RECRUITMENT - DALDA

HUMAN RESOURCE MANAGEMENT

SUBMITTED TO:
MA’AM SABA GULZAR
PREPARED BY:
MUBARAKA QUAID JOHER (20827)
FIRZAH ZUBERI
WARISHA
 Table of Contents
What is recruitment 2
What is external recruiting 2
What is internal recruiting 3
Importance of recruitment 3
Process of recruitment 4
Internal Source (Advantage & Disadvantage) 6
External Source (Advantage & Disadvantage) 7
Introduction of Dalda 7
Source of recruitment 8
Impact of social media on recruitment 9
Impact of recruitment on the company 9
Future plans 10
Job description 10

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WHAT IS RECRUITMENT
The process of finding and hiring the best-qualified candidate (from within or outside of an
organization) for a job opening, in a timely and cost effective manner. The recruitment process
includes analyzing the requirements of a job, attracting employees to that job, screening and
selecting applicants, hiring, and integrating the new employee to the organization.

WHAT IS EXTERNAL RECRUITMENT?

With external recruitment, businesses source candidates outside of the organization. Job
seekers who are not currently employed with the business are hired. Businesses can use a
recruiters specialized skills and large candidate pool to make finding external applicants easier.

EXTERNAL RECRUITMENT METHODS

Recruiters can use external recruitment methods to find candidates for their clients. There are
several sourcing strategies in recruitment for finding candidates outside of your client’s
company. The following are common external sources of recruitment.

 Job Boards
Post your client’s opening on the top job boards to recruit external candidates. The job
advertisement should include a detailed description. Include the skills and qualities your client
is looking for. Consider job board integration with your website and applicant tracking system.
The applicant tracking system will organize candidates who apply through the job board for
you.

 Social Media
Use social media recruiting to find outside candidates. If a job seeker has never worked for your
client, you will need to build trust with them. Interact on social media consistently to form
relationships.

 Website
Include job openings on your recruiting website. Your clients can also advertise jobs on their
websites. The more you advertise a position, the larger your candidate pool becomes.
Increasing the number of interested candidates helps you find a good match for your client.
Referrals
One great way to find candidates is through recruiting referrals. You find referred candidates
through your network. Let your client list and candidate pool know you appreciate referrals.
Keep in touch with past candidates and clients who can refer you to leads.

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WHAT IS INTERNAL RECRUITMENT?
Businesses can use internal recruitment to source candidates within the existing workforce.
With internal recruitment, a job is offered to someone who already works for the company.
Though internal hiring is sometimes limiting, it can also be simpler than external recruiting.

INTERNAL RECRUITMENT METHODS

Usually, a recruiter will not help a client source candidate internally. Hiring authorities can use
the following internal recruiting methods to find a candidate within a business.

 Promotion
To fill a higher-level position, hiring managers could promote an existing employee. Since hiring
managers already work with the employee, they know the worker’s capabilities.

 Internal Advertisement
Hiring managers can promote a position within the business to internally recruit. They can hang
notices in break rooms and on bulletin boards, and send a memo to employees. If the job is
posted online, include “internal only” in the job description.

 Temp to hire
Sometimes, businesses hire employees to do temporary work. Temporary employees can be
hired on full time, which is often referred to as temp to direct, or temp to hire. Hiring a
temporary employee on full time often results in more hours worked, increased responsibilities,
and higher pay. This also involves the client company having to pay a contract conversion fee to
the recruiter for having sourced the worker. Hiring managers can test a temporary employee’s
skills before onboarding them for full-time work.

 Hire a retired employee as a contractor

A retired employee has experience with the business and the tasks that need to be completed.
Hiring a retired employee as a contract worker could be simpler than sourcing a new, outside
candidate for short-term jobs.

IMPORTANCE OF RECRUITMENT
successful recruitment is a direct reflection of the validity and professionalism of your business.
Employing the right people for your business is the most important part of your organization. It
is essential to have a good recruitment process to attract the right kind of employees for your
business needs. Your recruitment process should be cost effective as well as time effective.

