Answers For Recruitement

ANSWERS
I would start by explicitly mentioning that companies generally spend a lot more
time making HR Policies for recruitment rather than actually implying resources
and time in actually recruiting talent or spending resources in training talent and
so should not be the case with Petronet.
HR Policies can provide only a framework but if you deeply dwell into the HR
policies, you will find that they often serve as a hindrance to acquire talent.
So, Petronet should have a dedicated Recruitment team instead of employing

officers to do that. It will be helpful because recruitment which seems to be a
small task is actually an ongoing and never-ending task. The members of the
recruitment team should regularly scout for talent, i.e. talk to many people about
their interests, their hobbies and in turn make a note if they find something out of
box. A company never knows which person will turn out to be best fit for the job.
The best example of this is Netflix, whose HR Head continuously talked with many
people and by chance came across a coder working in a bank.
His worth was realized an year after and since the HR had scouted that talented
man, he was called for the interview and is now bringing in the company huge
profits.
It often seems that the company which recruits once in 2 years always has an
inclination towards not going for a dedicated recruitment team but having it
results in huge time saving and profits in the longer run.
Also, after every recruiting process, the company should ask the probable
employees to fill a feedback form which enlists questions like, how was the
process, what improvements do you expect etc.
By analyzing that data, a lot of deductions can be drawn about revamping the
recruitment process.
How the Aptitude Tests should be?
APTITUDE TESTS
The higher the position, the more likely the company is to go for aptitude tests
competence, work ethic, and emotional intelligence. Though employers still look
for evidence of those qualities in résumés, reference checks, and interviews, they
need a fuller picture to make smart hires. Research shows that tests for such
traits are much better predictors of performance than are years of experience or
education—the sort of data that candidates typically highlight in their
applications.
In recent years employers have also evaluated competence with situational

judgment tests (SJTs). Like aptitude tests, SJTs present problems to solve, but the
problems don’t have objectively correct answers
Many psychological studies demonstrate that EI is linked to overall job

performance, entrepreneurial talent and leadership talent.
Candidates might be asked whether they find other people’s sadness contagious,
for instance, and whether they tend to avoid upsetting situations. Their responses
help illuminates how empathetic and self-aware they are.
They also have a drawback that they can be practiced and caught hold of but still
they serve as the best means to pick out the best talent.
Now, let us first start with analyzing Petronet’s HR Policies.
Job vacancies are filled first with internal postings, and in the absence of the
same, they are filled up through outside sources.
NOTE: This should be carried on with as this instills confidence and a sense of
belongingness amongst the employees, moreover an external candidate may take
time to adept with the company culture which internal candidate will not.
The following factors should be taken into consideration during the process of
recruitment: - The approval of the Managing Director must be sought prior to the
appointment of an individual who has a relative (brother, sister, son, daughter,
first cousins - mothers and fathers side - already in the employment of the
company).
a. An individual who was employed by the company previously would be

considered for employment again only with the prior approval of the CEO &
MD.
The HR department can also initiate steps on the basis of its advanced manpower
planning and knowledge of vacancies to fill up various vacancies in consultation of
the department concerned. The HOD (HR) is responsible for internal job postings,
for placement of external advertisements, for referring qualified applicants and
for undertaking all phases of the selection and employment process including
prevailing statutory requirements of local/ state/ central governments.
The medical examination should cover HIV and Drug Test
NOTE: In today’s world, AIDS is not a terminal disease and can be suppressed until
a person’s natural death, so this clause might result in the company loosing on a
potential candidate. However, Drug Test is extremely essential.
The Functional Head will immediately inform the concerned Director with a copy
to the HOD (HR) regarding the resignation.
The Functional Head will then forward the resignation letter to the HOD (HR)
immediately for acceptance along with his comments.
The company additionally takes an “undertaking of secrecy” from the employee.

