City Applicants Offered

Lahore 24000 25
Karachi 17000 15

Islamabad 15000 13

Peshawar 10000 10
Quetta 7000 9

Total hiring 70
Contents
RECRUITMENT AND SELECTION PROCESS: ........................................................................ 3
SOURCES: ..................................................................................................................................... 4
TIME SCHEDULE FOR THE HIRING PROCESS: ..................................................................... 4
MANPOWER REQUIREMENT REQUISITION FORM ............................................................. 5
Signature of hiring manager............................................................................................................ 6
Signature of the authorized signatory ............................................................................................. 6
JOB AVERTISEMENT: ................................................................................................................. 6
C’Vs RECIEVED FROM ABOVE SOURCES: ............................................................................ 7
INITIAL SCREENING OF C’Vs: .................................................................................................. 8
TIME TABLE FOR CONDUCTING TEST: ................................................................................. 9
APPTITUDE TEST: ....................................................................................................................... 9
COMPETENCY INTERVIEW: ................................................................................................... 10
The group can be divided into subgroups ............................................................................. 11
Someone can try to impose their judgment........................................................................... 11
Performance can decrease ..................................................................................................... 11
Some people can cause problems ......................................................................................... 11
The team could waste too much time ................................................................................... 11
RATING SCALE- SELECTION CRITERIA: ............................................................................. 14
SHORT LIST AFTER COMPETENCY INTERVIEW: .............................................................. 15
ASSESMENT CENTER:.............................................................................................................. 16
AFTER ASSESMENT SHORT LISTED CANDIDATES: ......................................................... 17
SHORTLISTED IN PANEL INTERVIEW: ................................................................................ 18
FINAL SHORTLISTED: .............................................................................................................. 19
RECRUITMENT & SELECTION COST: ................................................................................... 20
COST PER HIRE:......................................................................................................................... 20
OFFER ACCEPTED RATE: ........................................................................................................ 21
YEILD RATIO: ............................................................................................................................ 21
RECRUITMENT YEILD RATIO: ............................................................................................... 21
RECRUITMENT YEILD PER SOURCE: ................................................................................... 22
RECRUITMENTANDSELECTIONPROCESS:

NEED
COMPETENCY INTERVIEW SHORT LIST

JOB ANALYSIS

SHORT LIST ASSESMENTCENTRE

 JOB DESCRIPTION
 JOB SPECIFICATION APTITUDE TEST

SHORT LIST

RECRUITMENT REQUEST INITIAL SCREENING OF CV’S

FINAL INTERVIEW

JOB ADVERTISEMENT RECIEVED CV’S

OFFER LETTER

APPOINTMENT LETTER
SOURCES:

 LinkedIn
 Rozee.pk
 Employee referrals
 Facebook
 Newspaper

TIME SCHEDULE FOR THE HIRING PROCESS:

Schedule Timing gap of days

1. Advertisement posting 03 June 2019 15 days gap for shortlisting
2. Deadline
17 June 2019

3. Aptitude Test Date 28 June 2019 20 Days gap for Checking

Papers
4. Result Announcement
18 July 2019 2 Days gap for
shortlisting

5. Competency Interviews 20 July – 23 July 2019 2 Days gap for shortlisting and
informing through Email

6. Assessment Test 25 July – 27 July 2019 3 Days gap for shortlisting and
informing through Email

7. Panel Interviews 30 July – 10 August 2019 7 Days gap for shortlisting and
8. Final interview Background Checking

9. Offer Letter 17 August – 25 August

10. Appointment Letter

27 August 2019

Total time to hire OUR RECRUITMENT AND

SELECTION PROCESS
WILL TAKE
APPROXIMATELY 90 DAYS
 TO COMPLETE.