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Recruiting and training can be expensive and time consuming so when you are recruiting, make
sure that you are making the right choices.
A good recruitment process can minimize the time involved in the searching, interviewing,
hiring and training. It can streamline these processes and make your search for viable
candidates much more efficient. It is very important to build a positive image to your
customers, peers and competitors.
It is essential to list the skills your new hire will need to fulfill his/her duties. To get better and
successful results in your recruitment process, promote specific criteria that are relevant to the
job. Always evaluate your candidate’s skills thoroughly for the position that you are hiring for
Knowledge, Skills and Ability “KSAs,” this is a great evaluative tool for hiring the right candidate
for your business. Obviously, there is no guarantee that your selection will be correct, but you
can do all that you can to reduce your risks and maximize your potential to hire the right
candidate.
You can find good, qualified, reliable employees for your company if you have a successful
hiring process. Make sure to follow an organized recruitment path and you will find candidates
that will prove to be great assets to your business.
to your recruiting desk.

PROCESS OF RECRUITMENT
The five steps involved in recruitment process are as follows: (i) Recruitment Planning (ii)
Strategy Development (iii) Searching (iv) Screening (v) Evaluation and Control.
These are depicted in Figure 6.2.

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Now, a brief description of these follows:

1. RECRUITMENT PLANNING:
The first step involved in the recruitment process is planning. Here, planning involves to draft a
comprehensive job specification for the vacant position, outlining its major and minor
responsibilities; the skills, experience and qualifications needed; grade and level of pay; starting
date; whether temporary or permanent; and mention of special conditions, if any, attached to
the job to be filled”

2. STRATEGY DEVELOPMENT:
Once it is known how many with what qualifications of candidates are required, the next step
involved in this regard is to devise a suitable strategy for recruiting the candidates in the
organization
The strategic considerations to be considered may include issues like whether to prepare the
required candidates themselves or hire it from outside, what type of recruitment method to be
used, what geographical area be considered for searching the candidates, which source of
recruitment to be practiced, and what sequence of activities to be followed in recruiting
candidates in the organization.

3. SEARCHING:
This step involves attracting job seekers to the organization. There are broadly two sources
used to attract candidates.
These are:
1. Internal Sources,
2. External Sources
These have been just discussed, in detail

4. SCREENING:
Though some view screening as the starting point of selection, we have considered it as an
integral part of recruitment. The reason being the selection process starts only after the
applications have been screened and shortlisted. Let it be exemplified with an example.
In the Universities, applications are invited for filling the post of Professors. Applications
received in response to invitation, i.e., advertisement are screened and shortlisted on the basis
of eligibility and suitability. Then, only the screened applicants are invited for seminar

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presentation and personal interview. The selection process starts from here, i.e., seminar
presentation or interview.
Job specification is invaluable in screening. Applications are screened against the qualification,
knowledge, skills, abilities, interest and experience mentioned in the job specification. Those
who do not qualify are straightway eliminated from the selection process.
The techniques used for screening candidates vary depending on the source of supply and
method used for recruiting. Preliminary applications, de-selection tests and screening
interviews are common techniques used for screening the candidates.

5. EVALUATION AND CONTROL:

Given the considerable cost involved in the recruitment process, its evaluation and control is,
therefore, imperative.
The costs generally incurred in a recruitment process include:
(i) Salary of recruiters
(ii) Cost of time spent for preparing job analysis, advertisement
(iii) Administrative expenses
(iv) Cost of outsourcing or overtime while vacancies remain unfilled
(v) Cost incurred in recruiting unsuitable candidates
In view of above, it is necessary for a prudent employer to try to answer certain questions like:
whether the recruitment methods are appropriate and valid? And whether the recruitment
process followed in the organization is effective at all or not? In case the answers to these
questions are in negative, the appropriate control measures need to be evolved and exercised
to tide over the situation.
However, such an exercise seems to be only rarely carried out in practice by the organizations
employers. Having discussed recruitment process, it will be now relevant to have an idea about
recruitment practices in India. The following section delineates the same.

INTERNAL SOURCE:
ADVANTAGE:
 Reduce time to hire.
 Increases employee morale.
 Increases motivation.
 Interpersonal skills.

DISADVANTAGE:
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  It might increase biasness.
 Lack of new talent in the organization.
 It creates discrimination.
 There will be lack of cultural diversity.
 Increases conflict among employee.
 It can be demotivating factor.

EXTERNAL SOURCE:
ADVANTAGES:
 Introduce new talent.
 Increases diversity.
 Motivates employee.
 Creates job opportunities.

