Procedure for Human Resource

HR-SOP-02

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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 subgroups of the same region.

Procedure for Human Resource

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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.

Procedure for Human Resource

HR-SOP-02

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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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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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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.