MANPOWER REQUIREMENT REQUISITION FORM

Date of requirement:

Requested by:

Job title: Division:

No. of requirements: Required by:

JOB DETAILS:

Tenure: Temporary /Permanent

Qualification required/desired:

Experience desired (if any):

Location:

Total strength budgeted for the department: Total strength existing:

FOR THE REQUESTED JOB TITLE: PAY SCALE FOR THE POSITION:

Budgeted number:

Existing number:

Vacancies:

Reason for requirement: (Tick the  Resignation/Termination/Death/Re-

appropriate) location (for whom)
 Cost Factors
 Additional work Load (Quantify it)
 Business Growth/Static Level
 For reduction in work Load (Quantify
 Any other reason, please specify
it)
  Existing Members reached saturation  Re-structuring
level in Knowledge and Skill
Signature of hiring manager
Approved / Not approved:

Signature of the authorized signatory

JOB AVERTISEMENT:

JOB ADVERTISEMENT:

BATA PVT LTD plans to induct fresh graduates in all subjects across the country from reputable
institutions for the position of Management Trainee Officers (MTO).
The program is designed for young, energetic and career oriented graduates, who are enthusiastic
to start their career with an organization which provides them excellent learning and growth
opportunities.
Eligible candidates must meet the following specifications:
QUALIFICATION: REQUIRED SKILLS:

o Master's in o
Highly Motivated and Capable to support
Business/Management/Administrative new initiatives.
Sciences or Equivalent with minimum o Must have advance knowledge of
2.8 CGPA/70% marks from HEC Computers.
recognized University/Institute. o Proficient in written & verbal
communication (Both in English and
o
BBA/BS (Hons.) in Urdu).
Business/Management/Administrative EXPERIENCE:
Sciences or Equivalent with minimum
3.0 CGPA/70% marks from HEC o Fresh
recognized University/Institute. o If candidate have experience it will
MAXIMUM AGE: be a plus point.

o 20-25 Years LAST DATE TO APPLY:

o 17 June 2019
C’Vs RECIEVEDFROM ABOVESOURCES:

City LinkedIn Rozee.pk Employee Facebook Newspaper Total

referrals

Lahore 3000 9000 3000 1000 7000 23000

Karachi 4000 3000 2500 700 5000 15200

Islamabad 3000 4000 2000 1000 4000 14000

Peshawar 3000 3000 2000 500 1000 9500

Quetta 2000 2000 1000 300 1000 6300

From above it is concluded that by using 5 different sources we received C’vs from different
cities, from Lahore 23000/24000,from Karachi 15200/17000, from Islamabad 14000/15000,
from Peshawar 9500/10000, and finally from Quetta 6300/7000.
 Chart Title

70000
60000
50000
40000
30000
20000
10000
0
LinkedIn Rozee.pk Employee Facebook Newspaper Total
referrals

Lahore Karachi Islamabad Peshawar Quetta

INITIAL SCREENING OF C’Vs:

City LinkedIn Rozee.pk Employee Facebook Newspaper Total

referrals

Lahore 2000 4000 2000 1000 6000 15000

Karachi 3000 2000 1500 500 3000 10000

Islamabad 1000 2000 1000 500 1500 6000

Peshawar 500 1000 500 500 500 3000

Quetta 250 200 100 150 300 1000

From above it is concluded that by using 5 different sources we done initial screening of C’vs
from different cities, from Lahore 15000/24000,from Karachi 10000/17000, from Islamabad
6000/15000, from Peshawar 3000/10000, and finally from Quetta 1000/7000.
TIME TABLEFOR CONDUCTING TEST:

City Venue Date Test Timings Cost

Lahore Examination Hall, 28-06-2019 9:00am to 25,000
University of the Punjab 11:00am
Karachi Examination Hall, 30-06-2019 9:00am to 30,000
Agha Khan University 11:00am
Islamabad Examination Hall, 2-06-2019 9:00am to 30,000
Quaid-e-Azam University 11:00am
Peshawar Examination Hall, 04-06-2019 9:00am to 25,000
Islamia College University 11:00am
Quetta Examination Hall, 6-06-2019 9:00am to 15,000
University of Balochistan 11:00am

APPTITUDE TEST:

Shortlisting:
City Applicants Initial Screening Shortlist after aptitude Test
Lahore 24000 15000 800
Karachi 17000 10000 600
Islamabad 15000 6000 450
Peshawar 10000 3000 200
Quetta 7000 1000 100

