Hiring Policy

Hiring Policy

Our company is committed to an effective recruitment process that attracts the best talent while
adhering to company and legal policies of equal opportunity employment.

The Employee Recruitment Policy outlines the guidelines for our managers and recruiting officials
to enable them to attract and select the best candidates and preserve the integrity of the hiring
process.

This Recruitment Policy is applicable throughout the organization and has the following precise
steps.

Hiring Need Analysis

• Concern HOD of a specific department will do the need analysis and justify the current
employee’s utility and proposed employee hiring.
• All hiring needs always need to be planned Quarterly and HODs are responsible to plan
the quarter of his/her department.

Hiring Request

• After hiring need analysis, the concerned HOD will generate the hiring request via email
to HR and Management.
• The hiring request should consist of the following so that effective hiring can be done.
o Position Title
o Proper Job description
o Location of job
o Educational requirements
o Experience requirements

Hiring Approval

• After generating hiring requests on the prescribed format, the management will review
the hiring needs and plan the budget in consultation with HR and the finance department
and share the approval accordingly.
• The HR department will also share feedback regarding internal hiring if relevant resources
are available

Role of HR Department

• After getting approval from management the HR department will advertise the job on
different platforms which are available
© Global Marketing Services GMS-HRD-M-002

Effective Date: Sept 26, 2022 Page 1 of 3

 Hiring Policy

o LinkedIn
o Indeed
o Company website
• After advertising, HR department will collect the CVs which already available in a database
or got from different job portals.
• After getting longlist of candidates based on the job description, HR Department will
share these with the concerned HOD’s for screening and identify potential CV`s
• The concerned HOD will share the shortlisted CVs with HR and then HR will start
conducting the initial interviews

Interviews

• There will be generally 3 rounds of interviews.

o Initial screening, to be done by HR Department
o Technical screening, to be done by HOD by evaluating the technical competencies
required to perform the job.
o Final screening, after successfully clearing the above two rounds the final
screening will be done by management (CEO).
• All interview rounds need to be documented and written feedback of all concerned
should be taken on an employment interview feedback form. No, the interview will be
considered as complete without sharing the proper feedback by the concerns including
CEO.

Candidate Finalizing

• After successful completion of the above steps, the top 2 or 3 candidates will be
shortlisted for the final job offer based on the feedback.
• After discussing with Management and the concerned HOD the job offer will be placed to
the right candidate with an acceptance deadline of 2 working days.

Employee File

• As soon as the candidate accepted the job offer and shares his/her joining date, the
employee file will be created and an onboarding checklist of prerequisites will be placed
in his/her file so that HR department will get all the relevant required documents from
the newly hired employee on time

Pre-onboarding

• After job acceptance by the candidate, the following pre-onboarding points need to be
taken care of before his/her first day at GMS.
o Laptop
© Global Marketing Services GMS-HRD-M-002

Effective Date: Sept 26, 2022 Page 2 of 3

 Hiring Policy

o Mobile Sim (If required)

o Email id (if required)
o Seat and table
o SAP id
o Business cards (if required)
o Stationery items
o Onboarding presentation (Regarding GMS)
o Employment contract and NDA for signatures

On the First day of joining

• Proper orientation to be given to his/her team by HOD

• Walk through the whole GMS facility with HR
• Proper orientation session needs to give in which key points of GMS policies will be
shared.

Plan for the first 90 Days

• Training and orientation plan for the first 90 days to be made by the respective HOD.
• Weekly reports by HODs as per KPI which must be defined by HOD before hiring in the
job description
• Regular jobs training to develop talent and skills as per department and tasks assigned
• For the best talent, we can plan online training sessions with reputed institutes or even
enrollment into institutes like LUMS or similar for short courses paid by the company for
HR development

Plan for the next 90 Days

• HR and one senior person nominated by CEO will conduct an interview /test to confirm
the person or extend for the next 3 months (90 days)
• The confirmation process will follow the same SOP for 6 months
• Regular training programs for all departments and employees to be placed for effective
utilization of skills
• After the orientation and on-the-job training after 90 days there should a presentation by
the new employee to present his or her training outcome

© Global Marketing Services GMS-HRD-M-002

Effective Date: Sept 26, 2022 Page 3 of 3