PROJECT REPORT

Recruitment & Selection at MOBILINK

Supervisor:
Dr. Sadia Nadeem

Submitted By:
Mohammad Ibrahim Afridi (08-0068)
Mohammad Mujtaba (08-0039)
Farzeen Zahra (08-0652)
Sohaib Naeem (08-0187)
 Table of Contents

INTRODUCTION TO MOBILINK 3

MAJOR OCCUPATIONAL AREAS AT MOBILINK 3

HR SYSTEM IN MOBILINK 4

RECRUITMENT AND SELECTION AT MOBILINK 5

Determining Vacancy…………………………………………………………………………………………………….5

Internal Recruitment at Mobilink………………………………………………………………………………….5

External Recruitment at Mobilink…………………………………………………………………………………6

Process of Job Analysis in Recruitment………………………………………………………………………….6

Advertising…………………………………………………………………………………………………………………….6

Short listing……………………………………………………………………………………………………………………6

Selection………………………………………………………………………………………………………………………..7

Post-Selection Process…………………………………………………………………………………………………..7

CONCLUSION 8

SUGGESTIONS 8

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 HR Mission Statement
"To Lead the organization in enhancing its human capital and creating a winning environment
where everyone enjoys contributing to the best of one’s ability”.

Introduction to Mobilink

M obilink, a subsidiary of the Orascom Telecom Holding, is Pakistan’s leading cellular

service provider with more than 30 million subscribers. With over 8,000 cell sites, it
has the largest voice and data network. Mobilink has invested over US $ 3.3 billion
in the country to date and provides international roaming in over 140 countries. Its network
coverage expands to 10,000 + cities and towns nationwide. The Company is also the official
cellular partner of the Pakistan Cricket Board.

Head office of Mobilink is located at House 1- A, Kohistan Road, F-8 Markaz, Islamabad,
Pakistan. Mobilink offers both postpaid (Indigo) and prepaid (JAZZ) networks to its customers.

Major competitors of Mobilink are UFONE, WARID, ZONG, TELENOR and others.

Major occupational areas at Mobilink

Key occupational heads operating at Mobilink are as follows:

 Finance: Department is responsible for preparing and monitoring plans and budgets.
 Technical: The second largest division in the organization is responsible for installing,
maintaining and operating the GSM cellular network. It is basically involved in planning
and rolling out network expansion according to business targets while working in
consistency with other departments, especially commercial and IT.
 Marketing: It carries out the task of anticipating and satisfying the customers’
communication means, which includes consumer behavior research, translating this
research into services and pricing plans. It also engages in identifying new business
opportunities and develops plans to exploit these profitably.
 Sales and Distribution: This department is indulged in employing direct and indirect
channels to boost-up sales. Furthermore, they look for extending post sales support to
ensure customer convenience.
 Customer Care: Being the largest division in the company, it employs services to
customers pre and post purchase to ensure that customer expectations are exceeded.

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  Information Technology: It revolves around efficient information sharing to meet the
business needs. It facilitated the conversion, storage, protection, processing,
transmission and retrieval of information through various channels.
 Human Resource: human resource department shares four main division ( described in
detail below) which are responsible for meeting the company’s recruitment
requirements along with development, implementing and maintain company wide
compensation and incentive plans.
 Corporate Affairs: Corporate Affairs comprises legal affairs, government relations and
interconnect. Its involved in policy making, analysis of contracts and transactions,
determining compliance with applicable rules, regulations and laws.
 Office of Strategy Management (OSM): It is responsible for deriving business strategy
and working with other divisions for consistency and implementation. It also looks after
the identification and recommendation of new business opportunities for revenue
generation and strengthening strategic advantage.
 Business Analysis and planning: This division carries out the tasks of company-wide
business considerations and their propositions on the business and company plans.

Every department has key job roles which include VP, Director, Manager, Specialist and Associates.

HR System in MOBILINK
Following are the 4 main divisions of the HR system in Mobilink that are responsible for carrying
out respective functions;

1. HR Operation

The core functions performed by this division is to provide with the payroll
information, keep and maintain a leave and medical record of the employees,
information about final settlements and provident fund, making policies and
procedures related to HR, and maintaining employee records and their recreation.

2. Organizational Development (OD) and Effectiveness

This division is responsible for devising a proper training plan for the employees,
evaluation of the current management systems as well as performance management
system, making and implementing certain employee’s retention plans and props up
orientation and employee communication.

3. Staffing and Compensation

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 Under this division, tasks that are carried out include manpower planning and HR
budgeting, management trainee and internship program, interviewing and selection, head
hunters and setting up compensation packages, benefits and incentives.

4. Advising, coaching and counseling

This new function has been introduced in Pakistan recently which is accountable for advising the
employees on their respective problems, coaching and counseling them to improve their performance
quality at work.

RECRUITMENT AND SELECTION AT MOBILINK

The main focus of this report is on the HR tool of Recruitment and Selection at Mobilink. The
recruitment and selection policies at Mobilink ensure an effective and efficient way of
recruitment and selection. It aims at hiring without any discrimination based on race, color, sex,
nationality, ancestry, religion or disability. These policies are in compliance with the regulations
set out by the government of Pakistan.

Determining Vacancy

At Mobilink, a vacancy is determined either when one person is leaving or overall expansion of
the business.

