INTRODUCTION

PTCL is the largest telecommunication company in Pakistan

INTRODUCTION
OWNERSHIP
General Public 12%

Etisalat 26%

Government 62%

RECRUITMENT AND SELECTION OBJECTIVES

 Increase in productivity  Monitoring, measuring and reducing turnover  Identifying and prioritizing jobs  Achieving international standard  Fair staffing  Hiring of competent employees

RECRUITING SOURCES
 Advertising  Campus Recruiting  Contingency Workers  Employee Referrals  Employment Agencies And Search Firms  Job Fairs  Job Posting

MOST EFFECTIVE RECRUITMENT SOURCE FOR ORGANIZATION

EMPLOYMENT AGENCIES AND SEARCH FIRMS

ELECTRONIC RECRUITING SOURCE

The two kinds of e- recruitment that PTCL uses are
Job portals i.e. posting the position with the job description and the job specification on the job portal and also searching for the suitable resumes posted on the site corresponding to the opening in the organization. Creating a complete online recruitment/application section in the companies own website.

RECOMMENDATIONS
ADVERTISING

EMPLOYEE REFERRAL PROGRAMS

EXECUTIVE RESEARCH FIRMS

Normally they will generate varying degrees of candidate information from those people currently engaged in the position a company is looking to fill.

BUILDING EFFECTIVE RELATIONSHIPS WITH EMPLOYMENT AGENCIES AND SEARCH FIRMS

Have Specific Job Targets Have a Well-Defined Message Develop a Comprehensive Resume Use a Table in the Cover Letter Develop a Compelling Subject Line Think Twice About Email Blasts Be Honest Have Something to Offer

ELECTRONIC RECRUITING SOURCE

 E-recruitment should be incorporated into the overall

recruitment strategy of the organization.

A well defined and structured applicant tracking

system should be integrated and the system should have a back-end support.

According to HR Head, Job knowledge is must before conducting interview. The preparation PTCL do are:

JOB ANALYSIS
They do proper job analysis. in which they first find out Duties and responsibilities They go to the departments where openings exists,. they ask the manager about competencies What is the position whether lower level job or top level job?

Job description: Then they identify the essential functions of a job that is, those task that are fundamental to the positions Following is the format of Job description given by PTCL Purpose of the job Role and function Dimensions of job Annual operating budget Job responsibility Achievements. Performance

Resume collection and short listing

Who will conduct interview

What will be the panel arrangement?

THEY REVIEW THE APPLICATION FORMS They don t conduct interview unless they review the applicant s complete application or resumes. They watch out The overall appearance Look any blanks and omissions Review the applicant s work history, They also checkout is there any time collapse. They try to find out the reason why applicant leave the previous job if they had any experience

PAY SCALES & OPPORTUNITIES

BENEFITS

Some recommendations related to preparation before interview is: While job analysis PTCL must consider to identify appropriate education and prior experience They should also plan some intangible requirements They should also consider the work environment for interview Before interview the interviewer should also ask question to themselves

COMPETENCE-BASED QUESTIONS

PTCL use competence-based questions. They deliver situation to applicants to check and assess level of a person. It is used at higher level, not lower level.

RECOMMENDATION
Tangible Competencies

Knowledge Based Competencies

Behaviors Based Competencies

Competency Based Questions Before The Interview About The Related Position-work, Duty And Responsibilities

Assessment center

INTERVIEW COMPONENTS
Open communication Differences among interviews Type of job opening Recommendations

TYPES OF INTERVIEWS

Steps Involved In This Exploratory Interview Process

1) Opening 2) Quick Review of the candidates 3) Quick review of the job and career opportunity 4) Conduct a short work history review. 5) More detailed job fit assessment. 6) Allow for candidate questions

DOCUMENTATION OF INTERVIEW
 Guidelines To documentation  The need to documentation  Functions Of documentation  Recommendations

PRE-EMPLOYMENT TESTING

 Types Of pre employment Tests:

Mental Abilities Tests Behavior Tests Dependability Tests

 Recommendation

BACKGROUND AND REFERENCE CHECKS

 PTCL routinely conduct background checks on all senior executive appointees, along with other screenings such as medical and drug testing.  PTCL conducts Reference Checking which they believe is a way to expand understanding of candidates' skills and experience through the opinions of those who have worked with them.

SELECTION PROCESS:
Selection process , putting right men on right job. It is a procedure of matching organizational requirements with the skills and qualifications of people. PTCL follow these selection process 1. Preparation for the final meeting 2. The final meeting Use the checklist as guide Review each topic as it relates to the employee job about to fill. Answer any remaining question that employee may have

3:

Notifying selected applicants

4 : Notifying rejected applicants 5 :What could go wrong?

Recommendations: The PTCL should focus on the following selection Process:

Preliminary Interviews Application blanks Written Tests Employment Interviews Medical examination

ORIENTATION PROGRAM
Orientation programs manage to put new hires at ease and familiarize employee with their work environment ,familiarize surroundings, feel comfortable with details and routine of typical day , and develops a understanding of a company and the department expectations, to focus on job performance.
1. Organizational orientation

Give new employees an overview of the organizations history ,products and services Describes the organizations philosophy, mission, goals. Explain career development opportunities. Discuss organizational culture. Review the interrelationship between various departments.

2. Departmental orientation
Introductions Familiarize with office Content How are we doing?

Recommendations: The more well developed organizational and departmental orientation programs should affirms the employee decision to join the company . They should help employee retention and reduce the possibility of costly litigation and unnecessary disciplinary actions. In addition, PTCL set the tone for effective employer/employee relations, shorten a new employee learning curves, and promote open communication between a manager and staff.