By taking written test of the applicants, the applicants pass the written test we shortlist them as
from Lahore 800, Karachi 600, Islamabad 450, Peshawar 200, Quetta 100. Now these shortlist
applicants will move to the next step named as competency Interviews.
 Chart Title

25000

20000

15000

10000

5000

0
Lahore Karachi Islamabad Peshawar Quetta

Applicants Initial Screening Shortlist after aptitude Test

COMPETENCY INTERVIEW:

Candidate Name: -------------------- Position Title: ---------------

1. Creative Thinking.

Pros Cons

1. Freedom: There is no right or wrong way to be
creative. When we create, it gives us the opportunity
to engage with the world without judging ourselves.
To return to the feeling of freedom we may have
experienced during childhood
2. Self-awareness and Expression: Creativity is the
route to authenticity. As we create we begin to access
our thoughts, feelings and beliefs
3. Faith and confidence in our instincts: When we
create, we may start to value our work, even if it is
not published, displayed or presented to the public.
4. Stress Relief: Being creative is meditative. Taking
the time to use our hands, minds, and energy doing
something we enjoy and that makes us happy is of
Your failures will also be seen by many.
Potential for embarrassment.
Everything is a trial and error process.
Without taking chances, you can't experience new
things.
maybe the rules are not appropriate
Without precedents, you won't know how something
will work out.
You may alienate yourself.
highest importance in life.

5. Problem solving: There isn't a manual to being an With great risk comes great reward.
artist, and there isn't a manual for being alive. The rules may be holding back you’re potential.
Obstacles and challenges throughout life are
inevitable

 Questions related creative thinking.

1. What is the most creative or innovative project you have worked on?
2. When have you taken an existing process and used your own creativity to make it
better?
3. Tell me about a time when you created a unique idea or solution, and it was rejected
by your colleagues. How were you able to bounce back?
4. Tell me three things I don't know about you.
5. What were you hired to do?

2. Teamwork.

Pros Cons

1.Better Outcomes: Teamwork can lead to better The group can be divided into subgroups
business outcomes because the team can bring more
resources
2. Efficiency: When a team is able to work well Someone can try to impose their judgment
together they accomplish more than individuals can do
alone.
3. Better Ideas: A good team is made up of diverse Performance can decrease
members. When these members apply different skills
to the same problem
4. Mutual support: When teams work well together Some people can cause problems
they are supportive of one another.

5.Sense of Accomplishment: When members of a team The team could waste too much time
work to achieve specific goals, there is often a greater
sense of accomplishment

 Questions related teamwork.

1. Have you ever had difficulty working with a manager?
2. How would you describe your ability to work as a team member?
3. Do you feel more energized when you are working alone or when you are working as part of
a team?

4. Have you been a member of a team that struggled or failed to accomplish its goal? If so, what
assessment did you make of the reasons for the failure?

5. Have you ever had an experience where there were issues or strong disagreement among the
team members? What did you do?

3. Communication

Pros Cons

1. It opens up additional avenues for creativity to
drive down.
Humans are intricate beings who have amazing
stories to tell. The experiences that we each have are
unique to ourselves
2. It closes the distance that exists between two
people or groups.
Communication ultimately allows one person or
group to step into the shoes of someone else, even if
it is only for a brief period of time.
3. Workplace communication can inspire
innovation.
What is unique about human communication is that
it conveys information. Humans are like sponges,
absorbing little bits of data and influence from those
who are around them every day.
4. It happens quickly and requires little in the way of
time investment.
In the past, it was almost a necessity for remote
teams to work independently of one another because
of communication limitations.
5. Communication build better relationships and
friendly environment.
Sometimes communication is more about deception.
One of the harsh truths about the workplace is that
there are always politics in play.
It can tear people apart.
Communication can be helpful in bringing people
together, but it can also drive a wedge between them
as well. There is such a thing as too much honesty.
. It creates too much connectivity at times.
Some communication in the workplace is a good
thing. With modern technology, however, many
workers are hyper-connected to each other
Communication can be difficult to decipher at times
Workplace communications today can be limited and
fast, making it difficult to figure out what is being
said or what the purpose of the intentions happen to
be.
Communication creates differences while using
harsh words at workplace.
  Questions related communication.