Internal Recruitment at Mobilink

80% of the recruitment is done internally. Managers of higher grade and directors are mainly
recruited internally at Mobilink. In case of a vacancy, the HR department reviews the past
performance of the people working at lower levels then the vacant position and chooses the
right person who is promoted to that particular post. If no suitable person is available within
the organization then external recruitment is carried out to hire people for higher positions.

2 main sources of Internal Recruitment are:

 Employee Referrals

In this system, reference is given by current Mobilink’s employee, if he/she knows or finds
any good candidate for the vacant position. The Resume of that particular person is
provided as a reference. The person (Mobilink’s Employee) who recommends the potential
candidate is paid Rs.5, 000 for providing the reference as well.

 Internal Advertising
They have created a JOB PORTAL (intranet), which is helpful tool for the applicants who
tend to seek Mobilink’s posts either internationally (for example at places like Cairo or other

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 countries) or nationwide. This job portal also serves as an application platform for those
who tend to switch the jobs within Mobilink.

External Recruitment at Mobilink

20% of the recruitment is done externally. Line managers are responsible to draw up a
requisition form for the vacancy enlightening the job roles and responsibilities in accordance
with the management budget for the establishment and salary for that particular position. It
also includes Role Profile and training period about the related vacancy.

The requisition form is approved by the functional director and then forwarded to HR manager.
The HR manager verifies the availability of budgets required for establishment, salaries and cost
advertisement for the job. After thorough checking, the requisition form along with the job
profile and the budget forecast is sent to HR director for the final approval. Consequently, the
Line Manager along with the HR manager prepares the persons specification and advertisement
of the job.

The sources to attract external applicants are:

 Head Hunters (Employment Agencies)

 Corporate website

Process of Job Analysis in Recruitment

After determining a vacancy, job analysis is carried out, that provides as a basis for the
preparation of job description which includes tasks and responsibilities related to that job. Job
Specifications is also determined with the help of Job analysis that considers qualifications,
experience, and skills required for the particular job.

Advertising

After conducting job analysis the next step is to advertise the job. Advertising is done through
four main components that are

 Internal
 External/news portal/internet
 Referrals
 Head hunters

Short listing

When applications are received from potential applicants through different sources (collected
online, received manually or employee referrals) a pool is made. Short listing is done through

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software provided by Rozee.pk for the applications that are received through corporate
website. The first level screening involves applications that are shortlisted on the basis of
certain keywords, location, experience, education and industry. The applications are sent to
the relevant department where final short listing takes place and additional profiles collected
from referrals and headhunters are added to final pool of applicants.

Selection

After the accumulation of a number of applications in a pool, the next step involves the testing
of potential candidates through different relevant tests (MCQ’s). Here, the HR department is
responsible for the overall administration of the assessment center, providing remuneration
packages as well as terms and conditions of service, preparation of appointment letters, service
agreement and finalization of other documentation for service records.

When the suitable candidate is identified, there stands a restriction that the Divisional head and
the HRM head should agree before over the final selection of the candidate. After the final
selection, candidate is kept on three months long probation period.

The HRM department prepares and sends the Employment letters and obtains the candidate’s
approval through their signature on a copy of the letter. The letter sent to the selected
candidate is valid for 90 days for his/her approval or disapproval. After that the letter becomes
null or void. Candidates rejected or kept pending are also sent regret letters.

Line management is responsible for providing the selection criteria while the HR department
gives the details for the technical competencies after selection.

Selection Tools

Mobilink uses the following selection tools:

 Assessment Centers (outsourced to 3rd party for senior posts)

 Personality Profiling (Thomas Profiling consisting of 24 general questions)
 Online Tests (conducted usually for the lower level employees, associates and
specialists)
 Interview panel

Post-Selection Process

Before joining the organization every selected employee is assigned an “HR BUDDY” who assists
the new employee in getting adapted to the organizational culture. The HR buddy is responsible
for guiding the employee about the organizational policies, making him aware about the
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prospective meetings, guiding him about the different offices within the company, providing
Job Description and last but not the least, for more ease of the employee the HR buddy pre-
prepares his work place before he reaches the office.

This HR Buddy is assigned for the initial 30 days.

Conclusion
So far we have seen that Mobilink follows more or less the track of an ideal Recruitment and Selection.
Like the tools they use mainly for the recruitment purposes and their selection criteria etc. This has
helped Mobilink in picking up the best people available out there to benefit from them the most.

However, the slits that need to be joined can be their ample focus on internal recruitment as compared
to the external one.

There is always a room for improvement as nothing in this world is perfect. Apparently,
Mobilink has a reputable HR department but there lie some flaws where they can improve.
Following suggestions can be considered by Mobilink:

Suggestions

 Mobilink’s most focus is on internal recruitment for the higher level positions which is
good to some extent but it ignores the talented employees outside the organization
who can perform the job better than those employees. So Mobilink should focus on
external recruitment sources as well. In this way the probability of getting suitable
candidate for the vacant position would increase, hence maintaining the ratio of internal
to external recruitment to 60:40.
 We found that they lack a system of evaluation for the sources they use for recruitment
purpose. A proper evaluation system would enable them to target the exact pool of
candidates they are looking for.
 The Company can discover great potential through the future graduates as every
generation is being taught in more effective manner that leads to better growth. Being a
leading company in the Employment rankings of Pakistan Mobilink can recruit the
‘cream of graduates’ every year and utilize their improved knowledge and abilities. In
this way, they can also contain Brain drain from Pakistan. This can be done by visiting
different universities.
 Reply meaningfully fast (conduct correspondence in terms of what the applicants want
to know).

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