfortable withoccasionally rude questions that
supposedly
to
spot
sensitive
applicants
and
those
withlow or high stresstolerance. These sorts of questions are asked accor
ding to highdesignation of candidate.
Puzzle questions:Recruiters for technical and finance job use
questions to pose problems requiring uniquesolutions to see how
candidates think under pressure.

After passing interview final selection of candidate done.

4) SELECTION CRITERIA
For head of finance:

skill of maintaining and improving economy

strong check of the performance of all departments through matrix

structure of finance

minimum 5 year experience as chartered accountant

For head of HR:

Having skill induction of quality human resource in the organization

Should be master in business administration from a reputable

institution

Minimum 8 year experience

For the head of milk collection

Having skills to meet the qualitative and quantitative milk related

targets
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Having master degree or equivalent degree

7 years experience immaculate works

Quality assurance professionals

Young , dynamic, seasoned and trustworthy

Having degree of Ms chemistry/chemical and process engineering/dairy

and food technology

Fresh candidates

SELECTION

After consult with head of department,HR department select the

candidate for higher designation.

For lower positions HR department itself select candidate and offer the
job after mutual agreement on the terms and Condition of employment

This is the procedure of recruitment and selection Haleeb foods using to hire
employees

Similarities and dissimilarities with international

Organisation of same sector:
Similaries:
Outsourcing
CGPA doesnt matter
More formal processes and procedures
Online evaluation and customized computer based test

Dissimilarities
Recruitment & Selection at domestic level:

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 Reactive recruitment
If there is vacancy in the organization, that organization needs to fill
that vacancy by the recruitment process. Usually at domestic level
recruitment is reactive type
External Recruitment
Mostly employees are being recruited externally/outside the
organization.it may benefit in the sense that new talent will explore
the new core competency of the organization and may earn
competitive edge on other organizations
Job related tests
No extra knowledge or general knowledge of employees is checked by
the recruiter organization. Only job related test are being taken.
Automated process for sending C.V
One can mail ones C.V or can drop in the organization with physical
appearance
One time interview
Both panel and simple interview are being taken but only once.
Experienced professionals
Experience of employee in certain field is required by the domestic
organization
No job rotation
Handmaiden
No technical work
Work unit orientation
Certain unit of organization are informed about certain information
regarding their certain work rather than to give orientation on the
whole organization
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 High employee turn-over

More opportunities for employees as there are multiple organizations
are working at same level ,people leave because of others offer them
with high wages comparatively or having less hours there etc
No preference for any institute

Recruitment & Selection at Global level:

Proactive recruitment
Usually organizations at global level have future plans or such and
such functions like recruitment & selection. They have preplanning for
recruitment that how many people will be recruited or when.in the
contrast of organization at domestic level it plans and implement
accordingly
Internal recruitment
IQ & EQ behaviorally related
Different requirements and specifications to fill the online
application
Panel interview
Fresh graduates
Job rotation
Strategic decision-making
Orientation at organization level
Employees are more committed: Employees are more committed
than at domestic level due to major factors which is working in wellknown company is the golden opportunity and it offers many perks as
well.

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Conclusion
The employees of any organization are its life blood, without doubt.
With the dawn of this realization upon the present day business
organizations, there appears to be a major shift towards human
resource management. In fact, the employees of today are encouraged to
participate in the major decisions and thus play a vital role in the
management of the
fi rm.P e r f o r m a n c e o f t h e o r g a n i z a t i o n d e p e n d s o n t h e e f
c i e n c y t h a t i t s employees exhibit. Hence it is of crucial
importance that employees with the most suitable qualifications be
selected. This is where the processes of recruitment and selection come
in. It is dif cult to separate one from the other. The various
illustrations given in this report indicate that these processes require
a great deal of thought and advanced planning. In fact, it is not only
the HR department that is involved. The fi nance department
provides the budget for the processes and manpower gap is
determined by inputs from all the departments. Also the grueling
procedure through which the candidate goes through is, initself, an
indicator of the signifi cance of these processes in the ef cient
functioning the organization

References:
http://haleebfoods.com/at-a-glance/about-us/company-profile/
http://haleebfoods.com/at-a-glance/about-us/visionmission-statement
http://haleebfoods.com/at-a-glance/about-us/company-history/

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