1. How do you prefer to build rapport with others?

2. How would you go about explaining a complex idea/problem to a client who was already
frustrated?
3. What would you do if you misunderstood an important communication on the job?
4. Is it more important to be a good listener or a good communicator?
5. How to Communicate Effectively?

4. Leadership

Pros Cons

1. When you are the leader you can drive the vision
and create the culture.
2. You get to bring the energy and enthusiasm.
The buck stops with you. You have to take
responsibility for leading a team and the results fall
back on you. Good or Bad. You have to be able to
handle that stress and elevate your entire team’s
performance
You have to be able to handle large amounts of
stress which can come from different angles.
Customers, employee issues, service or product
issues and be able to juggle various tasks.

3. If you lead right you can be authentic.
4. You get to lead by example. People rally around a
leader who is willing to lead from the front.
You have to be comfortable being the “lead singer”.
You are the focal point for good and bad. You are
going to be the face of your team or company so you
have to enjoy that to some degree or at least be
comfortable with that.
You can’t control everything. Business is hard and
success is never guaranteed.

 Questions related leadership.

1. How do you monitor the performance of the people that you have to lead?
2. How do you respond to criticism?
3. How do you handle disagreements with co-workers?
4. How do you measure your own performance at work?
5. What can you do to motivate a team?
RATING SCALE- SELECTION CRITERIA:

0 No evidence No evidence reported.

1 Poor Little evidence of positive indicators mostly

Negative indicators many decisive.

2 Areas for concern Limited number of positive indicators many negative indicators one or
more decisive.

3 Satisfactory Satisfactory display of positive indicators some negative indicators but

none decisive.

4 Good to excellent Strong display of positive indicators.

Candidate signature supervisor signature

------------------------ -------------------------
SHORT LIST AFTER COMPETENCY INTERVIEW:

City Applicants Shortlist after aptitude Test Shortlist after Competency

Interview

Lahore 24000 800 500

Karachi 17000 600 300
Islamabad 15000 450 300
Peshawar 10000 200 100
Quetta 7000 100 45

By taking Competency Interviews of the applicants, the applicants pass the written test we
shortlist them as from Lahore 500, Karachi 300, Islamabad 300, Peshawar 100, Quetta 45. Now
these shortlist applicants will move to the next step named as Assessment test.

Chart Title

25000

20000

15000

10000

5000

0
Lahore Karachi Islamabad Peshawar Quetta

Applicants Shortlist after aptitude Test Shortlist after Competency Interview

ASSESMENT CENTER:

Schedule Activity Topics Timing

It will be done by 2 Make a working Suppose a volunteer

groups at the same time environment, and put from you is HR
to compare their yourself on those roles Manager and other are
performance with each under him, in your
other to get best results office at that time very 20 minutes each group
from 20 candidates much pressure of work
There are 10 members how you people handle
in both groups it with cold mind?
10 people will present Present in the front of Give opinion about the
individually. assessor. government of PTI. 5 minutes each
candidate
It will be done by 2 Present case study in
groups at the same time front of assessor. Human resource
to compare their functions
performance with each implementation in
other to get best results batapvt ltd. 20 minutes each group
from 20 candidates
There are 10 members
in both groups.
10 people will present Present in the front of What is self?
individually. assessor. 5 minutes each
candidate
10 people will present Present in the front of Impact of smart phone
individually. assessor. on the life of youngers. 5 minutes each
candidate
It will be done by 2 Present case study in
groups at the same time front of assessor Recruitment and 20 minutes each group
to compare their selection or HR at ptcl.
performance with each
other to get best results
from 20 candidates
There are 10 members
in both groups
10 people will present Present in the front of Role of HR in any
individually. assessor. organization. 5 minutes each
candidate

So here we access 100 candidates in pu examination hall in 80 minutes on the day of Saturday.
Our assessors are 5 members from different departments, and they all are on manager post who
asses the candidates.
AFTER ASSESMENT SHORT LISTED CANDIDATES:

City Applicants Shortlist after Shortlist after Shortlist after

aptitude Test Competency Assessment
Interview
Lahore 24000 800 500 300
Karachi 17000 600 300 200
Islamabad 15000 450 300 215
Peshawar 10000 200 100 77
Quetta 7000 100 45 35

By taking Assessing the applicants, the applicants pass the step we shortlist them as from Lahore
300, Karachi 200, Islamabad 215, Peshawar 77, Quetta 35. Now these shortlist applicants will
move to the next step named as Panel Interview.

