Recruitment and Selection Policy and Procedures Guide for ADES Limited

This report provides a comprehensive overview of the Recruitment and Selection (R&S) Policy and Procedures guide for ADES Limited. It serves as an advisory document for those involved in the hiring process, emphasizing the company's commitment to equal opportunity and fair practices. The report outlines the overall company policy, including general procedures, recruitment files, and advertising job vacancies. It details the selection process, from shortlisting applications based on job descriptions and person specifications to conducting interviews and pre-employment checks. The document also includes appendices with a short-listing record and an interview call letter, providing practical examples of the R&S process. The policy ensures a non-discriminatory approach, selecting candidates based on qualifications and abilities, and is enforced by the Human Resource Manager of ADES Ltd. The report covers various stages of the selection process including pre-shortlisting, shortlisting, testing, interviews, pre-employment checks, and optional reference checks. The aim is to provide a structured and consistent approach to hiring, ensuring the best candidates are selected for positions within the company.

Employment Skills for
the Service Sector

TABLE OF CONTENT
Recruitment and Selection (R&S) Policy and Procedures guide for ADES Limited that will serve
as an advisory document to those who are involved in the hiring procedure of staffs. ..................4
An overall company policy of employee recruitment..................................................................4
General Procedures......................................................................................................................4
Recruitment file...........................................................................................................................5
Advertising of job vacancies........................................................................................................5
Selection process..........................................................................................................................6

Recruitment and Selection (R&S) Policy and Procedures guide for ADES
Limited that will serve as an advisory document to those who are involved
in the hiring procedure of staffs.

ADES LIMITED
An overall company policy of employee recruitment
Policy statement
1. ADES Ltd is referred as an equal opportunity provider where they are committed to
provide an equivalent prospect in employment to diversified set of individuals.
2. It is while referring to employ new set of individuals at the workplace or promote the
existing ones, they are always adhere to-
 Pursue good practices of hiring and promoting as per the recommended
guiding principles in the code of conduct and other regulations hand out by
Equality Commission (ADES, 2017).
 Nondiscriminatory laws to eliminate any sort of unlawful behavior with any
of the aspirants by selecting the best in terms of qualifications and abilities.
3. This is basically to attain the above intended goals for which, this R&S process has been
set up where none of the position in the company will be fulfilled without its referral.
4. It is sole responsibility of the Human Resource Manager (HRM) of ADES Ltd to
mandatorily enforce this procedural policy.
General Procedures
General Principles

 These procedures must have a fair and consistent application on all jobseekers with a
prime support to the disables.
 It is required to be a pre-planned staffing that will be released up to contention with no
approval to any informal or groundless appeals for occupation.
 The individuals willing to work with us are obliged to fill the application form in reply
to a publicized job post (ADES, 2017).
 All aspirants need to be evaluated strictly on the basis of pertinent benchmarks for
appointment by determining the most deserving candidate for the occupation.
Recruitment file
 It is at the beginning of a staffing exercise for the post of “General Assistant”, a
recruitment file must be formed with an exclusive reference ID for all respective
records. This record will be certainly used to compile the print copies of the documents related
to the staffing exercise and will include the below mentioned photocopies with a
progressive session-
1. Job description of General Assistant-
▪ Directing the customers as a mean of assisting them in acknowledging the
product location.
▪ Supporting warehouse deliveries and merchandising units.
▪ Restoring the shelves as and when required by cleaning it and verifying the
product dates.
▪ Nature of Occupation- Permanent
▪ Salary- As per the industrial norms▪ Reporting Authority- Duty Manager

2. Person specification of General Assistant-
▪ Possess a supportive and cordial nature.
▪ Confident and self driven.
▪ Client focused attitude.
▪ Energetic and physically fit.
▪ Able to operate under pressure and carry out a procedural work.
▪ Willing to work in teams and group of individuals.▪ Fluent skills of communication where a previous experience in a similar field
will be an added advantage.
3. Application forms-
The application forms can be downloaded from the official website of the company prior to
the date of closing.
4. Shortlisting (Refer Appendix 1)- It is referred to be one of the most important
part of recruitment procedure that is also depicted to be a time consuming yet
an essential tact of skimming down the received applicants. It is basically in
accordance to the identified requirements of the job profile and acquire the
most deserving one. It further consists of some below identified steps-
▪ A prompt usage of job description and person specification where in
context to the present scenario of ADES LTD, the recruiters will hereby
tend to match the envisioned qualities of the applicants written in their
CV's with that to the specified clauses of the vacant position of General
Manager.
▪ Designing points to rate the candidate to further score them in
accordance to that. This will be illustrated as Criteria 1, Criteria 2, etc.,
along with some other schemes of scoring to invite the selected set of

applicants for the next stage of interview.
5. Interview assessment sheets and notes- It is yet another prime consideration of
the recruiters who will be provided this sheet to precisely record in order to
identify the candidates who have factually met the stipulated criteria for
delegating them in the job position. It will together act as a guide for the
panelists of ADES LTD to select from the most deserving candidates. Wherein,
it strictly to take down the notes of evaluation and need not to be attached with
the assessment form.
6. Letters to applicants (Refer Appendix 2)- It is with a special context of inviting
the selected candidates on the basis of the above carried procedures of
shortlisting done by the panelists of ADES LTD. It is basically a call letter that
will be transmitted to the applicants whose application has showcased the
required qualifications for the post of General Manager.
Advertising job vacancies
 This is to publish the job vacancies as a mean of receiving as many applications as
possible from a potent set of individuals where the below stated checklist must be
referred at the time of advertising the post.
 This involves using a variety of media to promote the ad post where it should be posted
on the official website of ADES Ltd, followed by some other profound newspapers,
magazines, journals, local job centers and other online sites of recruitment.
 All advertised job posts should involve a mandatory declaration stating that “ADES
Ltd is an equal opportunities employer”.
Selection process
It is after the closure of appeal stage, the selection process of ADES Ltd will comprise with
the below six stages that encompasses-
1. Pre-shortlisting- It is in accordance to support the applicants to make a prior visit in
ADES LTD where they have applied for the post of General Manager as a mean of
building trust and envision the workplace and future opportunities in the applied post.

2. Shortlisting- This will be done for reducing the enormous pool of applicants from
which the deserving set of candidates will be further interviewed by following the two
leading stages of -
a. The initial listing, and
b. The competitive listing.
3. Testing- This is basically in regard to test the candidates called for interview by
arranging varied tests that means to give them a particular situation in which they are
required to perform certain standardized tasks. ADES LTD will hereby refer to conduct
psychological tests with four major areas of testing that are-
Area of function Type of testing
Skills and cognition Verbal, strength, numerical and coordination,
etc.
Aptitude Keyboard, foreign language, technical.
Personality Dispositions, motivation, like and dislikes.
Behavioral What they have done and refer to do further,
assessment centers, etc.
4. Interviews- It is basically to discourse upon a pertinent style of interviewing the
candidates by selecting a prompt method for the same where there include a range of
interview types like informal, structured, panelist, group or telephonic. It is where each
of these interview types comprises with several benefits and drawbacks. Here, in the
present situation of ADES LTD they have chosen the panel system for interviewing the
invited job applicants.
5. Pre-employment checks- This is after selecting the candidates after the conducted
interview where ADES LTD will subsequently refer to verify their physical and mental
fitness to undertake the role of General Manager. This will mainly include fitness tests

and medical assessments along with drug testing and bio-metric test, etc.
6. References (Optional)- This is basically to scrutinize the character reference or
educational reference of the designated candidate with a primary inclusion of verifying
the same from any previous set of employers.

REFERENCES
ADES. 2017. [Online]. Available through: <http://www.adesfoods.com/About%20Us>.
[Accessed on 20th February, 2017].
ADES. 2017. [Online]. Available through: <http://adesfoods.com/career>. [Accessed on 20th
February, 2017].

APPENDIX 1
SHORT-LISTING RECORD
POSITION TITLE: General Assistant
Closing Date: ____________________________________
Number of Application Forms Sent Out: ___________________
Returned
Application
Forms
Application
Form
Number
Meets Essential
Criteria
(√ or x)
Meets Desirable
Criteria
(√ or x)
Interview
(Yes/No)
Candidate 1
Candidate 2
Candidate 3
Candidate 4