DISADVANTAGES:
 Its time consuming
 Costly
 Training cost
 Demotivation amongst the current employee
 There are chances increasing discrimination

INTRODUCTION
Dalda foods limited (Dalda Foods) traces its legacy to one of the oldest and most trusted food
brands of the country. Dalda’s name has been synonymous with highest quality and utmost
trust of the consumers for over 80 years. Dalda Foods was incorporated in July 2004 as a
private limited company to acquire and manage the businesses related to Dalda and other food
brands which were spun off from Unilever Pakistan Limited. The registered office of the
company is at F-33, Hub River Road, SITE – Karachi and it has manufacturing facilities located at
SITE-Karachi, Port Qasim-Karachi and Raiwind-Lahore. Principle activities of the Company are
manufacture and sale of edible oils and fats, snacks and tea whiteners. Over the year’s
company has grown at a fast pace with revenue and sales volume doubling in the last five year’s
revenue over Rs 29 bn. Company’s growth trajectory has combined organic growth as well as
growing through acquisition and diversifications.
Dalda Foods is presently operating in three foods sector – edible oils and fats with its iconic
brands like Dalda, Planta, Manpasand, Tullo, Bisco, Cremo, etc; in the dairy and related sector
with its brand Cup Shup in the tea whitener segment and in the snacks sector through its brand
Knock Out, Bash, Nimco, etc. Further expansion and diversification in other related food sectors
is planned. With Dalda brand continuing to grow from strength to strength at the top end of the

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edible oils and fats category, the company launched Manpasand brand in 2006 to cater to the
needs of the large middle segment of the market. Since then Manpasand has successfully
grown to be amongst the largest brands in its segment. Tullo, another iconic food brand of the
country was added to the portfolio of company’s edible oils and fats brands when majority
shareholding (86%) of Wazir Ali Industries Limited, a well-known and established company in
the industry was acquired in2007.
Tullo has been nurtured back to full health and has made a successful and dramatic turn around
to become one of the fastest growing and strong brands in edible oil and fats category. Wazir
Ali Industries Limited continues to operate as an independent entity as a subsidiary of Dalda
Foods. To cater to the needs of the top end of its market and fill a gap in its portfolio of brands,
the company successfully launched Dalda Olive Oil brands in 2007.
They are sourced, processed and packed in Spain to Dalda Food’s exacting requirements with
addition of extra vitamin A and D. Since 2005, the company is also exporting its Dalda brand
edible fats to UK, Canada and USA meeting food quality standards of these countries and
fulfilling the needs of the Pakistani diaspora there.

SOURCE OF RECRUITMENT:
INTERNAL SOURCE:
 Promotion: The employees of the organization are transferred to the similar jobs of
other departments.
 Transfer: vacancies of the organization are filled by promoting the skilled employees to
the suitable jobs and it can motivate the employees by giving higher position, increased
salary, status, and responsibility.
 Recommendation: The persons recommended by the employees may be generally
suitable for the jobs because they know the requirements of various positions.

EXTERNAL SOURCE:
 Social media: Communicating about vacant positions of the organization through social
networking sites help in motivation and attracting the highly skilled and more efficient
candidates to apply for the jobs. Advertisement is placed on social networking sites such
as Facebook and linked in
 Recruitment agency: they are hired to attract suitable candidates.
 Blind jobs: To find the name of the employer and organization, blind job is placed.
 Advertisement: Advertisements help in attracting the right candidates and in maximizing
brand image. Advertisement is placed in the newspaper.
 Job hunting: skilled workforce is targeted from the different organization.

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IMPACT OF SOCIAL MEDIA ON RECRUITMENT
The growth of social media and internet capacities and capabilities has changed the
recruitment game. Recruiters now have at their disposal internet job boards (internet sites that
allow organizations to upload their vacancies and candidates to upload their CVs), flip searching
(a process which identifies employees who link to specific internet sites to search for passive
and semi-passive candidates) and social networking (leveraging connections on social media)
such as LinkedIn, Facebook and Twitter.
Social media can be defined as the use of web-based conversational media among communities
of people who meet online to share information, knowledge and opinions. By using social
networks for recruiting, access is enabled to a wide range of candidates, at an increasingly
lower cost. In particular, social networks give recruiters access to the sought-after pool of highly
competent but passive candidates.
Studies show that 93% of recruiters use social media to support their recruiting efforts. 37%
advertise vacancies via tweets or alerts or use free job advertising via targeted social media
platforms like Facebook. Furthermore, 30% of recruiters develop a database of followers and/or
supporters by posting regular updates while 18% use the social media platform’s job search
engines to advertise vacancies or to accept CVs and application forms.

