Recruitment and

Selection Strategy

D AT E : N O V E M B E R 1 6 2 0 2 3
Prepared by: Asha, Pat, Joshua
Objectives
We will be focusing on hiring at Trainee and M6 levels only

We will focus on candidates with experience in Bio-Pharma and Life Sciences Companies. Companies will be sorted
based on location.

We are currently focusing on skills related to:

India Filing with SUGAM Portal Navigation and experience in ACTD/ASEAN

HR would like to suggest executing an alternate-day schedule of 2.5 days a week for all interns that way we can have
a bigger pool to select the Trainee candidates

Consider hiring more interns so that the pool available to select good trainee Level candidates
Recruitment Methods
To reach a wide pool of qualified candidates, we employ a variety of recruitment methods. Our approach combines both internal and
external sourcing strategies to ensure a robust talent pipeline.

Recruitment
Position Band Source
Method

Internal
Interns/Trainees Internal HR Sourcing (Naukri, LinkedIn)
Sourcing

External
Acquiring trainees from colleges we are tied up with
Sourcing

Employee referrals: M6 Referral (Rs. 7000)

M5 Referral (Rs. 15,000)
Internal
M6/M5 level
Sourcing Internal HR Sourcing ; Naukri, LinkedIn, Job Postings

CV Database

External
Engaging external agencies to assist with talent acquisition (QUBIC, Elior)
Sourcing

Professional networks: Utilising industry-specific platforms

Hiring Channels
Hiring Channel Execution Strategy

Currently our experience shows that job portals especially NAUKRI has been an effective channel to
source candidates. We will also float job openings on job portals that look promising and this includes
Job Portals
INDEED, JOBSORA, APNA, FOUNDIT, and HIRECT for now.

We plan on expanding the vendor database by including new vendors with experience in pharma hiring.
Vendors We will also go through the existing vendors and take a call on go or no go with renewing their contracts.

Employee Referral Channel to be reactivated and finalized with the

Employee Referral
Referral Fee mentioned in the email shared with all employees

CV Database Reorganize the CV database, sort and create a structured database of old and current CVs

We will explore LINKEDIN through CEO’s page for resumes shared by potential hires/candidates
Networking

Campus Hiring Expand existing colleges list as to broaden our options to acquire quality trainees and Interns
CRO’s and Indian Companies (Indian submission specific companies )

BANGALORE HYDERABAD CHENNAI

1. Asiatic Clinical Research 1.Actimus Biosciences Pvt. Ltd 1.Access Healthcare

2. Aurigene Discovery Technologies 2.Asian Clinical 2.PRA International
3. Avesthagen 3.Aurobindo, India
4. Biocon 4.Bharat Biotech International Ltd
5. Clinigene 5.Covalent lab
6. Clinsys 6.MakroCare
7. ClinTec International 7.Novartis
8. iGATE Clinical Research International 8.Clinexa Life Sciences Pvt. Ltd.
9. Manipal Acunova 9.Dr Reddy’s Laboratories Limited
10.Medreich 10.GVK Biosciences Private Limited
11. iProcess India 11.Vimta Labs Limited
12. Jubilant Clinsys 12.Biological E.Limited
13. Lotus Labs Pvt. Ltd
14. PAREXEL International (India) Pvt. Ltd
15. PPD Pharmaceutical Development India
16. G7 Synergon
17. Advinus Therapeutics Ltd
18. ICON Clinical Research India Pvt Ltd
19. Novo Nordisk India Limited
20.MS Clinical Research
21. Alcon Laboratories (India) Pvt. Ltd

• These companies will be targeted on LinkedIn, Naukri to acquire the right talent
Interview Process

Finding the right CV Telephonic Round Technical Round (Teams/F2F) Client Interview

Identifying the right CV where the keywords in Shortlisted candidates will go through a Technical round will be taken by either M5 or FTE’s will have a client round
the CV align with the JD/RRF telephonic round by the technical team (M6/M5) SZK
feedback will be sent through mail
• Initial screening is done by the HR
• Technical Team will do a second screening
and will be either shortlisted or rejected

Additional training can be given from the

technical team to the HR to improve search
efficiency

Continued on next page

Interview Procedures continued

HR Round Offer Release Joining & Onboarding

Once all rounds are cleared, Pat and Asha will Offer Letter will be released within 24 hours if On the doj, the hardcopy of the offer letter will be
take the HR round where salaries are discussed, everything goes well with the HR round, given to the candidate and induction process will
position growth and additional benefits are provided all documents comply (Payslips, PAN, be taken by HR
presented to the candidate Aadhar)

We aim to ensure transparency, fairness, and efficiency in our

recruitment process while selecting the most suitable candidates
for our organisation.
Manufacturing/ Product based companies list

BANGALORE
Interviews and Assessments
We believe in a structured and comprehensive interview and assessment process, including:

Conducting behavioural and technical Utilising assessments, tests, and practical Ensuring interview panels are diverse and
interviews to evaluate candidates' skills exercises tailored to the job requirements. represent various perspectives.
and competencies.

Continued on next page

RECRUITMENT AND SELECTION POLICY

SEPTEMBER 30, 2023