Hiring Procedure in Mobilink GSM

Business Communication Final Term Report

Submitted to Mr. Asif Khan

Group Members ID #
Sarosh Ata: 15106
Amina Shiekh: 15114
Basit Jawed: 15066
Irfan Abban: 15116
Abdul Moiz: 15112

Table of Contents
1) Introduction
2) Recruitment and Selection
3) Recruitment in Mobilink
a) Personnel Planning
b) Selection Procedure

4) Recruitment Process
5) Mobilink Rules and Guidelines
a) Recruitment: Internal & External Recruitment
b) Conditions for external recruitment
c) Induction Tests & Interviews
d) Job Description
e) Selection criteria

6) Types of Hiring
a) Direct Hiring
b) Indirect Hiring

7) Hiring committee
8) Letter of Appointment

Acknowledgement
We take this opportunity to express our profound gratitude and deep regards to our course
instructor Mr.Asif Khan for his exemplary guidance, monitoring and constant
encouragement throughout the course of Business Communication. We would also like to
thank Mr. Shakeel Wasay (Senior Officer) for giving us his valuable time to know more about
Mobilink GSM. This term report had helped us to grow as a team and over it was full of
experience for everyone.

Executive Summary
Since the establishment of Mobilink GSM in 1994, it has enjoyed profitable market share for
several years Mobilink has the strongest network among its competitors; its rivals rent their
network to produce client services. Mobilinks staff is highly motivated and with minimal
turnover.
Human resource department of Mobilink is putting all its efforts in exploiting all the
opportunities available and utilize tools efficiently and effectively to make sure that its
workers at any given designation are both competent and willing to perform at exceptional
levels. At Mobilink the individuals are highly empowered by minimizing out dated rules and
regulations and it further considers eliminating the governmental barriers to exploit their
ingenuity and talent. Mobilink features a superb HR department like its other departments
and plays an important role in success of Mobilink.

Introduction
Orascom telecommunication Holding S.A.E. ("Orascom Telecom") or ("OTH") was
established in1998 and has grown up to become a significant player within the
telecommunication market within the world. OTH is taken into account among the most
important and most wide-ranging network operator in the Middle East, Africa and Pakistan.
Mobilink GSM (PMCL), a subsidiary of Orascom Telecom earned licence in July 1992 and
began its operations in 1994, and has developed as the market leader with the most
subscriber base in, Pakistan - a base of over twenty four million and soaring. Mobilink feels
pride being the primary cellular service supplier to work on a 100% digital GSM technology
in Pakistan that additionally provides progressive communication solutions to its customers.
Mobilink offers solely designed tariff plans that cater to the communication desires of a
various cluster of individuals, from people to businessmen to company and multinationals.
To attain this objective, they provide each post-paid (Indigo) and prepaid (JAZZ) solutions to
their customers.
As compared to our competitors, each our post-paid and pre-paid brands are the biggest
brands of their kind within the Pakistan cellular business. With our most intensive network
coverage across Pakistan through an incorporated technology infrastructure in more than
6000 cities, towns, villages, and innumerable remote destinations, as well as International
Roaming in 120 countries through four hundred partner operators. The corporate directly
employs over five thousand individuals and has the biggest distribution network with four
hundred retailers across Pakistan. Mobilinks CSR program contributes expressively in key
areas of cultural development, social uplift, and education causes in Pakistan and therefore
the company is that the official cellular (Jazz Jazba) service of the Pakistan Cricket Team.

Recruitment and Selection

In human resource planning, its necessary to pool job candidates in accordance with a
person's resource set up; this is often referred to as recruitment. It can even be outlined as;
the method of locating, distinguishing, and attracting capable candidates. Per Mobilinks
GSM Human Resource Manager Recruitment and choice, every process is interlinked with
one another. Mobilink has its own choice procedure and its own enlisting tools.

Recruitment in Mobilink
In Mobilink recruitment is done by human resource department. HRM department is
accountable for taking all the hiring selections for Mobilink GSM. This department practices
totally different policies concerning recruitment and selection. At first candidates of
Mobilink could submit written application with a bio-data and with images to hr
department. Candidates have to fill form on the companys web site.
Sources for recruitment:

Current working employees

Internal and external advertisement
Employment agencies and consultants example Rozi.pk website.
Data bank

Internal workers are given additional priority than external employees. Most hiring is done
through referrals; nearly 90% of staff is recruited through reference. Different ways for
recruitment are utilized by company which are, advertisements revealed on rozi.com.pk, job
fairs, agencies and hiring head hunters. Major chunk of employees in the company come
through reference or the prevailing workers are promoted whenever there's a vacancy.
Mobilink don't give out any kind of ads In Telecommunications, flyers, billboards or in
universities for hiring.

Personnel planning:
Mobilink selects individuals only when required. They hire once there's a vacancy out there
or when someone is required in any department. Personnel planning are done by the
specific department whenever a candidate is needed to fill a selected position. Hiring plans
are formed after looking at what department wants, offer of existing candidates and also
new candidates.

Selection Procedure:
Every department decides what vacancys to fill through correct planning and prediction.
They gather variety of external and internal candidates willing to use for the task. Internal
potential candidates are analysed. Their performance and efficiency is checked, if found
eligible they're taken into thought. Candidates then fill application forms, give test and
undergo four interviews, which are conducted by heads of various departments. Company
then decides whom to hire.

Recruitment Process

Filling up of an application form which is available online.

Aptitude tests are taken at the nearest Moblink office.
If one clears his test he is called for his interview, which is taken by 4 different
people at different times.
If the candidate passes the test and the interview he is sent a mail and called.
Telephonic interview of applicants is taken only if they are out of country.
Candidates who pass through this telephonic interview are asked to come for three
hours to give intelligence and skill test at PC hotel Lahore.

