Internshp Report

8/10/2019 Internshp Report

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BRIEF OVERVIEW:

Below is the detailed explanation of how the executive department works.

Client Servicing:

Executive search department starts from signing off MOU (Memorandum of Understanding)

between two parties i.e: Client and firm. There are three types of MOUs which are usually signed

by the firm.

1. Success Based MOU: It is based on the success of the task that is if the position gets

closed and the client gets its desired resource then the company charge 1 gross of the

position.

2. Advanced MOU: It is based on charging 30% before the process in advance and rest will

be charged after the position gets closed. The 30% is non refundable.

3. Mass Hiring MOU: It is based on charging half of the salaries of the candidates hired

by the firm.

After the respective MOU is signed between both the parties, recruitment process gets start.

Different clients share details of the particular vacant positions in their company. They share

salary range, minimum qualification, desired skills and competencies, age, relevant industry

experience in the form Job description. The Client also gives a deadline to the firm for the

sourcing.

Search Strategy:

After understanding the clients requirements through job description properly, consultants start

making search strategy for their sourcing. Search Strategy refers to designing a strategy that how

that particular position will be sourced. It requires a strong sense of planning and creativity of the

consultant depending on his/her years of industry experience and knowledge. It serves as a road

map for a consultant that makes sourcing easier.

It involves deciding which primary industries to be focused, which secondary industries to be

looked for, which companies to be targeted, which reputable institutions to be revolved around,

what certifications will be important for the particular position and a lot more.

Sourcing:

Once the search strategy is made, it is now clear that which type of individual will be targeted for

the position. Sourcing refers to looking for appropriate candidates initially through their own

Database. Furthermore, business-oriented professional and social networking sites for example;


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LinkedIn, Face book, University portals, graduate directories, Personal references, word of

mouth, Job search websites like Rozee.pk and mustakbil.com etc.

Once the consultant gets suitable profiles of candidates, they are further screened. After

screening the profiles, candidates are called for knowing their interest level. Those candidates

who are interested are further interviewed at the firms end in order to analyze theircommunication skills, confidence level, personality traits, analytical reasoning, Adaptability,

problem solving skills, resourcefulness, emotional maturity, commitment etc. Approximately 6-

7 candidates are sent to the client as per requirement.

After the position gets closed, the firm gets the remaining amount in the form of checks. The

same process is followed for other positions.

Pre-Employment Screening:

HRSI believes that other factors contributing to the executive search, such as reference and pre-

employment check are highly important. Both MNCs and local companies are recognizing this

task to be highly essential due to the reason that only interviews cannot reveal much about the

candidate and the fact that there is a cost of re-hiring as well.

It is very important for an employer to be aware of the candidates performance on the previous

job along with his character/personality.

Similarly at HRSI the importance of Reference check is considered high and thus follows a

proper process of verification. Therefore various services are provided to the clients. They are;

NADRA Verification

Educational Verification

Ex-Employment Verification and

Personal Verification and

Criminality Check.

a. Brief Overview:

Below is a detailed explanation as to how the verification is conducted AT hrsi

Clients:The firm handles many clients from almost all the industries. The most active clients are;

Engro Foods

Engro Eximp

Faysal Bank

EBM


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Burj Bank

PRL

Tapal Tea

As each of the clients belongs to a different industry So they have different criteria set for their

verification.

1. Ex-Employment Verification:

A candidates character and his capability to perform can be judged better by asking the previous

employers but many have been found to lie about their previous employers. In many cases, as it

is found that candidate has submitted a fake/bogus degree similarly many have been found to

submit fake experience letter.

The main purpose of verifying with the ex-employer is to confirm whether the experience letter

is genuine and not only that but also to see if he has worked for the tenure he so claims.

Banking sector requires for all the employment verification to be done by sending an

employment verification form along with a copy of the experience letter while clients such as

Engro requires the verification to be obtained over the phone directly either from the candidates

direct supervisor or in case of his unavailability companys HR department.

2. Educational Verification:

All the clients require educational verification to be conducted. Some require all the educational

qualification to be verified like (Faysal Bank) while some ask for the latest educational

qualification to be verified like (Engro Corp).

