Hiring and Selection policies & processes:
Policy Brief:
MBL recognises a robust and professional approach to recruitment and selection helps us to
attract and appoint individuals with the necessary skills and attributes to fulfil our aims and
support our business goals.
All appointments should be made on the Principle of Merit, compliance with all relevant
Federal & State Legislation and adherence to this policy and related processes.
Our Business recruits’ people via the following methods:
Internal
External
Employee Referred
We are committed to our equal opportunity policy at every selection stage. Hiring teams
should aim for a well-planned and discrimination-free hiring process.
Scope:
This procedure encompasses all activities that form part of recruitment and selection process.
The procedure is applicable only upon the management staff (i.e. other than labor/worker)
exist here at Mehran Bottlers Pvt. Limited.
Policy elements
Generally, hiring teams could go through the following steps:
Identify requirement for an opening
Decide whether to hire internally or externally
Review the job description and draw up a job advertisement
Select appropriates sources (external or internal) for posting the opening
Decide on the selection phases and possible time-frame
Proceed through all selection phases
Conduct background investigation/check
Select the most appropriate candidate
Make a job offer
Hiring managers may expel/include steps as appropriate. The first five phases are obligatory
in each recruiting procedure.
Responsibilities:
The Manager HR/Admin ensures that all new or transferred employees meet the competency
criteria required for the position.
, The procedure will act as an instrument to identify and ensure the selected candidate best
suited for the job. All the concerned authorities mentioned herein will ensure that the
recruitment and selection of staff is conducted in a professional, timely and responsive
manner in compliance with the current policies and procedure. Following are the participants
who may involve in the recruitment and selection process.
1. Manager HR/ADMIN: The person in position is authorized to provide the approvals
under close guidance of CEO and ensures the overall activities and functions are in
adherent and complied with policies, procedures and practices as per ISO standards.
2. Officer HR/ADMIN: The person in position is responsible to assist Manager
HR/Admin and to coordinate each and every step involved in recruitment and
selection process.
3. Departmental Heads: All respective HODs will participate in recruitment and
selection process as and when required so, for their departmental hiring.
PROCEDURE:
1) Employee Requisition Form:
Employee Requisition form (MBL/HR‐Rec/001) is a formal request to hire a
Candidate and must incorporate all the information required to proceed with the Recruitment
and selection process. Whenever a position is created or becomes vacant, Employee
Requisition Form (MBL/HR‐Rec/001) has to be initiated by the Departmental Head and
submitted to the Human Resource department to start the recruitment process for the vacant
job which needs to be fulfilled. The position will comprehensively reviewed to ensure the
proper classification.
Vacant position includes:
• New position which is to be filled for the first time.
• Replacement on the account of separation, transfer and promotion process.
2) Requisition Approval:
Budgeted Position:
Whatsoever new or replaced position, needs to be approved by CEO to proceed further.
Un-Budgeted Position:
In case, if the position is un‐budgeted, requisition needs to be approved by the
Directors/CEO.
3) New Position:
For all new positions, a job description and person specification have to be developed and
must be provided to HR department from respective HOD. These documents set out the
duties and skills required to fill in.
Policy Brief:
MBL recognises a robust and professional approach to recruitment and selection helps us to
attract and appoint individuals with the necessary skills and attributes to fulfil our aims and
support our business goals.
All appointments should be made on the Principle of Merit, compliance with all relevant
Federal & State Legislation and adherence to this policy and related processes.
Our Business recruits’ people via the following methods:
Internal
External
Employee Referred
We are committed to our equal opportunity policy at every selection stage. Hiring teams
should aim for a well-planned and discrimination-free hiring process.
Scope:
This procedure encompasses all activities that form part of recruitment and selection process.
The procedure is applicable only upon the management staff (i.e. other than labor/worker)
exist here at Mehran Bottlers Pvt. Limited.
Policy elements
Generally, hiring teams could go through the following steps:
Identify requirement for an opening
Decide whether to hire internally or externally
Review the job description and draw up a job advertisement
Select appropriates sources (external or internal) for posting the opening
Decide on the selection phases and possible time-frame
Proceed through all selection phases
Conduct background investigation/check
Select the most appropriate candidate
Make a job offer
Hiring managers may expel/include steps as appropriate. The first five phases are obligatory
in each recruiting procedure.
Responsibilities:
The Manager HR/Admin ensures that all new or transferred employees meet the competency
criteria required for the position.
, The procedure will act as an instrument to identify and ensure the selected candidate best
suited for the job. All the concerned authorities mentioned herein will ensure that the
recruitment and selection of staff is conducted in a professional, timely and responsive
manner in compliance with the current policies and procedure. Following are the participants
who may involve in the recruitment and selection process.
1. Manager HR/ADMIN: The person in position is authorized to provide the approvals
under close guidance of CEO and ensures the overall activities and functions are in
adherent and complied with policies, procedures and practices as per ISO standards.
2. Officer HR/ADMIN: The person in position is responsible to assist Manager
HR/Admin and to coordinate each and every step involved in recruitment and
selection process.
3. Departmental Heads: All respective HODs will participate in recruitment and
selection process as and when required so, for their departmental hiring.
PROCEDURE:
1) Employee Requisition Form:
Employee Requisition form (MBL/HR‐Rec/001) is a formal request to hire a
Candidate and must incorporate all the information required to proceed with the Recruitment
and selection process. Whenever a position is created or becomes vacant, Employee
Requisition Form (MBL/HR‐Rec/001) has to be initiated by the Departmental Head and
submitted to the Human Resource department to start the recruitment process for the vacant
job which needs to be fulfilled. The position will comprehensively reviewed to ensure the
proper classification.
Vacant position includes:
• New position which is to be filled for the first time.
• Replacement on the account of separation, transfer and promotion process.
2) Requisition Approval:
Budgeted Position:
Whatsoever new or replaced position, needs to be approved by CEO to proceed further.
Un-Budgeted Position:
In case, if the position is un‐budgeted, requisition needs to be approved by the
Directors/CEO.
3) New Position:
For all new positions, a job description and person specification have to be developed and
must be provided to HR department from respective HOD. These documents set out the
duties and skills required to fill in.