This is in the form of a formatted document, which is accepted and signed by the
employees at the time of joining the company in the presence of a witness who
also signs in the presence of the employee accepting the undertaking of secrecy.
Now, let’s see, how do companies recruit, there are various methods such as:
 JOB POSTINGS
 JOB REFERRALS
 ADVERTISEMENTS
 COLLEGE CAMPUS RECRUITMENT
 TRADE HUNTERS
Some companies work with a recruiter to find applicants, especially for higher
level jobs.
Other companies will use social networking sites and LinkedIn to recruit, in
addition to using traditional means of recruiting like posting help wanted ads in
newspapers and listing jobs on job boards like Monster or CareerBuilder.
Many employers, especially large companies, may not actively recruit candidates,
but do post open positions on their company website.
As part of the application process, candidates may be asked to take a Talent
Assessment Test to see if their background matches the company's requirements.
Job applications and test results will be reviewed and selected candidates will be
invited for a job interview.
Different types of recruiters
Headhunter
A headhunter is the term used to describe individual who works for an
employment agency that recruits qualified personnel for various jobs.
Headhunters actively seek qualified applicants for jobs using LinkedIn, social
media, online databases, networking and other sources. Here’s how headhunters
work.
Executive Recruiter
An executive recruiter specializes in hiring executive personnel. These types of
recruiters work solely with high level executives seeking management positions,
and the companies seeking employees for leadership roles. Here’s information on
executive recruiters.
Internal Recruiter
An internal recruiter works in the human resources department of a company or
organization. These recruiters hire employees for their own company. They may
also perform other human resources duties when not hiring new employees.
Now, let us examine how to recruit at different levels in the company.
First, let us start with the STAFF
A.
1. SS3 – Driver/Attendant/Security Guard/Caretaker/Pujari

Qualification: Obviously, not much qualification is needed, only 10th board

certificate and a little bit fluency in English will do.
Recruitment: They are often recruited through references and that should be
carried on with.
One thing should be done and i.e. a very short interview to judge the futuristic
employee’s nature should be conducted.
The questions which should be asked are personality-based questions like:
If there is a fire in the building and you have an emergency to attend at home
which also demands your immediate presence, what will you do?
If he answers that he will attend to company’s problem, he might be not a good

prospect and might also lie in future, but if he answers that he will attend to his
home’s problem, he might turn out to be a very bright prospect for the company.
B.
S2: Jr. [Technician, Plant Operator, Assistant, PA, Chemist]
Qualification:
1. ITI Degree in his or her respective field.
2. No mandatory work experience but a person with more than 2 years of work
experience should not be considered as he would expect a higher pay and there
will not be any value addition to the company or the person applying for job.
Recruitment:
Company should go for job postings on social media and ads in local newspapers
with company name, profile description and salary.
First round should be a test which tests the technical skills of the futuristic
employee.
Candidates should be shortlisted for the interview round in the ratio 1:3 with
three with 1 being the no. of people selected.
60 percent weightage should be assigned to the TEST
40 percent weightage should be assigned to the INTERVIEW
If a relative of a prospective employee is working, that prospective employee

should be given an additional 3 percent marks.
Referrals of only the current employees should be taken into account.

C.
S3: Technician, Plant Operator, Assistant, PA, Chemist
Qualification:
1. Diploma Degree in his or her respective field.
2. No mandatory work experience but a person with more than 2 years of work
experience should not be considered as he would expect a higher pay and there
will not be any value addition to the company or the person applying for job.
Recruitment:
Company should go for job postings on social media and ads in local newspapers
with company name, profile description and salary.
employee.
Candidates should be shortlisted for the interview round in the ratio 1:3 with
three with 1 being the no. of people selected.

should be given an additional 3 percent marks.
D. S4: Sr. [Technician, Plant Operator, Assistant, PA, Chemist]
E. S5: Supervisor
F. S6: Sr. Supervisor