Chart Title

25000

20000

15000

10000

5000

0
Lahore Karachi Islamabad Peshawar Quetta

Applicants Shortlist after aptitude Test Shortlist after Competency Interview Shortlist after Assessment
SHORTLISTED IN PANEL INTERVIEW:

City Applicants Shortlist after Shortlist after Shortlist after Shortlist

aptitude Test Competency Assessment after
Interview Panel
Interview
Lahore 24000 800 500 300 125
Karachi 17000 600 300 200 113
Islamabad 15000 450 300 215 45
Peshawar 10000 200 100 77 23
Quetta 7000 100 45 35 19

By taking panel interviews from the applicants, the applicants pass the step we shortlist them as
from Lahore 125, Karachi 113, Islamabad 45, Peshawar 23, Quetta 19. Now these shortlist
applicants will move to the next step.

Chart Title

25000
20000
15000
10000
5000
0
Panel Interview
Applicants Shortlist after Shortlist after Shortlist after Shortlist after
aptitude Test Competency Assessment
Interview

Lahore Karachi Islamabad Peshawar Quetta

 FINAL SHORTLISTED:

City Applicants Shortlist Shortlist after Shortlist Shortlist

after Competency after after Total
aptitude Test Interview Assessment Panel Hired
Interview
Lahore 24000 800 500 300 125 40
Karachi 17000 600 300 200 113 20
Islamabad 15000 450 300 215 45 10
Peshawar 10000 200 100 77 23 15
Quetta 7000 100 45 35 19 5
Total 90

We do a contract with the centers for competency, assessments and panel interviews with the
budget and low cost benefits. After the panel interview we send offer letters and appointment
letters to the selected applicants. 70 hires and 20 on bottom line

Shortlist after Total Hired

90
80
70
60
50
40
30
20
10
0
125 113 45 23 19 Total
300 200 215 77 35
500 300 300 100 45
800 600 450 200 100
24000 17000 15000 10000 7000
Lahore Karachi Islamabad Peshawar Quetta
Some formulas to check our cost for whole procedure:

RECRUITMENT & SELECTION COST:

{Advertisement+ staff referrals +assessment center +travel cost}

Advertisement =5000
Staff referrals = 2500
Assessment center = 50000
Travel cost = 3000
Then,
Advertisement+ staff referrals +assessment center +travel cost
{5000+2500+50000+3000}= 60500

COST PER HIRE:

{Recruitment & selection cost +recruiters pay /No. of hires}

Recruitment & selection cost= 60500
Recruiters pay = 20000 per recruiter/assessor
So, as we have 5 assessors then, 20000*5 = 100000
No of hires = 70
Recruitment & selection cost +recruiters pay /No. of hires
{60500+100000/70}= 2293
OFFER ACCEPTED RATE:

{No of offer accepted/ no of offer made*100}

No of offer accepted = 70
No or offer made = 70

So then by putting values,

No of offer accepted/ no of offer made*100
70/70*100= 100%

YEILD RATIO:

{No of candidates who successfully completed the stage /total no of candidates who entered in
this stage}

No of candidates who successfully completed the stage =70

Total no of candidates who entered in this stage = 73000

70/73000 = 0.0009589%

RECRUITMENT YEILD RATIO:

{C’vs found suitable as per shortlisting/total no to b hired}

C’vs found suitable as per shortlisting = 35000

Total no to be hired = 70

35000/70 = 500

RECRUITMENT YEILD PER SOURCE:

{Total hired/C’vs refer from source *100}

FACEBOOK:
70/6750*100 =1.037%

ROZEE.PK:
70/9200*100 = 0.760%

EMPLOYEE REFFERALS:

70/5100*100 =1.372%

LINKED-IN:

70/2650*100 = 2.641%

NEWSPAPER:

70/ 11300*100 = 0.619%