Mobilink incorporates a centralized recruiting system. Candidates are appointed and

interviewed by head offices of that individual town. Interviews and tests are taken by
specialists.

Skill Test:
It is consists of three rounds, first round is based on launch of new mobile connection
and its marketing without explaining features. Second test is entire based on the IQ and
the final test is more of a hearing skill in which the potential candidate is asked to listen
the pre-recorded call of a customer on 111.

Mobilink Rules and Guidelines

There are basically two types of recruitment internal and external recruitment.

Recruitment:
Internal recruitment: is promotion within the organization. If a position is vacant, Mobilink
management looks into the organization and asks its capable employee to fill the
application form first. Mostly Mobilink give preference to their internal employees. But for
this Internal candidate has to be a conform employees of a Mobilink who has completed
one year service in their existing destination. In Mobilink internal recruitment is done for
high grade employees and directors. When a position is vacant, HR department looks at the
performance of the employees working at lower levels, then chooses the right person for
the job who has worked efficiently throughout and that employee is promoted to that
position. Internal candidate who is promoted must have complete one year service and
before joining promoted position internal candidate needs clearance from supervisor.
External recruitment: is when a company looks for new applicants outside the organization.
In Mobilink, the line managers have to make an application form for the job in which they
mention the job description and discuss finances related to salary and pay scale. Then role
profile is prepared for the specified job matching job requirement and grade of the job. In
this form training period is also specified. The line manager then sends this form and role
profile to functional director for his approval and he forwards it to Human Resource
Manager for final approval. After all these approvals Human Resource Manager and director
work side by side for hiring new employees by advertising and contacting head hunters.
External candidates are informed and reached via internet.

Conditions for external recruitment:

Candidates must be over 18.

Candidates with already family members in Mobilink or any competitor arent
allowed.
Top management of Mobilink are responsible for the procedure of selection of
employee in company. Human resource jointly decides for the salary of employee.
Min qualification i.e. Bachelors or at-least 14 Years of Qualification.

Induction Tests & Interviews:

A test is taken with reference to the subject one applies to. Interview is the most important
part in selecting a candidate. Mobilink takes 4 interviews, which is taken by the VP, head
manager of the office, head of department and ends with an interview with the head of the
HR department. Knowledge, IQ is measured through written tests. Mobilink believes that
testing ones mental abilities, interests and personality can be done only during interviews.

Job description:
Mobilink GSM designs a proper job description for every job and provides to every
employee. After gathering all the information from different sources they hand it over to
the concerned department. After that the concern department login the account where all
the information is provided and they check resumes of all candidates and short list potential
candidates among them. In next step they conduct interviews, they again short list some
more candidates and then they call short list candidates for further process.

Selection criteria:
In Mobilink after collecting applications, line managers and Human Resource Managers,
screen applications to choose suitable applicants out of all. The recruiting department then
invites short listed candidates for the interview through letters. In about four interviews
candidate is selected. A two-member panel of Human Resource and line managers take
interviews assessing functional and management skills. The Human Resource department is
accountable for general administration of the assessment centre and trains them. Human
resource gives details of compensation package and terms of the job. The HR department
also prepares employment letter, service agreement and other necessary documents.
Information relating to the qualifications and description is provided by Mobilink to spot
appropriate candidates. Theres a restriction by Mobilink that the Divisional Head and HRM
department should agree before finalizing the candidate. After selection the candidate is
hired on a probation period for 3 months. HRM department prepares and delivers
appointment Letter to him and acquire signature of him on a duplicate. Candidates rejected
or are sent refusal letters.

For selection Mobilink uses proper way of selections that are as follows:

Completed application: this step indicates employees proper desire position and
application provides useful information related to interviews.
Pre-interviews: Different types of checks are done before applying.
Types of interview
1. Testing to measure job and learning skills of candidates.
2. Initial screening a type of interview in which experience and salary
expectations related questions are asked from candidates.
3. Panel and Serial interviews to evaluate a candidate job, which also consist of
in depth selection interview which are conducted by manger to which the
applicant will report. The benefit of this step company is to find out more
about the applicant as an individual. The previous supervisor is called to
confirm this information for career highlights.
4. Background checks selection committee confirm the validity/truthfulness of
the applicant application Resume or the application form.
5. Physical examinations conducted to assure the fitness of applicant.
6. Job offer includes welcome, work timings, starting salary, work packages and
benefits.

Types of Induction Tests

Following are the types of Tests that are taken:

Written tests
Personality tests
Psychometric tests
Final interviews

Types of Hiring
Following are the two main types of hiring in the organization
1) Hiring directly
2) Hiring indirectly

Hiring Directly:
For direct hiring Mobilink GSM uses different tests. They apply different selection and
recruitment tools to select applicants. In selection they use psychometric tools named as
XYZ tool. In this tool they give different questions with 1, 2 and 3 answers and then
candidates have to chose one best answer for their question and then they have to rate all
three answers. Mobilink has specific system to get to the results of the test and with that
specific system they get exact answers of the test. This test has 60% to 70% importance to
choose the candidate. And further 30% to 40% is left for other procedure such as interviews.
This kind of hiring is mostly use for high grade and directors.

Hiring Indirectly:
For this type of hiring they use critical position. Indirect hiring is done when the company
requires someone urgently for business or for specific job. The company goes to the third
party (some kind of references example Rozi.pk) or they can give a better package to a good
working employee of some other company.

Hiring committee of Mobilink

Following are the people are part of Hiring Committee

Respective Department Head

Head Of Human Resource
President

Appointment letters
Mobilink appointment letter is sent to successful candidates that accept the term and
conditions of the company. At the time of confirmation the concern department sends the
feedback of confirmation; however certain other checks are also carried out.
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