Objective: The policy is meant to ensure an effective and efficient method of recruitment and selection.

It is aimed at hiring without any discrimination based on race, colour, gender, nationality, ancestry, religion or disability. Guidelines: It will be ensured that the recruitment policy complies with regulations set out by the Government of Pakistan. The Sources of recruitment for different job vacancies in TELENOR include Internal Advertisement. Databank (TELENOR JOB Portal) Advertising/ Social Media Head hunters/executive search organizations. Walk in candidates. Colleges and Universities Employee Referrals External Recruitment: i. No candidate under the age of eighteen will be considered for employment. iii. Spouse of an existing employee will not work for direct competition and either one will have to resign from service. Exceptions will be considered on a case by case basis subject to the approval of CEO. iv. Human Resources department will advise Department Heads on salary ranges to be offered to the applicants keeping internal and external equity and market worth of the position in perspective. v. Minimum qualification will be a Bachelors degree or equivalent. This criterion does not apply to technicians/riggers and support staff. vi. Hiring from vendors, franchises, and clients will not be encouraged. Exceptionally where offers are made to employees of these entities their prior consent must be obtained. vii. All recruitment will be done through the Human Resources Department in consultation with the Heads of the concerned Department. viii. An applicants knowledge, skill and aptitude related to the position shall be judged according to a range of factors including: a) Education (Academic / Professional). b) Experience
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c) Pre employment Test d) Assessment Centre e) Interview ix. Applicants will apply online after registering with the web based jobs portal. x. All applications received manually will be kept on HR database for a period of 6 months only. Hiring of Family Members To avoid conflict of interest, hiring of family members has been regulated under two categories: Category I Parents, children, siblings, uncles, aunts, nieces, nephews Hiring of a candidate who falls in any of these categories of relationship will be generally discouraged. Any exceptions may be considered on a case by case basis on the merits of each case if: a. Candidates possess rare skill set very scarce or unavailable in the market. b. Candidates have exceptionally good academic credentials and professional track record. Hiring managers will need to provide rationale for making an exception to HR in the first instance. HR will evaluate all potential candidates competing for a given position and determine the merits of an exception in liaison with hiring managers. Depending upon HRs assessment a request for exception will be forwarded to the CEO for a final decision. Such exception will only be made if it is established that there is no conflict of interest. Category II Cousins, spouse, in-laws Candidates who fall in these categories of relationships can be hired however their exact relationship with existing telenor employees will have to be documented at the time of hiring. This would help ensure that they do not enter into a working relationship (direct or indirect reporting) with any of their relatives to avoid conflict of interest. Divisional heads and respective HR regional teams will need to be vigilant so that subsequent changes in department of these employees and/or relocation do not result in a conflict of interest. General Guidelines

Definition of conflict of interest Conflict of interest is defined as the potential to exercise influence for personal and/or professional gain outside of established work parameters and code of conducting business including but not limited to influencing hiring and performance outcomes, gaining access to restricted information, eliciting preferential treatment or exploiting any other condition of employment for the benefit of the related parties. Non-disclosure of relationship Services of both the candidate and the related employee will be terminated in the event of nondisclosure at the time of hiring and subsequent discovery as such non-disclosure may result in situations leading to conflict of interest, or compromise company interests. It will also be in contravention of the code of conduct and considered as disregard for the telenor values of trust and integrity Applicability This policy will encompass all types of hiring i.e., permanent and 3rd party contract as well as long term consulting assignments expected to last for 1 year or more. Process: i. Departments will share position information regarding qualification, skill set and job description with HR for identification of suitable candidates. ii. The Human Resources Department will place internal advertisements and / or shortlist suitable candidates from the Jobs portal and other sources. They will also conduct appropriate pre-employment assessments for the short listed candidate in order to evaluate the suitability of the candidate for final interviews. iii. The Human Resources Department will provide CVs to the line manager screened on the basic criteria in line with the job profile and pre-employment assessments. The hiring manager will conduct interviews of the short listed candidates. Departments will share at least three CVs with HR for every open position. (One primary candidate and two back up candidates). Short Listed Candidates will be invited for a final interview with the HR department. iv. Departments will submit an online Hiring Request through the recruitment workflow to obtain approvals necessary for HR to process the hiring request. v. A lead time of at least ten working days will be required for processing a hiring request. vi. Reference checks will be done for the selected candidate either before hiring or during the probationary period. Continued employment will be subject to satisfactory references being received.

