Introduction

AMPLE recognizes that effective Recruitment and Selection is fundamental to the success of the Company. AMPLE is committed to ensuring the Recruitment and Selection of team members is conducted in a systematic, fair manner and promotes equality of opportunity.

Objective

• To ensure that we recruit the best candidate for each position.
• To ensure that all recruitment decisions are based solely on the knowledge, ability, skills and experience of the candidate.
• To ensure that suitable Recruitment Processes are in place.
• To ensure compliance with the Company’s policies and procedure
• To promote AMPLE values, Corporate Goals and Core Competencies.

Scope

• This policy applies to the Recruitment and Selection of all team members into AMPLE.
• This policy does not apply to the Recruitment of internal team members.
• All team members, or third party suppliers, involved in the recruitment process should be aware of and adhere to this policy. It is the responsibility of the Recruitment Team to provide such parties with this policy, prior to their involvement in the recruitment process.

Process

1. Process Overview
2. Prior to Recruitment
3. Sourcing Candidates
4. Selection Criteria
5. Selection Process
6. Feedback to Candidates
7. Offer of Employment

Process Overview

• All individuals involved in the recruitment process should be aware of their responsibilities.
• If a team member involved in the recruitment process is related or has a close personal relationship with a candidate, the Recruitment Team should be made aware as soon as possible. As per the Company handbook, the said team member should not be involved in the Recruitment Process.
• To ensure Data Privacy, all documentation relating to applicants must be treated with confidentiality.
• The Recruitment Team manages the Recruitment and Selection process. The Recruitment Team will work with the Recruiting Manager/s throughout the Recruitment Process. While the Recruitment Team can advise, the final decision for selection is made by the Recruiting Manager/s.
• The Recruitment Team has sole responsibility for making offers of employment, both verbal and written.

Prior to Recruitment

• It is the responsibility of the Department Hiring Manager to evaluate the need for a vacancy to be raised.
• Department Hiring Manager prepares the pre-requisites for the Manpower Requisition Form
• Department Hiring Manager Complete Manpower Request Form as per the guidelines
• Department Hiring Manager Share the MPR with Head – HR and Talent Acquisition Manager
• Recruiting Managers must provide an accurate and up to date Job Description, Person Specification and Key Result Areas. These documents set out the duties of the job and the skills required to carry out the role. These documents form the basis of the selection criteria.

Sourcing Candidates

• Vacancies will be advertised internally, where appropriate.
• The Recruitment Team will agree a suitable sourcing strategy with the Recruiting Manager/s.
• Depending on the nature and the level of the role, the sourcing strategy will include some or all of the following.
 Search of AMPLE candidate database
 Company web site and Internal Job Posting
 Internet and Job Boards
 Team member Referrals
 Social Media Referrals – Recruiting
 Alumni Referrals
 Training Institutes
 Campus Recruitment
 Job fairs
 Walk-ins, Unsolicited Candidates
 Placement Consultants / Vendors
• All the Candidates shortlisted to be hired at Ample Technologies have to undergo a Professional Reference Check. This will be specified to the Vendor Partners (if any) as well while briefing the recruitment process.
• The HR Team will receive the applications from all Sourcing channels centrally. The Source of the candidate will be recorded for each candidate before proceeding with the recruitment process.
• Subsequent to submitting a CV, candidates will be invited to complete an application form for further clarification of education and employment details.

Selection Criteria

Minimum selection criteria will be applied to all candidates for every role.
For all positions – Graduation is mandatory; relaxation is accepted for a 10+2+3 Full Time Education
Relevant industry experience.
• Candidates will be made aware of the minimum selection criteria at application stage.
• Candidates not meeting the minimum selection criteria will not be considered for recruitment process
• Candidates meeting the minimum selection criteria will be invited to attend a face-to-face interview with HR.
• Candidates who clear the 1st level of interview with HR are considered for the selection process.