Qualification: No extra qualification is needed, only the qualifications that are
required at the entry level S2-S3 is sufficient.
Recruitment: All these grades should strictly be promotion grades but if there is
an urgency and no one can be promoted, referrals should be considered of the
employees which should be followed by a short interview.
Promotions should be based strictly on performance and other factors should also
be considered like:
1. A feedback from the manager he or she reports to about his or her

performance and compatibility with the team.
2. A feedback from the fellow employees as what happens many a times is the
best performing employee is not able to work in a team as he likes working alone,
does not value others work and if he is given a leadership role, he might not be
able to control the team, which will eventually result in loss of resources.
Weightage to different factors:
1. Performance: 40%
2. Manager’s Feedback: 30%
3. Employee’s Feedback:30%
Having equal weightage assigned to employee’s feedback and manager’s

feedback will help in curbing both favoritism and bullying. The case of favoritism
will be taken care of by Employee’s feedback and the case of bullying will be
taken care of by Manager’s feedback.
If there is a tie, candidate with higher marks in performance which is an objective

criterion must be taken forward.
Now, let us examine OFFICERS:
A.
L0: Engineer, Officer, Officer (Law)
Qualification (Engineer): Full Time Bachelor’s Degree Engineering in respective

fields (like Mechanical, Chemical, Electrical, Civil, CSE, IT, Instrumentation etc.)
with Minimum 60% (or equivalent CGPA) from a recognized University/ Institute
approved by AICTE. Candidate must have at least 1 year of post qualification
experience and experience in Oil and Gas Industry will be preferred.
Qualification (MBA): Full Time Bachelor’s Degree Engineering in their respective

fields (like Mechanical, Chemical, Electrical, Civil, CSE, IT, Instrumentation etc.)
with Minimum 60% (or equivalent CGPA) from a recognized University/ Institute
approved by AICTE and Full Time MBA/PGDM in their respective fields (like
Marketing, Finance, HR, Operations etc.) with Minimum 60% (or equivalent CGPA)
from a recognized University/ Institute approved by AICTE. Candidate must have
at least 1 year of post qualification experience
Qualification (L.L.B): Full Time Bachelor’s Degree in law (L.L.B) with Minimum
60% (or equivalent CGPA) from a recognized University/ Institute approved by
AICTE. Candidate must have at least 1 year of post qualification experience.
Recruitment (Engineer): Company should go for campus interviews and if it does

not have the resources or time, there should be job postings on social media and
advertisements in English Newspapers with company name, profile description
and salary and can also go for both, whatever it deems fit.
Campus Interviews can be from Campuses from where the current employees
belong and from other campuses with which the company has good relations
with.
employee.
Second round should be a Chairman GD in a group of 8-10 people where each
person gets to be the chairman once and a different topic is given to each person
clandestinely which he or she has to explain to the team members and arrive at a
conclusion within a span of 5 minutes by taking the suggestion of the team
members into account. The topic should pertain to their domain and the current
problems ongoing in the company. This will be of great help in judging the
candidate’s acumen.
If a company goes for Campus Interviews, candidates should be shortlisted for the
interview round in the ratio 1:3 with three with 1 being the no. of people
selected.
Similar suit should be followed if there are online applications.
30 percent weightage should be assigned to the CHAIRMAN GD

should be given an additional 3 percent marks and a waiver of 5 %, i.e. 55%
should be the qualification criteria.
Now, if an already working employee completes part time Eng. While working in
Petronet and he has worked for at least 4 years, he can be considered for the
Officer Rank and in that case instead of CHAIRMAN GD, his past performance
should be given 30 Percent Weightage.
Recruitment (MBA): Company should go for campus interviews and if it does not
have the resources or time, there should be job postings on social media and
advertisements in English Newspapers with company name, profile description
and salary and can also go for both, whatever it deems fit.
Campus Interviews can be from Campuses from where the current employees
belong and from other campuses with which the company has good relations
with.
employee.
Second round should be a Chairman GD in a group of 8-10 people where each

person gets to be the chairman once and a different topic is given to each person
clandestinely which he or she has to explain to the team members and arrive at a
conclusion within a span of 5 minutes by taking the suggestion of the team
members into account. The topic should pertain to their domain and the current
problems ongoing in the company. This will be of great help in judging the
candidate’s acumen.
If a company goes for Campus Interviews, candidates should be shortlisted for the
interview round in the ratio 1:3 with three with 1 being the no. of people
selected.
Similar suit should be followed if there are online applications.
30 percent weightage should be assigned to the CHAIRMAN GD

