Presented by:

Sidra Iqbal 66275

Rumaisa Sheikh 15000
Topic: Recruitment &
Selection
“ Don’t Wait for the right opportunity
Create it.”
 Content Will be Covered

Process of attracting,
Brief overview outlining
assessing, and selecting
key aspects and setting
candidates for vacant
the context for further
positions within an
discussion or exploration
organization

Recruitment Selection
Introduction HR- Structure
Process Process

Organizational Methodical process of

framework managing choosing and appointing
workforce, aligning with candidates who best fit
strategic objectives, and organizational
supporting HR functions. requirements for specific
roles
 SELECTION PROCESS
Candidate Filtration
Process
The primary objective of this process is to discern and identify candidates
who closely align with the specific requirements of K-Electric while
systematically eliminating those who may not meet the criteria.
• K-Electric use Applicant Tracking Systems (ATS) for the
1 2
candidate filtration process.
This help in automate the candidate screening and
selection process, making it more efficient for HR
6 3
professionals and recruiters
• Systematic and thorough procedure initiated after the

•
submission of applications
It involves a meticulous evaluation of applicants based on
5 4
key criteria, including age, gender, relevance to the role,
geographic considerations, and educational qualifications.
 Shortlisting Candidate

SOFTWA TECHNOLO
IDEA GY
DECIDE REVIEW
RE

SAP optimizes the

K-Electric uses Automated process Efficiently analyzes
SAP defines recruitment workflow,
SAP for enhances accuracy and matches
criteria based on ensuring a precise
streamlined and aligns with applicant profiles
job specs, reducing alignment between
candidate organizational with established
time and effort candidate skills and
shortlisting. needs. criteria.
organizational needs.
 PRE-INTERVIEW PREPARATION

On K-Electric On K-Electric

K-Electric, collaboration occurs While K-Electric OSP primarily invites

between the HR Head and department candidates through recruitment
heads. The HR Head engages in agencies, the interview process totally
discussions with department heads to depends on the agency the approach
understand the nature and seems more convenient and time
requirements of vacant positions, saving. This interview style is aimed at
gathering crucial information not taking any responsibility on the
organization from the employee side
for any misconduct.
 Interview Process
• focuses on competencies vital for the role. Some
open ended questions are done to dive into
candidate experiences and qualification also in the
end close ended questions are done to verify and
check the clarity of the statement also an
introduction to the company is provided, addressing
the common unfamiliarity of new candidates

• If the candidate is good fit then the candidate

proceed to a second interview with the HR-Head
and Department heads, emphasizing a streamlined
and efficient hiring process at K-Electric.

• For OSP At K-Electric Outsourcing agencies will be

responsible for every stage of interviews till the
period of selection of candidate
Pre-Employment Testing

These are 2 different score cards which they have

shared with us for their technical and financial jobs that
candidates have to score on test at least 60% for
technical job and 40% for financial job.
Evaluation Form
 Background Check Process
VERIFICATION
SOURCES
Rely on recruitment agencies,
REJECTION CRITERIA
internal referrals, and employee Reject candidates who exhibit a
recommendation pattern of frequent job-switching

TELEPHONE ALIGNMENT WITH

REFERENCE ORGANIZATION
Conducted to verify geographic Background check ensures
location, availability, and work candidates align with K-Electric's
history. values and demands

CANDIDATE INTERNAL REFERENCE

DEDICATION CHECK
Assess candidate's commitment Utilize internal referrals to gather
and willingness to stay long-term insights on candidate's work ethic,
reliability, and suitability
Final Selection Meeting
At K-Electric, the selection process prioritizes merit through test scores. Before onboarding, transparency is ensured
by sharing organizational rules, policies, and ethical standards. This approach fosters a smooth integration of new
hires into the company culture, emphasizing K-Electric's commitment to a compliant and cohesive work environment.
Duration of contract:
The contract tells that the duration of work will be of three years and can be extended to more years on the basis of
satisfactory performance.
Terms of payment:
The payment will be made on the basis of month upon the submission of service provider bill or invoice along with
the signed, verified and stamped attendance sheet of KE General Manager or the HOD.
Penalties:
Service provider will follow all the rules and regulations of the organization but if they will deny so they will have to
face such penalties
 Onboarding And Orientation Program
K-Electric's efficient selection process usually results in an employment offer after two interviews.
During the offer phase, crucial details like reporting relationships, responsibilities, and working
schedules are discussed. Salary, bonuses, and commissions are covered in the Final Selection
Meeting. Orientation for new employees is straightforward, as they have already met with the HR Head
and Manager during the interview process. Newly inducted candidates receive a warm welcome in
their respective departments, where existing employees provide insights into the organization's history,
products, and services