Selection Process

• All Selection Processes will be agreed based on the Job Description and Role Specification. In addition to the initial HR Screening, the selection process will include the following:
 HR Screening
 HR Interview
 Skill Interview
 HR Managerial Interview
 BU Business Head Interview Termed as Final Interview
 Additional Exercise and Assessment Centre on need basis.
• Candidates must be made aware of the selection process when they are invited to attend an Interview.
• All testing must be appropriate for the role and results assessed against the selection criteria.
• Interviewing must be undertaken by at an individual to mitigate the possibility of prejudice or unfair selection. A member of the Recruitment Team should be present for at least one interview.
• Wherever possible, the same individuals should interview all candidates for a role.
• Interview questions must relate to the Role Specification/Selection Criteria.
• Notes must be made at the time of interview.
• The selection decision should be made against the criteria listed in the Role Specification. All decisions, and reasons for them, must be recorded.
• At the end of the selection process all records will be passed to the Recruitment Team. These will be retained for 6 months in case of requests for feedback or threat of litigation.

Feedback to Candidates

AMPLE will give feedback to any candidate who attend the interview irrespective of them being selected or rejected with the reasons.

Offer of Employment

1. An Employment Offer can only be made once the Authorized HR, has signed off the Offer Letter.
2. All offers of employment are subject to satisfactory reference check.
3. The Recruitment Team will make the offer of employment, agree a proposed start date and send the appropriate screening paperwork and offer documentation.
4. Should candidate referencing not be satisfactory, The Recruitment Team will withdraw the employment offer.
5. When the candidates screening is complete the Recruitment Team will confirm the start date with both the candidate and the hiring manager. The update is also sent to the Capability Development team to plan for the relevant induction courses.

Responsibilities

Role Responsible for
Business Head or Hiring Manager • Planning and Budgeting of the position at the start of the financial year.
• Provide sign off from Company Head for New vacant positions raised.
• Provide a Recruitment Authorization for all vacant positions including replacement.
• Provide an up to date job description, role specification and key result area for all vacant position.
• Authorize wherever budgets are exceeding than the specified budget of the position.
• Guide the recruitment team with sourcing strategy for a focused and targeted souring
• Provide constructive feedback for unsuccessful candidates.
Recruitment Team • Ensure that all parties involved in the Recruitment Process are aware of this policy.
• Log and pass all Recruitment Authorizations to ensure recruitment is within budget.
• Agree a sourcing strategy with Hiring Manager.
• Share the open position with team members to invite Team member Referral.
• Arrange for appropriate advertising/candidate sourcing.
• Liaise with third party suppliers/agencies.
• Periodically review and maintain the preferred agency supplier list.
• Shortlist candidates for selection process and forward suitable CVs to Hiring Manager.
• Ensure that candidates are aware of the process prior to selection.
• Administer relevant testing wherever necessary
• Provide competency based interview questions.
• Conduct first stage interviews
• Sit with the Hiring manager interviews if appropriate.
• Gain offer authorization from Head – HR.
• Conduct Reference Check
• Make employment offers to successful candidates.
• Provide constructive feedback to candidates, if requested.
• Ensure the relevant paperwork is sent to the successful candidate.
• Share the entire relevant documents for Team member Personal file with the HR Administrator.
• Continually evaluate the recruitment process.

Amplite Referral Program

The referral incentive policy endeavors to encourage recruitment of team members via references from existing team members.

Philosophy
In line with its values, Ample believes that recruitment of candidates known to its current Team members would increase the level of teamwork and camaraderie and bring in known talent into the Organization.