should be given an additional 3 percent marks and a waiver of 5 %, i.e. 55%
should be the qualification criteria.
Now, if an already working employee completes part time Eng. And M.B.A While
working in Petronet and he has worked for at least 6 years (as a whole), he can be
considered for the Officer Rank and in that case instead of CHAIRMAN GD, his
past performance should be given 30 Percent Weightage.
NOTE: Work Experience as a whole should be considered, i.e. it does not matter if
the experience is after B.Tech or MBA since no specific experience is required.
Recruitment (L.L.B): Recruitment can be done by referrals, referral of any working
employee can be considered and also there should be newspaper advertisement.
Shortlisting should be followed by Direct Interviews and if there are too many
applications, a test testing technical skills and compatibility can be taken and in
that scenario, test should be an eliminating criterion, i.e. only 5 persons should be
taken forward from the test round if there is only one position available.
If an internal candidate completes L.L.B while working in Petronet, he should not

be considered for the Officer role as working in a law firm or High Court is of
utmost importance for this position.
B.
L1: Sr. Officer
Qualification: Full Time Bachelor’s Degree Engineering in their respective fields

(like Mechanical, Chemical, Electrical, Civil, CSE, IT, Instrumentation etc.) with
Minimum 60% (or equivalent CGPA) from a recognized University/ Institute
at least 4 years of post-qualification experience.
4 Years of experience after Post Graduation will be beneficial otherwise a

relaxation of 1 year can be given, i.e. 1 year after B.Tech and 3 years post MBA if
the work experience is not in Oil or Energy sector and a relaxation of 2 years can
be given if the work experience is in Oil and Energy Sector, however no relaxation
in no. of years of experience should be given.
Recruitment: It should be done by posting job openings on LinkedIn and giving

advertisements in English Newspapers.
A Psychometric TEST followed by an Interview should be done for selecting a

candidate
Weightage assigned should be:
Psychometric Test: 40 %
Interview: 60%
For the Interviews, candidates should be shortlisted for the interview round in the
ratio 1:3 with three with 1 being the no. of people selected.
No one from the STAFF level should be promoted directly to L1, Senior Officer
Position.
Due Promotions should be given to the internal Candidates.

A relaxation of maximum 1 year of experience can be given to Internal Candidates
if post is also opened for them, rest of the criteria remains same.
Campus Interview will obviously not be considered for this post.

C.
L2: Deputy Manager

at least 9 years of post-qualification experience in Oil and Gas Sector.
No relaxation must be given in terms of Post Qualification Experience.
However, if internal candidates are considered, they can be given a relaxation of

maximum 2 years provided they have at least 2 years of work experience after B.
Tech


candidate
Interview: 60%

D.
L3: Manager


Tech


candidate
Interview: 60%

E.
L4: Sr. Manager


Tech


candidate
Interview: 60%

F.
L5: Chief Manager


Tech


candidate
Interview: 60%

G.
L6: General Manager


Tech


candidate
Interview: 45%
This should be done because as we move up the ladder, it becomes of utmost

importance to test a person’s compatibility and leadership skills rather than his
technical know-how.
As mentioned earlier, as we go up the ladder, psychometric tests become of

utmost importance and they can serve as the best criteria instead of only eyeing
for interviews.
H.
L7: Vice President
Qualification: Candidate must have at least 15 years of post-qualification

experience in Oil and Gas Sector and at least 2 years of experience as General
manager

Tech


candidate
Interview: 25%

technical know-how.

I.
L8: Senior Vice President

experience in Oil and Gas Sector and at least 2 years of experience as Vice
President

Tech


candidate
Interview: 25%

technical know-how.

J.
L9: President

experience in Oil and Gas Sector and atleast 2 years of experience as Senior Vice
President.

Tech


candidate.
Interview: 25%

technical know how.
External Recruitment for the post of President should be done only when the
company needs an abruption, otherwise internal candidates should be
promoted.
One more thing should be practiced is that a pool of 3-4 Senior Vice Presidents
should be there who should be promoted to the position of President for a span
of two years, however if a President performs exceptionally well, his or her
tenure can be extended by 1 year and if he doesn’t perform well at all, his
tenure can be reduced by half a year. Though, this will result in extra cost for
the company, it will be a lot helpful in longer term as the company will not
become dependent on any President and can function effectively for much
longer time. Moreover, it will also help in creating an environment of
competition at higher level which is generally absent.

Answers For Recruitement

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ANSWERS

So, Petronet should have a dedicated Recruitment team instead of employing

In recent years employers have also evaluated competence with situational

Many psychological studies demonstrate that EI is linked to overall job

a. An individual who was employed by the company previously would be

The medical examination should cover HIV and Drug Test

The company additionally takes an “undertaking of secrecy” from the employee.

Different types of recruiters

First, let us start with the STAFF

1. SS3 – Driver/Attendant/Security Guard/Caretaker/Pujari

Qualification: Obviously, not much qualification is needed, only 10th board

The questions which should be asked are personality-based questions like:

If he answers that he will attend to company’s problem, he might be not a good

S2: Jr. [Technician, Plant Operator, Assistant, PA, Chemist]

1. ITI Degree in his or her respective field.

60 percent weightage should be assigned to the TEST

40 percent weightage should be assigned to the INTERVIEW

If a relative of a prospective employee is working, that prospective employee

Referrals of only the current employees should be taken into account.

S3: Technician, Plant Operator, Assistant, PA, Chemist

1. Diploma Degree in his or her respective field.

60 percent weightage should be assigned to the TEST

40 percent weightage should be assigned to the INTERVIEW

If a relative of a prospective employee is working, that prospective employee

Referrals of only the current employees should be taken into account.

D. S4: Sr. [Technician, Plant Operator, Assistant, PA, Chemist]

F. S6: Sr. Supervisor

1. A feedback from the manager he or she reports to about his or her

Weightage to different factors:

Having equal weightage assigned to employee’s feedback and manager’s

If there is a tie, candidate with higher marks in performance which is an objective

L0: Engineer, Officer, Officer (Law)

Qualification (Engineer): Full Time Bachelor’s Degree Engineering in respective

Qualification (MBA): Full Time Bachelor’s Degree Engineering in their respective

Recruitment (Engineer): Company should go for campus interviews and if it does

Similar suit should be followed if there are online applications.

30 percent weightage should be assigned to the TEST

30 percent weightage should be assigned to the CHAIRMAN GD

40 percent weightage should be assigned to the INTERVIEW

If a relative of a prospective employee is working, that prospective employee

Referrals of only the current employees should be taken into account.

Second round should be a Chairman GD in a group of 8-10 people where each

Similar suit should be followed if there are online applications.

30 percent weightage should be assigned to the TEST

30 percent weightage should be assigned to the CHAIRMAN GD

40 percent weightage should be assigned to the INTERVIEW

If a relative of a prospective employee is working, that prospective employee

Referrals of only the current employees should be taken into account.

If an internal candidate completes L.L.B while working in Petronet, he should not

L1: Sr. Officer

Qualification: Full Time Bachelor’s Degree Engineering in their respective fields

4 Years of experience after Post Graduation will be beneficial otherwise a

Recruitment: It should be done by posting job openings on LinkedIn and giving

A Psychometric TEST followed by an Interview should be done for selecting a

Weightage assigned should be:

Due Promotions should be given to the internal Candidates.

Campus Interview will obviously not be considered for this post.

L2: Deputy Manager

Qualification: Full Time Bachelor’s Degree Engineering in their respective fields

No relaxation must be given in terms of Post Qualification Experience.

However, if internal candidates are considered, they can be given a relaxation of

Recruitment: It should be done by posting job openings on LinkedIn and giving

A Psychometric TEST followed by an Interview should be done for selecting a