Objective
To attract, identify, and onboard skilled professionals who meet the technical, safety, and cultural standards of the company and its projects.
- Resource Planning
- Forecast hiring requirements based on project pipeline, timelines, and resource schedules.
- Prepare organization charts and position matrices for each project phase (design, procurement, construction, commissioning).
- Coordinate with Project Managers and Department Heads to identify skill gaps.
- Maintain a manpower mobilization and demobilization plan aligned with project stages.
- Recruitment Strategy
- Develop a comprehensive recruitment plan covering permanent, contractual, and project-based roles.
- Utilize multiple sourcing channels:
- Job portals (Naukri, Indeed, LinkedIn, etc.)
- Recruitment agencies and manpower suppliers
- Campus hiring from engineering and technical institutes
- Employee referrals and internal transfers
- Promote employer branding through company website, social media, and job fairs.
- Ensure diversity and inclusion in hiring practices.
- Job Analysis & Description
- Prepare accurate job descriptions (JDs) outlining duties, qualifications, and safety responsibilities.
- Define competency frameworks for technical, supervisory, and managerial roles.
- Include site-specific requirements such as certifications, licenses, or language skills.
- Screening & Shortlisting
- Review applications and screen resumes based on minimum qualification and experience.
- Conduct initial telephonic or online interviews for suitability assessment.
- Verify project experience, certifications, and references.
- Maintain candidate evaluation sheets for transparency.
- Selection Process
- Conduct technical interviews led by project or discipline heads (civil, MEP, HSE, QA/QC, etc.).
- Arrange HR interviews for behavioral and cultural fit assessment.
- Include practical or trade tests for site-based and skilled labor positions.
- Perform medical and fitness checks as per site and safety requirements.
- Ensure reference checks and background verification before final offer.
- Offer & Onboarding
- Prepare offer letters and contracts in line with company policy and labor laws.
- Communicate compensation structure clearly (salary, allowances, benefits).
- Conduct site induction and HSE orientation before mobilization.
- Assign mentors or supervisors to new employees for integration.
- Collect and maintain joining documentation (ID proofs, certifications, bank details, etc.).
- Compliance & Documentation
- Adhere to local labor laws and visa/work permit regulations (especially for GCC or overseas projects).
- Maintain updated manpower database and recruitment dashboards.
- Keep complete personnel files and ensure confidentiality.
- Report recruitment metrics to management (time-to-hire, cost-per-hire, attrition, etc.).
- Continuous Improvement
- Conduct post-hiring feedback sessions with department heads.
- Track employee retention and performance of new hires.
- Build talent pipelines for recurring project roles.
- Implement digital recruitment systems (ATS) for efficiency.