Amplite Referral Bonus

The amount payable for the different positions is as follows

Level Description	Referral Bonus Amount
Freshers	Rs 10,000
Experienced candidates upto Asst. Managers	Rs 20,000
Managerial level and above	Rs 50,000

Those resumes (referrals) that are received from team members from the use of their Business contacts and via Official routes will not qualify for the referral incentive payout.
Procedure

The Amplite Referral mails are shared with the team members
From the Centralized HR Mail ID
From Naukri Referral Tool

From the Centralized HR Mail ID
• All relevant positions would be published via an internal notification through an email from H.R.
• Any team member who knows friends / acquaintances / ex-colleagues / neighbours who are in similar positions and are looking for a change may forward the resumes to the H.R. email address – hr@ample.co.in
• The recruitment team will validate the source of the candidate by checking the duplicity (To confirm that we don’t have this candidate in the recruitment database through any other channel like Vendor partners)
• Any team member can initiate a self-application for any of the jobs mentioned in the notification, stating reasons of his / her movement to the role, how it fits in with his / her aspirations and how he / she sees themselves fitting into the aspired role. Refer to the Internal Transfer Policy for more information
• The candidate would then go through the normal selection process thereafter (with preliminary and final rounds of interviews), followed by reference checks with the Organization that the person has worked for.
• Once the candidate has successfully completed the selection process, an offer would be made to the candidate.

From the Naukri Referral Tool
• The recruiter will fill in the job template on Naukri tool as per the open position with the pre-requisites.
• The recruiter will share the Selected Open Positions with the Team members.
• Team members can share the open positions shared by the recruiter with their network on Facebook, LinkedIn and other networking sites.
• Anyone who receives the mail can apply through the link provided
• The recruiter will receive the resume and the qualified candidates will be scheduled for an Interview.
• Upon successful shortlisting, selection and Onboarding the team member gets the referral bonus.

Payment Terms

• The concerned team member would receive the relevant referral incentive amount, 6 months after the fitment has been found suitable and when the candidate has begun carrying out the responsibility at a satisfactory level.
• On completion of 6 months of the person joining, HR Team will process the eligible referral amount to the team member who has referred in the 7th Month Salary.

Documentation

• Manpower Requisition Form
• Employment Application Form
• Interview Assessment Form
• Reference Check Form
• Offer Letter and Appointment Letter

Recruitment Turn Around Time

Team Responsible	Process	Actions	No of Days
			Executives/Sr.Executive	Team Leader/ Assistant Manager/Manager	Sr. Manager & above
Business Head	Share MPR with HR	HR Manager validates for Approval and Flags for recruitment	1 Day	1 Day	1 Day
HR Manager	Allocates the open position to recruiter	If the MPR is received before 1:00PM – Same Day else it is carried forward for the next day	1 Day	1 Day	Same Day
Recruiter	Sourcing	Start Sourcing CV’s from all channels in the order of low cost channels	2 Days	3 Days	2 Days
Recruiter	Posting Jobs	Post Job on Career Site of Ample and Imagine Post Job on Naukri Portal Post Job on other free portals and Blogs Share Job with team member for Referrals?	1 Day	1 Day	Same Day
Recruiter	Screening	Screen Candidates CV against various parameters mentioned in the Job Description	7 Days	10 Days	12 Days
Recruiter	Sourcing	Share with Vendors/Consultants if the recruitment team is unable to get a valid select from the screened candidates in One Week	1 Day	1 Day	Same Day
Recruiter	Assessment	Telephonic Interview of Shortlisted candidates	2 – 5 Days	2 – 10 Days	2 – 12 Days
Recruiter	Scheduling	CV shared to Business	1 Day	1 Day	1 Day
Business	Scheduling	Business to share schedule for a F2F/ telephonic/Skype interview Skill Interview.	2 Days	2 Days	2- 5 days
Business	Feedback	Business to complete Interview	2 Days	4 Days	2- 7 days
Recruiter	Selection	Shortlisted candidates are processed for Next Steps	Same Day	Same Day	Same Day
HR Head / Business Head / CEO	Assessment	Final Interview of shortlisted candidates for Managers and Above			13 Days
Recruiter	Document Collection	Recruiter Collects the documents from the shortlisted candidates	1 – 3 Days	1 – 4 Days	1 – 4 Days
Recruiter	Back Ground Check	Reference Check is done on Employment for last 3 years	1 – 4 Days	1 – 7 Days	1-7 Days
	Offer		30 Days	45 Days	65 Days