LION MANPOWER SOLUTIONS PVT LTD

RECRUITMENT POLICY
Introduction

Human resource management is an essential function of any organisation. Among the HR practises,
recruitment is the basic function where employees enter into the

Organisation.

Lion Manpower Services is committed to equal employment opportunity

for all, regardless of race, religion, colour, sex, age, national origin or ancestry, genetic information,
disability, status as a veteran, marital status, parental status, sexual

orientation, gender identity, or gender expression.

While recruiting new employees, we will:

 Follow the good practice recommendations;

 Not to discriminate unlawfully against any person;
 Select the best candidate for the job in terms of qualifications and abilities.

To achieve these aims, we have set up a recruitment and selection policy. No position in the
organisation will be filled unless this procedure is followed.

Objective

The recruitment process has the following objectives:

 To search for prospective employees and stimulate them to apply for jobs;
 To ensure that all the positions in the organisation are staffed by persons who have the
appropriate skills, knowledge, experience and qualifications required to perform the job
effectively.

Scope

This recruitment and selection policy applies to all employees who are involved in hiring. It also
refers to all potential job candidates.

Recruitment may be initiated for

 A vacancy arising due to replacement requirement i.e. transfer, resignation, termination,

retirement or demise of an employee;
 An approved position;
 A prior approved position decided at the start of a calendar/financial year.

Conflict of Interest

LMS does not encourage hiring of relatives.

Ideally individuals who are not relatives of any current employee at the time of application shall be
considered for employment. The applicant would be expected to declare if he/she is related to any
person in the company at the time of hiring. Nondisclosure of staff relatives may even be considered
as a misconduct necessitating appropriate action by the management. Exceptions to this policy can
be made by the organisation.

Re application

 Individuals who have been rejected at any stage of the selection process are ineligible for
reapplying for the same position for a period of 6 months from the time of rejection.
 Individuals who are made an offer but do not join post acceptance of the offer shall be
considered ineligible for reapplication.

Reappointment

Any ex-employee being considered for re-appointment will be treated as new joining. The
recruitment process would be treated as fresh appointment and similar process would be followed
as per policy. Exceptions can be made by the organisation.

Procedure for Recruitment

A. Requirement
 Identify the need of manpower.
 Receive the request from the concerned unit approved by the line manager along with job
description.
 Enter the position into vacancy detail and provide a code to the specific position.
B. Advertisement
arrange to publish the positions in following:
a. LinkedIn
b. Website Career Page
c. Indeed
d. Hiring Consultants
e. Internal Circulation
f. Local Newspaper, if required

 Salary will not be published except if the positions are sharing with the consultant as they
may ask about the range.
 Ensure all the applications to receive on ______@lionmanpower.com
 Any application received without job code will also not be considered for further
processing.
C. Shortlisting
 Download relevant applications in specific folder and provide them to the Head HR for
further shortlisting. After which it will be given to the concerned department head for final
shortlisting and interview setup.
 After receiving the shortlisted CVs from Head HR/Centre Head, an interview assessment
sheet will be filled.
D. Interview
 Interview will be setup in consultation with the Department Heads and considering the
availability of the candidates.
  The Interviewer will interview and write their comments in the assessment sheet along
with their recommendations.
 Selected candidates who have successfully cleared the interview have to provide 3
references of their last employers for background check. The details of references should
include name, designation and phone number.
 Travel reimbursement for the outstation candidates will be in accordance with the TA/DA
rules of the level of the position and must be clearly communicated to the candidates.

E. Making an offer
 After completing all above processes, an offer letter will be sent over email for acceptance.
Thereafter, an appointment letter will be issued to the candidate.
 No person shall be deemed to be an employee until and unless he/she has received a letter
of offer/appointment or has entered into a contract of service. In case any candidate offered
a position by us fails to accept it in 15 days, offer will be automatically revoked.
 In case a person has concealed or misrepresented any material fact or forged or faked any
document at the time of appointment or later, such appointment shall be void ab-initio. The
organisation will have no liability to such a person and may initiate any action as deemed fit.

On Boarding
 Before the joining of a candidate, an orientation plan will be developed in consultation
with all concerned departments and IT department will be requested to arrange a system
and create the official email Id.
 The admin assistant will prepare the work station with initial and necessary stationary
items.
 At the time of the joining, the new joiner will fill all the joining forms. HR will ensure that
all the documents and credentials would be verified with originals, and would complete the
joining document set as per the joining check list.
 After completion of joining formalities, HR will provide an orientation plan along with staff
contact list, holiday list and an official email ID to the new employee.
 HR will take the new employee for the introduction with other colleagues.

Probation:
All appointees will be on probation for a period of 1 month, which may be further extended
depending upon the performance. Confirmation of an appointment will be based on the
assessment of the performance by the line managers. The probation shall continue until the
appointee will receive a regularisation letter by the organisation.
The regularisation will be at the discretion of the organisation, should it find the person
suitable by assessing the performance during probation.

Regularisation: After successful completion of probation period, a regularisation letter will

be issued to an employee.
After regularisation, one month notice or last drawn salary in lieu thereof will be given on
either side for termination of employment/contract. However, in the event of misconduct
on employees’ part such as embezzlement or dereliction of duty or wilful disobedience etc.
employees employment is liable to be terminated without any notice.
Authorized By: Approved By: