Procedure for Recruitment of Persons

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Procedure for Recruitment of Persons

1.0 Objective
To lay down the ensure timely recruitment and selection of right person for right job.
2.0 Scope
This SOP applies to the timely recruitment and selection of right person for right job in abc company.
3.0 Responsibility
3.1 All Supervisor of HR & Administration
3.2 Manager/ Head Concern Area
4.0 Abbreviations and Definitions
SOP : Standard Operating Procedure
HR : Human Resource
CC NO : Change Control Number
cGMP : Current Good Manufacturing Practice
HOD : Head of Department
5.0 Procedure
5.1 Selection Procedure
5.1.1 After job analysis preparing the job description and job specification.
5.1.2 Determining the sources of recruitment.
5.1.3 Preparation of the application form.
5.1.4 Conducting the interview.
5.1.5 Checking the references
5.1.6 Conducting the medical examination of the applicant where deemed desirable.
5.1.7 The final selection interview with the applicant ultimately selected.
5.2 After job analysis the job description and job specification
In this mainly following area can be delineated
5.2.1 Physical
5.2.2 Education and experience
5.2.3 Level of General Intelligence
5.2.4 Special aptitude
5.2.5 The disposition required.
5.2.6 Other relevant specification.
5.3 Selection sources of recruitment:
Here are two areas for selection of candidates
5.3.1 Internal
5.3.2 External
Recruitment through advertising
Reference to employment exchange
Recruitment from colleges
A study of a central applications file maintained of past applicant not selected at that time.
Use of special consultants for recruitment.
5.4 Preparation of The Application Form
The application form generally provides the following type of information:
1. Identifying information relating to aspects such as sex, age, height & weight.
2. Educational information regarding applicant’s backgrounds at college, school.
3. Information regarding community activity.
4. Experience information.
5.5 Conducting the Interview
Basically interview is an art, which developed by own method, but as we generalized

then following area which are mainly evaluated:
1. Manner and appearance
2. Education
3. Experience (Job Knowledge)
4. Intelligence
5. Cooperativeness
6. keenness and industry
7. initiative
8. Leadership
9. Character and loyalty
10. Final Assessment
5.6 Checking the Reference:
References checking will be done, if required, by plant head / personnel head.
5.7 Conducting The Medical Examination of The Applicant Where Deemed Desirable:
The medical can give information following types:
1. Whether applicant is medically fit for the specific job
2. Whether applicant has health problem or psychological attitudes likely to interface

with work efficiency or further attendance.
3. Whether the applicant is suffering from bad health problem which should

be corrected for satisfactory work.

5.8 The final selection interview with the applicant ultimately selected:
After above process candidate will finally select.
6.0 Forms and Records
6.1 Interview Assessment Form – Annexure-1
6.2 Manpower Requisition – Annexure-2
7.0 Distribution
7.1 Master Copy – Documentation Cell (Quality Assurance)
7.2 Controlled Copy – Quality Assurance, Personnel & Administration
8.0 History

Revision Number	Details For Change	Reason for Revision
00	New SOP	NA

Procedure for Recruitment of Persons

Reason for Revision