Almost all institutions of Pakistan, matriculation and intermediate boards, several Institute

imparting technical knowledge like Diplomas/certification for example, Sindh Board of

Technical Education SBTE and Punjab Board of Technical Education PBTE and many

international universities are contacted for the purpose of the verification of candidates studying

abroad as per clients requirement.

The degrees/transcripts are verified by either the Controller of Examination in most universities

while some have Registrar for this purpose. The procedure of the verification is such that a copy

of the degree or original transcript has to be sent to the institute. While most of the universities


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verify the degree some ask for a copy of marksheet as well as CNIC along with a passport size

picture.

Many universities have a fee for each document that needs to be verified while there few who do

it free of cost. In such universities, verification is easier to obtain since they also do it online

through a scanned copy.

Once the hardcopy for the verification is dispatched to the respective institute the job of the HR

officer is to maintain a list of all those documents that have been dispatched along with the date

it was received, name of university and when was it dispatched. Also, at the same time is of

continuously do follow-ups in order to remind them of the document sent to them for

verification.

This is relatively a hard task to do because many a university have long procedure extending up

to more than a month for verification which puts the candidates job at stake. In case the case has

to be urgently verified or if the document is not received, many accommodate by verifying itonline. The officer sends them a scanned copy of the document and they reply it by writing The

candidates degree/transcript has been found genuine which is sufficient for the clients.

3. Personal References:

In order to find out how the candidate behaves outside of workplace, clients emphasize to get

personal references and ask them a number of questions. As mentioned above these cannot be

teachers, supervisors or blood relatives. The questions asked are;

Relationship with the candidate, Years of association,

Describe personality in 3 words,

Name of organization where currently employed, and

Position held in the organization.

For banking sector the procedure remains the same that each referee is sent out a Personal

Verification form either through email or hardcopy. For other industries like FMCG,

Pharmaceutical etc. only 2 personal and 2 business references are required.

Banking Sector:

Since the banking is largely related in dealing with money of the general public which are the

banks customers,therefore The State Bank of Pakistan has designed a specific set of procedure

to be followed by each bank while conducting the background check.


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All the educational documents from the earliest to the most recent qualification of the antecedent

must be verified. Similarly, all the previous employments have to be verified as well as the

candidates are required to provide 3 personal references excluding teachers, blood relatives or

the employee from the organization for which the candidates verificationis being conducted.

All of this must be done in a given time frame, and everything must be documented along withthe signatures of all those who participated in the employees verification.

Tasks performed by me during internship and learning from them:

I was given MT position at HRSI for 2 months where I worked for Database, Executive search

and pre-employment check. I was responsible for following tasks.

Sourcing:

During my internship I was exposed to different tasks. One of them where I spent most of my

time was sourcing for different position posted by our clients. Such as Dabur, Engro foods,

Soorty Textile, Abbot Laboratories, The Deli restaurant, Qarshi etc.

I had to look for appropriate profiles of candidate that best fit to the job. Initially I had to look

into Database for the resumes that include more than 28000 national and international CVs.

Furthermore, after screening the profiles, my other task was to call those shortlisted candidates to

know their interest level, their gross salary plus car entitlement, portfolio managed by

them(mostly for brand and sales job) and then scheduling their (interested candidates) meeting

with my Senior Consultant.

Database Management:

Initially I was handed over the task of uploading resumes to our portal. I uploaded around 500+

resumes which was a very long procedure that made the task tiring and monotonous and time

consuming. Moreover, I Maintained the database excel sheet where I had to enter candidates

name, current position, industry it belongs to, and phone number. This was important in order to

make the data readily available for the consultants to make the search easier. I entered more than

4000 entries which were very time consuming and tiring as well.

Pre-employment verification:

Pre-employment verification is one of the type of verification done by HRSI. involves asking

candidate several questions depending on the type of questions set by the company.

While doing verification for Engro Corp, Pfizer, EBM etc there are a specific number of

questions that have to be asked from the supervisor. These are,


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Documents

Internshp Report