PROCEDURE:
 Analyze recruitment needs: how many employees are required in which department
and which position needs to be filled.
 Define which recruitment source should be used, i.e. internal and external source.
 Review the job description for the position.
 Attract the customer towards the job through chosen method.

RECRUITMENT COST
Following cost is endured by Dalda in recruitment process:

 Travelling allowance
 Agency fees
 Technology cost
 Advertising cost

IMPACT OF RECRUITMENT ON ORGANIZATIONS:

• SIZE

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Recruiting and selection are affected by the size of your organization. Generally, the smaller the
company, the more likely that recruiting and selection are done by the hiring manager. In larger
companies, a recruiter usually screens resume and conducts the initial interview and then
passes the most qualified applicants on to the hiring manager for the final interview and hiring
decision. With smaller companies, there are fewer layers of management between the
employee and upper management, and everyone in a smaller company becomes involved in
the hiring and recruitment process.

• POOL OF CANDIDATES

With today's crowded labor market, hiring the right person is becoming increasingly important.
A company’s organizational structure may be affected if there is a constant need for people. If
there is constant turnover, then Human Resources Department will be constantly recruiting and
hiring, making it difficult to fully perform their other job duties. A company with an effective
recruiting and selection process which also retains employees through excellent employee
management processes. Retaining good employees reduces turnover and the need to
constantly recruit and hire new employees.

• RESULTS

Effective recruiting and selection processes lead to better company results. The quality of
products and service is improved when the best employees are hired and retained. Financial
success improves when the best people are identified, hired, trained and retained. Fewer
people accomplish more, and your organizational structure allows for more freedom when
employees know how to best perform their jobs. Attracting new employees is easier when your
company's reputation for hiring and training is excellent. There is also less need for a recruiting
and selection department if hiring is not constant.

FUTURE PLANS
 Dalda plans on starting campus recruitment to attract fresh graduates.
 It also plans on introducing web interview for candidate from different cities.

JOB DESCRIPTION
Title of the job: General manager
Department: Human resource
Reports to: Chief human resource manager
Works with: Human resource branch manager, Assistant Human resource manager, Chief
human resource manager and other employee
FLSA: Not excepted

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Prepared by: Human resource department
Date: 14/04/2019

JOB SUMMARY
General Manager responsibilities include formulating overall strategy, managing people and
establishing policies. To be successful in this role, you should be a thoughtful leader and a
confident decision-maker, helping our people develop and be productive, while ensuring our
profits are on the rise.

JOB DESCRIPTION
 Increases management's effectiveness by recruiting, selecting, orienting, training,
coaching, counseling, and disciplining managers; communicating values, strategies, and
objectives; assigning accountabilities; planning, monitoring, and appraising job results;
developing incentives; developing a climate for offering information and opinions;
providing educational opportunities.
 Develops strategic plan by studying technological and financial opportunities; presenting
assumptions; recommending objectives.
 Accomplishes subsidiary objectives by establishing plans, budgets, and results
measurements; allocating resources; reviewing progress; making mid-course
corrections.
 Coordinates efforts by establishing procurement, production, marketing, field, and
technical services policies and practices; coordinating actions with corporate staff.
 Builds company image by collaborating with customers, government, community
organizations, and employees; enforcing ethical business practices.
 Maintains quality service by establishing and enforcing organization standards.
 Maintains professional and technical knowledge by attending educational workshops;
reviewing professional publications; establishing personal networks; benchmarking
state-of-the-art practices; participating in professional societies.
 Contributes to team effort by accomplishing related results as needed.

JOB SPECIFICATION:
QUALIFICATION: MBA or MPhil (majoring in Human resource)
EXPERIENCE: 20 years
SKILL: Good knowledge of different business functions., Strong leadership qualities, Excellent
communication skills, highly organized, Strong work ethic, Good interpersonal skills, Meticulous
attention to detail, Computer literate, Proactive nature.

JOB EVALUATION:

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 Health insurance will be provided based on the basic salary
 Medical reimbursement will be provided what will be equivalent to gross salary
 Salary will be given as per market competitor

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