Recruitment and Selection Practices at Sana Safinaz: A Project Report

This project is a detailed analysis of the recruitment and selection practices at Sana Safinaz, a prominent Pakistani clothing brand. The project, based on primary data gathered through interviews with the HR department, examines the organization's recruitment process, selection criteria, and challenges faced. It explores both internal and external recruitment methods, including redesignation, promotion, employee referrals, advertising, and campus recruiting. The study further investigates the interview process, including structured and unstructured interviews, and various interview methods like video calls and individual interviews. The project highlights specific policies, such as those related to qualifications and experience, and selection guidelines based on behavioral considerations. Additionally, it identifies recruitment challenges, such as finding qualified candidates and the time-intensive nature of the process. The project concludes with recommendations for improvement, offering a comprehensive overview of Sana Safinaz's HR operations.

Project: Recruitment and
selection practices at Sana
Safinaz
Submitted By:
Mehak Fatima 46566
Kanwal Ijaz 46435
Sadia Yousuf 46628
Malha Kmari 46324
Jyoti 43397
Submitted To: DR. Rubina Jabin
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Summary
We chose Sana Safinaz to study recruitment and selection methods. We gathered primary
data through face-to-face interviews with the head of HR and HR Department manager. We
were tasked with gathering information on recruitment process, as well as how HR
operations are carried out in an organization. After gathering information, we discovered
that the HR department of Sana Safinaz does a good job, but there are some areas where
they may strengthen. Based on some ideas from Sana Safinaz, we've provided guidance as
well.
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Contents
Summary...............................................................................................................................................2
Introduction..........................................................................................................................................4
Background...........................................................................................................................................5
Organization HR chart...........................................................................................................................6
Recruitment Process at Sana Safinaz....................................................................................................7
Selection Process at Sana Safinaz:.........................................................................................................8
Recruiters Policies at Sana Safinaz:........................................................................................................8
Selection Guidelines at Sana Safinaz:....................................................................................................8
The Concluding Step of Recruitment Process:.......................................................................................9
Recruitment Challenges at Sana Safinaz:.............................................................................................9
Strong Relationships:.........................................................................................................................9
Time Intensive Process......................................................................................................................9
Internal Recruitment:.........................................................................................................................10
Re-Designation:...............................................................................................................................10
Promotion:.......................................................................................................................................10
Employee Referrals:.........................................................................................................................10
Former Employee:...........................................................................................................................10
Interns:............................................................................................................................................11
Job Posting:......................................................................................................................................11
External Recruitment:.........................................................................................................................11
Advertisement:................................................................................................................................11
Campus Recruiting:..........................................................................................................................11
Interview Process at Sana Safinaz:...................................................................................................12
Structure Interview:.........................................................................................................................12
Un Structure Interview:...................................................................................................................12
Interview Methods at Sana Safinaz:...................................................................................................12
Video Call Interview:........................................................................................................................12
Individual Interview:........................................................................................................................13
Departmental Interview:.................................................................................................................13
Conclusion...........................................................................................................................................13
Recommendation................................................................................................................................14
Interview Protocol..............................................................................................................................16
Questions were asked.........................................................................................................................16
Visiting Card........................................................................................................................................17
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Introduction
Sana Safinaz was founded in Pakistan in 1989. Basically, it's a clothes line for women. Sana
Haswani and Safinaz Muneer, two friends, founded it. They got their start in the retail
industry with a small investment. It was uncommon for women to work in an industry at the
time, and the goal was to develop Huate culture in Pakistan, but they later shifted to the
Pret line. They launched their Pret collection in 2013 and opened their first store in Karachi.
Sana Safinaz now has locations in Lahore, Sialkot, Multan, Sargodha, Gujranwala, Islamabad,
and Sialkot. Sana Safinaz also provides an online buying option. Sana Safinaz is
headquartered in Karachi and has 30 stores around Pakistan.
Background
Sana Safinaz is the first to bring a luxurious ready-to-wear line to the market. Then, in 2015,
they added the lawn, which is a symbol of Pakistani culture. Their prints are great, and their
designs are simple and attractive. Sana and Safinaz, two close friends, launched a clothes
brand in 1989 to present Pakistan with Haute culture. They began with a small expenditure
and have since grown steadily in the retail market, aided by their satisfied and pleased
consumers.
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Vision: Sana Safinaz's goal is to be the most well-known brand in Pakistan's fashion
sector, while also delivering excellent customer service and good value for money.
Mission Statement: To become more resourceful and innovative with its lawn.
To keep its reputation as a designer clothing company. To make their yard more accessible
to all. To reduce their entire direct materials and sewing cost.
Ownership: There are two owners of Sana Safinaz: Sana Haswani & Safinaz Muneer
Type of Business: Sana Safinaz is an Industry Retails, A Pakistani clothing brand.
Products / Services offered
Clothes (unstitched fabric, fully prepared, pants, bridal, designer, and children's
collections).Accessories (Footwear, Duppata Bags and Scents) etc.
Organization HR chart
Departments / Division
1. Human resources
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2. Marketing
3. Finance
4. Design
5. Sales
6. Procurement
7. Admin and retail.
Competitors
Here are rivals of Sana Safinaz:
1. Alkaram Studio
2. Motfiz
3. J.
4. Chen one stores Limited
5. Chinyere
6. WARDA,
7. Khaadi
8. Gul Ahmed.
Recruitment Process at Sana Safinaz
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The recruitment process begins when an organisation needs to fill a vacancy and the Human
Resources Department receives a request for new hires from other departments. The
recruitment process at Sana Safinaz, on the other hand, begins when the HR department
receives a requisition from a supervisor to fill a position. After you've found a good applicant
and screened the resumes, build a pool.
Selection Process at Sana Safinaz:
Candidates are chosen at Sana Safinaz based on an interview. In the first round, after
reviewing resumes, the company conducts a brief telephonic interview with candidates to
acquire general information such as desired income and job requirements. During the
second stage, After the Telephonic Interview, the Company calls candidates for a first
interview with the Department Head in the second step. The candidate is shortlisted for a
final interview after a review by the department head or supervisor. Finally, the Human
Resources organizes the final interview, selects the candidate, and needs to negotiate the
employment agreement in the third step. Every stage that is completed successfully ensures
the candidate's happiness.
Recruiters Policies at Sana Safinaz:
For staff and stakeholders at Sana Safinaz, there are distinct recruitment and selection
policies. The company focuses on credentials and essential abilities for entry-level positions
such as MTO Program or Senior positions. For the managerial role, the candidate must be a
graduate or hold a masters. A candidate for a non-management role such as Sales Advisor
must have completed Matric. Companies focus on qualifications, essential abilities, and
experiences for intermediate positions such as Assistant Level Position or Senior Executive
Position. For senior management positions such as Assistant Director and Head of
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Department, the strategy encourages expertise, qualification, skills, personal attributes, and
abilities.
Selection Guidelines at Sana Safinaz:
The organisation based on behavioural considerations for hiring, notably for senior-level
roles. To choose a technical position like Data Manager, CAD Designer, or Clothing Designer.
The organization focuses on such tools to assess candidates' abilities. Excel, Photoshop, and
Adobe Illustrator are examples of software. Furthermore, in addition to qualifications and
experience, the company places a strong emphasis on communication skills, candidates'
culture and presentation As a textile and retail company, we believe that well-dressed
personnel are critical to the success of any company that adopts our ethic.
The Concluding Step of Recruitment Process:
During the final meeting, we present the candidate with an appointment letter that
distinguishes him or her from the other applicants. We discussed the job title and who to
report to at the last conference with the employee-to-be, as well as the date of joining, job
responsibilities, and job requirements. We also inform the employee about rewards, holiday
pay, medical benefits, insurance, and other perks
Recruitment Challenges at Sana Safinaz:
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The problem arises when the pool of qualified candidates does not include the best candidate.
At Sana Safinaz, two potential obstacles hinder the Manager's ability to hire the best
candidate.
Strong Relationships: At technical jobs and in lower management, such as
Merchandiser, Pattern-master, and so on. As a recruiter, you'll need to have a great
connection for these jobs. Finding employees who meet job requirements such as skills and
knowledge in technical fields such as Programmer is difficult.
Time Intensive Process: Finding a suitable applicant from a big pool of candidates is
a challenge. There is no technology that can pool data automatically. This is a very long and
time-consuming hiring process, hence it is regarded as a difficulty in the hiring process.
Sana Safinaz's Recruitment Methods: Sana Safinaz's recruitment methods are divided into
two categories. There are two types of recruiting: internally and externally. Sana Safinaz, on
the other hand, has used both sources to hire a possible applicant and fill a certain post. As
a result, both origins are mentioned farther down.
Internal Recruitment:
Re-Designation:
When a Supervisors And co - workers identifies a promising candidate based on merit, Sana
Safinaz redesigns the worker's position and raises the remuneration. Employees are
motivated and perform better as a result of this policy.
Promotion:
To fill the position, Sana Safinaz preferred existing employees, especially for middle-level
positions. The company promotes employees based on performance evaluation. Company
more focused on internal requirement because existing employees are well-known from
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organization culture. To reduce the hiring cost company is more focused on internal
recruitment rather than external recruitment.
Employee Referrals:
Sana Safinaz favoured existing personnel, notably for middle-level jobs, when filling roles.
Employees are promoted based on their performance reviews. As existing personnel are
well-known from the company culture, the company is more focused on internal
requirements. Internal recruitment rather than recruitment agencies is being emphasized by
the corporation to cut hiring costs.
Former Employee:
Former employees are those who have left the company and are no longer employed by it.
Sana Safinaz, on the other hand, has policies prohibiting the hiring of ex staff. If an
employee resigns, the company believes it demonstrates disloyalty. As a result, a staff's lack
of commitment to the company is not a favourable omen for future success.
Interns:
We favor Interns at Sana Safinaz for a limited length of time since we offer them specific
tasks to complete and train them on the duties of a certain department. We also assess
their practical and interpersonal abilities throughout that time. If those interns accomplish
well throughout their internship, we will offer them a position if one becomes accessible.
Job Posting:
Sana Safinaz fills positions from within the business; people who are already currently
employed are hired for other roles.
External Recruitment:
Advertisement:
The brand marketing technique of capturing the attention of candidates in toward the
organisation is referred to as advertising sources. To acquire a potential candidate, Sana
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Safinaz frequently uses advertising materials. Because it offers a huge pool of candidates
with varying quality, it is typically utilised for senior management positions and technical
positions such as developer, SEO, designers, and so on. For promotion, the organisation
employed Facebook, Recruiting Websites like Indeed, Rozee.pk, and LinkedIn, as well as
other social media channels. Recruiter lite, an add-on version of LinkedIn and a premium job
board that directly assists in recruiting, is yet another platform that has been used for
technological recruitment.
Campus Recruiting:
Campus recruiting is a method of identifying, engaging, and hiring young people. Campus
hiring is mostly employed at Sana Safinaz for entrance roles. Whenever the needs to hire
someone for an MTO or an internships. As a result, the Human resources makes contact
with the university's placement unit in order to refer potential candidates.
Interview Process at Sana Safinaz:
The interview session can be used as a screening method to evaluate an applicant.
Recruiters can use an interview to assess a candidate's emotional intelligence, intellect,
looks, and body language, among other things. There are two types of interviews: structured
interviews and survey questionnaire. Sana Safinaz, on the other hand, employed both
strategies for her interview.
Structure Interview:
A structured interview is one in which a question has been pre-determined. Organized
interviews are generally conducted for director level or fresh graduates at Sana Safinaz since
it saves the time for the recruitment and allows them to compare multiple positions quickly.
Un Structure Interview:
The interview is non-directive. It's the polar opposite of an organised interview. As
questions arise, they are asked. It also allowed the respondents to ask take questions based
on the candidate's prior comment. When hiring an applicant for a senior management job,
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Sana Safinaz employs an unstructured interview style. This method has been used to assess
communication abilities, soft skills of the candidate, appearance of the applicant.
Interview Methods at Sana Safinaz:
Video Call Interview:
It is a means of conducting interviews over through the online. The online conferencing
technology was also used to focus group discussion at Sana Safinaz. Interviews are usually
done using a zoom application. This method is used when candidates or interviewers are not
available for face-to-face interviews. As a result, the corporation employs this strategy to
avoid business interruptions.
Individual Interview:
This is the one-on-one interview that the HR department usually conducts. This must be the
most prevalent way for conducting interviews at Sana Safinaz. The CEO conducts the
interview for the job of Department head. The Head of HR conducts an interview seeking
executive posts. Finally, for lower-level positions, such as executive positions, an
examination is held by the Assistant Manager HR.
Departmental Interview:
Experts or subject specialists usually conduct department interviews. Because Sana Safinaz
is in the retail clothes business, this strategy is also applied there. Fashion designer, Cad-
Designer, and Embroider are just a few of the technical positions available. For these roles,
the department head conducts interview to assess the nominee's abilities.
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