vii. The Human Resources Department will prepare and deliver the employment letter to the selected candidate and will obtain acceptance. viii. After selection the HR department will complete the following information for the employees personal File: a. CV b. Hiring form c. Interview assessment sheet d. Passport size pictures e. Code of conduct f. Proprietary information agreement g. Copies of educational and professional documents h. Copy of NIC i. Filled application form j. Reference check report k. Accepted appointment letter x. In case of hiring of Consultants the Company will sign a consultancy contract for a duration ranging from 3 months to 1 year. xi. Candidates rejected or kept on file for future reference will be sent appropriate regret communiqus. Internal Recruitment: i. Every vacant position will be announced internally to employees through an email directing them to the internal portal. The announcement will clearly indicate qualifications required (education, experience etc) for the position. Only confirmed employees who have spent at least one year experience in their current position will be eligible to apply in response to these announcements. Employees will have to keep their line managers in the loop when applying against an internal position and if selected will join the new job after getting clearance from their line manager/department head. Internal applicants will compete for openings as per the applicable recruitment and selection practice. The grade and salary of the successful applicants will be adjusted in accordance with the new role, taking into account their profile, internal equity considerations and market compensation for the role.
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ii.

iii.

iv.

v.

vi.

vii.

Successful applicants will have to wait for a minimum of one year from the date of their new appointment before they can compete for another position. All other aspects of the recruitment and promotion policies will remain unchanged. If suitable candidates are not found as a result of the internal announcement, the position will be filled through external sources.

viii.

ix.

x. xi.

E-mail: When there is any vacancy in the organization they send mail to all of the employees. Job posting: Whenever a vacancy of a job is made HR department announces it in the
organization with the help of intranet by which employees apply for their own or can contact their relatives.

xii.

Replacement charts: By the help of replacement charts HR department can easily fill
up a vacancy by giving promotions to the lower ones by this way they can fill the vacancies. This promotion depends upon the performance of the employee

JOB ANALYSIS AND PREPARATION OF JOB DESCRIPTION

JOB ANALYSIS
When hr department is asked or demand for more employees in any other department, the activity HR department performs that first they compile the whole job duties, responsibility grade, work unit and placement and afterwards they prepares the job description.

Job description
A single job description is prepared for two purpose, first they use it to publish it in the local newspaper which have a nationwide network and secondly they use the same job description for the website where the online application facility for the new employment. Job description they prepare for the newspaper has a slight difference from the job description they have on their website. Job description they prepare for the newpaper is very simple but the components they have in this job description are as follows,

Job title: Includes the job title for which it is being advertised Department: For which department the job is required Responsibilities: Includes the key areas to perform, autonomy and power.

Specification: Includes the basic skills, knowledge, ability, experience and educational background Gender: They specify the gender for the particular Working location: Sites where he/she has to place for job

Skills Require Joining Telenor

In Telenor each role requires specialist abilities, dealing with change at this rate call for certain core skills. And throughout the selection process, Telenor looks for evidence that applicants can demonstrate the under mentioned critical skills.

a. Communication. The flexibility to communicate when moving through different environments is paramount. Success hinges on the ability to tailor style, tone and content to suit specific audiences. b. Customer Focus. It's vital that employees constantly strive to provide world-class customer service, establishing and responding flexibly to exceed customer expectations. c. Drive for Results. Clear objectives and knowledge to achieve, depends on clarity of thought. It's important to care passionately about realizing their goals, understanding what this requires and acting on it. d. Developing Self and Others. At Telenor employees will need to take responsibility for their own development, learn from experiences, seek and act on constructive feedback. e. Innovation and Change. This is an industry, and a company, which thrives on change. Employees will need to be the same, embracing positive developments and adapting quickly to ever-changing circumstances and situations, as well as generating innovative ideas and solutions. f. Working with Others. As a global business, Telenor cannot function on an individualistic basis. To be successful with Telenor employees will need to build and develop positive working relationships based on mutual trust, taking full advantage of the networking opportunities available.

