Recruitment Policy

Purpose / Objective

Having regard to SZABIST pioneering role and pre-eminent position in the field of quality education, the institute seeks to maintain its image as a role model amongst its competitors. SZABIST believes that it is critical to attract the highest quality Human Resource that best meet the institutes requirements to ensure operational performance and long term sustainability. It also considers the placement of internal candidates in vacancies before considering external recruitment. It is essential to fill all vacancies with the most qualified candidates that meet SZABIST job specifications within the reward parameters set for the job in timely manner for which a comprehensive Recruitment Policy has been designed.

Scope

This policy applies to all permanent and visiting faculty of SZABIST.

Procedure

Manpower Budget

Recruitment of employees will be in accordance with the requirement of SZABIST as established in the approved manpower budget and approved organization charts. Recruitment for positions not included in the approved budget requires prior approval of Authority before recruitment can commence. Any request for additional positions above the budget should be supported by a full business justification.

Recruitment Plan

The Human Resources Department to initiate a cost effective recruitment plan of action. This means that all recruitment will be calendarized to timely meet the institutes manpower operational requirements without compromising on the quality of manpower sourced.

Employment Priority

While filling a particular vacancy, priority will be given to suitable internal candidates by announcing the position. At the same time diversification from regions of Pakistan is an objective to encourage creativity from diversity and avoid the establishment of internal sub-groups of the same region.

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Procedure for Human Resource

Recruitment Sources

The guiding principles of this policy follow the institutes strategic imperative to attract, develop and motivate our people. It ensures that internal and external recruitment, together with promotion decisions, are of the highest quality and consistent with local laws.

Positions will be resourced by one of the following, in order of preference and in accordance with local priorities:

Internally within SZABIST. Externally (local Markets).

The institutes policy stipulates that preference should be given to internal candidates over external applicants in the following order:

1. Internal Opportunities. 2. Job Rotation. 3. External Search; including the following:

a) Database of CVs. b) Recruitment web-site. c) Advertisement (local newspapers, local radioetc.). d) Recruitment Agencies. e) Head Hunters. f) Net working. g) Career fairs. h) Referral Program.

Vacancies

Vacancies in SZABIST will arise for the following reasons:

a) Displacement of staff due to resignation, termination, transfers, promotion, retirement or death.

b) Approved Manpower Plan. c) New position created as additional headcount outside the approved Manpower.

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Procedure for Human Resource

Selection

Provide a guideline for management and staff, explaining the SZABISTs approach to the recruitment, selection. Ensure selection decisions are based on merit (performance history) and where available, an objective assessment of an individuals future potential against Institutes Capabilities (competencies are critical to successful performance today). For this purpose, Human Resources Department may design and conduct Assessment Center using various aptitude, skills, simulation and psychometric tests to assess the behavior and the level of proficiency and competence of candidates for the job. Such tests will be used in conjunction with other forms of recruitment like interviews to enable the institute to make objective, fair and valid selection decisions.

Selection/Recruitment Process

Whenever a new employee is to be hired the following process is adopted:

Job Descriptions

A job description is a formal document providing a record of the contents of a job, which serves to distinguish it from other jobs in the institute. It summarizes the purpose and dimensions of the job, defines its duties and principal accountabilities and describes the skills and qualifications required for its satisfactory performance. A job description will be prepared for each job or a group of jobs of identical or comparable job content, designated under a single job title. It is used as the basic document for recruitment and evaluation of jobs for placement in appropriate job levels according to the established salary structure.

Assessment Centre

An Assessment Centre is a modern and more systematic process which is designed to assess candidates for recruitment using a range of ability tests which is taken together to reduce the risk of assessors being biased and judgmental errors. Assessment tool will identify the following characteristics of Assessment Tests:

Assessment is made on several dimensions, criteria and competencies.

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Procedure for Human Resource

A variety of assessment tests and techniques are used to increase the reliability of measurement. Several assessors or observers are involved. Multiple candidates are observed in group and individual settings. The assessment results are integrated and judgments are made using a combination of

tests and assessments made by separate assessors.

Person Specification

Human Resources will decide what knowledge, skills, experience, qualifications and attributes (personal qualities, motivation & expectations) an individual will need to do the job as defined in the task analysis, job description and competency frame work.

Short Listing

Human Resources will review applications on the basis of the person specification. Ensure that they select for interview/assessment those who match the specifications.

The Interview

As a selection tools, it is a crucial stage before deciding on a new appointment, it is used for verifying information and exploring omissions.

Negotiations

Human Resources Department will negotiate salaries of new recruits taking into account the hiring salary range, the salaries of peer group employees of other institutes. Such negotiations will be made in consultation with Head of Departments and any exceptions needed to hire recruits with rare or valuable skills shall be approved by Head of Human Resources.

Reference Check

If a candidate is selected to be hired, Human Resources Department would conduct a reference check for the candidates antecedents. In some cases, a reference check can be conducted after the candidate accepts the offer or in other cases can be conducted after the candidates actual commencement to the Job.

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Procedure for Human Resource

Reference check result can be obtained by using the following tools:

1) Experience Certificate. 2) Reference check format. 3) Conducting telephone reference check.

Offer Letter

If a candidate selected to be hired, Human Resources Department would prepare the offer letter as a last step of the recruitment process.

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Procedure for Human Resource

SelectionSelection/Recruitment ProcessJob DescriptionsAssessment CentrePerson SpecificationShort ListingThe InterviewNegotiationsReference CheckOffer Letter