HIRING OF EMPLOYEE

STANDARD OPERATING PROCEDURE

Document Attributes
Document no OCW/SOP/0001.1
Approval taken from CEO
SOP Drafted by Human Resources
Effective from date

Objective: One Co.Work believes that hiring qualified individuals to fill positions contributes to the overall
success of the company. Each employee is hired to make significant contributions in the organisation

Scope: HR to Recruit employee with responsibility and accountability.

 Once candidate Identifying the
is selected in hiring needs
final round, HR from HR will discuss
If Business Management
Head shortlists will roll out the the
the candidate, offer. requirement
HR will with Hiring
schedule Final Manager
round with
CEO/CFO

If Department HIRING CYCLE Depending on

Head shortlists opening, HR will
the candidate, HR create JD & get
will schedule 3rd it approved by
Round with Hiring Manager
Business Head

HR will take 1st

Once JD is
Round of HR will shortlist
approved, HR
interview, if candidates over
will start
shortlisted, will phone first, then
recruiting on
process for 2nd will schedule
different portals/
round with interview for face-
reference
Department Head face meeting
Procedure for Hiring :

1. Identifying the Hiring needs: The hiring process begins by identifying a need within the organization. This need could
vary from filling a vacated position, better managing a team’s workload, or expanding the reach of organizational tasks.
Positions are, in other words, either newly formed or recently vacated.

2. Create a Recruitment Plan : Once we identifies a hiring need, it should begin with recruitment. In the case of newly
formed positions, Management should clearly identify how the new role aligns with its goals and business plan. It’s
important that all those involved in the hiring decision agree to the hiring process, steps, and appropriate communication
channels. Recruitment also includes strategizing how to advertise the new position, both internally and externally;
criteria for initial candidate screening; what the interview process will look like; and who will conduct interviews.

3. Prepare Job Description :The HR should start by generating a job description that includes a prioritized list of job
requirements, special qualifications, desired characteristics, and requisite experience. The job description should also
include information regarding salary and benefits.

4. Recruit the position: Beyond job posts, the HR should reach out directly to desirable candidates via LinkedIn, social
media, and job fairs. Active recruitment will help generate applications from potential candidates who are not actively
searching for new jobs but may be perfect for the available position.
5. Screening/ Reviewing of Application: HR will re view each applications and eliminate any candidate who does not meet
the minimum requirements for the position or the company more generally. Once a batch of qualified applications are
assembled, the HR should review the remaining candidates and identify those they want to interview.

6. Initial Screening: Initial interviews begin with phone calls with HR. Phone interviews determine if applicants possess the
requisite qualifications to fill the position and align with an organization’s culture and values.

7. Interviews : There will be 4 rounds of interviews:

1.HR Round :First round will be focus on applicants’ experience, skills, work history, and availability, how fit the applicant is
for the role. If HR finds applicant not good, he/she will be rejected. If applicant is good, 2nd round will be scheduled.

2.Department Lead/ Head: In this round, the concerned department lead will evaluate applicants work and how good
he/she will be for organization. If Department lead/ Head did not find applicant good, they will inform HR .

3.Business Head: In this round, Business Head will evaluate all the aspects. If Business Head did not find the applicant good,
HR should be informed.
4. CEO/ CFO : Final round will be with CEO/ CFO. If applicant not selected, HR will inform the applicant.

8. Background Check: Background checks review candidates’ criminal record, verify employment history and eligibility.
9. Decision : After conducting background the HR identifies their top choice. The HR should also select a backup candidate,
in case the top choice declines the offer or negotiations fail to produce a signed offer letter.

10. Offer Letter: Once a top candidate is identified, the HR should roll out offer with the approval of Management.