Sefam Pvt ltd

Details ….

Why the hiring is needed?

There are three main causes of hiring.

a) Replacement
b) Expansion of business
c) Restructuring
( b,c) are planned but (a) is not planned because of anyone can be fired or left his/ her job at any time.

General characteristics for the employees

“To recruit the right people is getting harder and harder as companies are growing bigger in quality
and in quantity”
The HR recruitment process is certainly is not easy. Doing it the right and the best way is how we can
catch the best fish in the sea of many. Surely every company does not want to waste money and time by
choosing less suitable people for the jobs. The following techniques are should be kept in mind while
hiring.
 Innovative
 Passionate
 Culture fit
 Target achievers
 Problem solvers

Characteristics for specific jobs

 Fashion designer
 Internal Auditor

Fashion Designer

Job description:

Job specification

Evaluation

Internal auditor

Job description:

Job specification

Evaluation
Sefam recruitment process:

HR department receives a hiring form which indicates the vacant positions

• Advertisement on rozee.pk, linkedin, facebook,

Online portal, Headhunters

• Direct call to a specific institution

C.V collection

Shortlisting

Initial interview (Telephonic)

Interview with line manager

Interview with hiring panel

Interview with general manager (occasionally)

Personality test (DISC)

(Team player, fears, Strengths)

Offer negotiation

Joining
How to measure the effectiveness of recruitment process?

Just like any other business activity recruitment process is also analyzed to ensure the strategies and process are
in place and effective. There are many different metrics to consider when assessing recruitment. Some of them
are given below;

Time

Time to fill is one of the most common recruitment statistical metric to measure effectiveness of recruitment
process. This time is analyzed from the need of hiring to accepting offer letter or hours spent at each point of
hiring process. It also helps to find out the inefficiencies and delays in the whole process. A well-managed time
period saves a lot of cost of hiring and also gives a good experience to the applicant as every thing is done on
time.

Quality of hiring

As the businesses & companies are growing and also the number of existing and new job seekers are rising, it is
becoming very difficult to get highly qualified and experienced individuals.

Sefam recruits those applicants who fulfill the job requirement and experience individuals are more encouraged.

Source of hire

Source of hiring is great metric which helps to determine what resources provide the highest ROI. In Sefam the
sources or institution are preselected. For example they prefer ICAP and SKANS for finance department
vacancies, for Fashion designer they prefer more the graduates of PIFD (Pakistan institute of fashion and design),
for retails stores they prefer the reference base hiring as they are dealing with the cash and company products
in outlets. They know from where to get or hire target professionals more quickly.

Cost per hiring

Cost per hire includes the salaries and time of those individuals who are directly involved in the process of
hiring. There are also other different type of methods which are used to calculate the cost of per hrie. Measuring
cost per hire helps to assess the financial investment of the company that it is investing to attract and hire new
employees.

In the present year Sefam has hired 14 managerial position, only one has been turned out to be a bad hiring. It
cost them round about 27000.

Satisfaction of the candidate

When assessing recruitment, we very often only think how our business is impacted. What about the new hire?
How was his/her overall experience from the resume submission to getting signed offer letter.

Administrating a survey for new hires geared toward applicant satisfaction will provide invaluable insight into
candidate’s experience and it will help to make adjustments in our process.

Administer the survey in the first 30 days because the experience of the candidate is fresh towards the
procedure.
How to measure the performance of an individual?

In every organization the job description is told and the KPI’s are defined that when to do and how to do,
targets and deadlines are clearly told. It become very easy to get results that who has done what, who has
achieved the targets those were given to him or not.

Recruitment is an essential part of every organization and business. Ensuring a company has
efficient, cost effective and rewarding experience for all involved individuals is important. When a company
measures recruitment on consistent basis and focuses on continuous improvements based on those results,
company will see better hires, less time and money spent, and a well-oiled recruiting machine overall.