Procedure for application: i. Interested employees will submit their application to the Human Resources Department while keeping their managers in the loop. ii. Employees meeting the basic position requirements will have to appear for pre-employment assessment relevant to their grade level for screening. iii. The Human Resources Department will share screened internal profiles with the line manager. iv. Successful candidates will appear for an HR interview before their transfer is processed through the online change of status process. v. Unsuccessful internal applicants will become part of the internal talent pool subject to their consent and their potential suitability for other positions in the organization. vi. Promising applicants from the talent pool will be referred to line managers as and when a relevant position becomes vacant. vii. Internal applicants will be kept updated on their application status. Hiring authorizations: The Hiring Committee will be as follows: For Managers I & Above Chief Officers/VPs Head of HR Head of Staffing For All Other Grades Directors Head of Staffing

Recruitment Policy of Telenor

Experience: HR needs the experience of 3-5 years for managerial positions. They also hired fresh
graduates for their customer service department. They also provide opportunities to fresh & qualified candidates in other departments too. For executive level job they require experience of 1-2 years.

IQ test/Written test: If they got the experience of 5 years then there is no IQ test or written test. EEO: Telenor Pakistan follows EEO. They maintain a policy of non-discrimination towards all employees
and applicants for employment. Telenor Pakistan has no discrimination in sectioning whether candidates are women, minority or disable. They only focus on skills, experience and qualification.

CV Submission:
channels: hctelenor.com.pk

Interested applicants should submit their CV to their official site and followings

Telenor Pakistan - Moaiz Center, 13-K, F-7, Islamabad

Approaching and Interviewing: Once they receive your CV, they will assess it according to there
recruitment policy. There recruitment methodology is based on looking at capabilities i.e. sets of behavior, skills and knowledge that can be determinants of job success.

Assessment: The selection criteria may involve different steps with respect to the position you are
applying for. There can be one to one interview with concerned Division head, Recruitment Manager and/ or a panel interview, or there can be series of interviews. Special process of a preliminary test might be carried out, depending upon nature of the job.

Keeping details on file:

If there is no specific job in the area of an individual's application, or an

applied for position has already been filled, they will hold all details in there Careers database for up to one year, with the consent of the applicant. Within this period, should any vacancy arise to which they feel the applicant would be suited, he/she will automatically be considered.

Record Verification: All the information provided is checked and verified by the related areas and
any false or fake information provided can lead to the strict disciplinary action.

Selection Policy of Telenor

EEO:

Telenor Pakistan has policy that out door marketing job they only hire male not female. Because

they cannot do market field work, they only hire female for indoor jobs. For first line managers and operatives job they prefer fresh blood age restriction is up to 26.According to the HR Senior Ex they want youth in these post because they are more energetic.

Quality of people: Telenor Pakistan have policy for quality of people for the middle and first line
managers they must be highly qualified and must be from graduated or post graduated from HEC recognized Universities. For job qualification, skills and experience very much count.

Selection technique:

Telenor Pakistan dont conduct the test for the top managers middle

managers post candidates with the experience more the 5 years .According to them its insult for the candidate to have test for the job. They use to have interviews for them.

Management role:

The Interviews are conducted by line manager and floor managers and HR

manager. The final authority to select the candidates is owned by the GM of the particular department.

Legal issues: They provide health and safety to their employees in the kind of any emergency.

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Hiring of ex- employees: Hiring of ex-employees will be considered on merits of each case subject to satisfactory internal reference checks. Any former employee joining back within 1 year of their resignation will be hired at the same grade level. Appointment letters: All employees selected to work in telenor will be issued a letter of appointment by the HR Department which will clearly spell out the terms and conditions of employment and the benefits applicable to the position. Probation - 90 days: Upon completion of probationary period the HR department will seek the line managers feed back on whether to confirm service, extend probation or terminate employment. The line manager will have 5 working days to respond. Probation can only be extended once for a maximum period of 90 days. Services of all unconfirmed employees at the end of the 180 day tenure will either be confirmed or terminated. Compensation in lieu of notice: Candidates, who are asked to join early and have to surrender salary in lieu of notice to their previous employers, will be compensated up to a maximum of one months last drawn gross salary subject to documentary evidence. Candidate will have to claim this amount through an expense claim form accompanied by documentary evidence of deduction from the previous employer.

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