Group1 - Final Report of R & S - FAIR CG

REPORT ON RECRUITMENT & SELECTION PRACTICCES OF FAIR CONSULTING
GROUP
Led by
- Irum Yousaf (46222)
- Urooj (51868)
Name & Reg ID. of Group
Members Participants
- Hena Akhtar (39058)
- Maham Naeem (45846),
- Saima pervez (13990)
- Zaib-un-nisa (44765)
Course
Recruitment & Selection (Thursday 6:30 -9:30)
Instructor
Dr. Rubina Jabeen
Recruitment & Selection practices of

Final report
FAIR Consulting Group (Pakistan)
- Suleman Khan
Participants of FAIR CG
- Asim Siddiqui
Recruitment team
- Kezia Knowles
- Urooj Latif
Submission date May 22nd, 2021
Contents
OVERVIEW OF FAIR CONSULTING GROUP:....................................................................3
PTCL: 021 3264 0230 EMAIL: RECRUITMENT@FAIRCG.COM ADDRESS: SUITE # 830, WING 8A,
TEL: +92 307 3247 999 WEBSITE: WWW.FAIRCG.COM LEVEL 8, FAKHRI TRADE CENTER,
SHAHRAH-E LIAQUAT, KARACHI
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FAIR CG values:....................................................................................................................3
FAIR CG Philosophy:............................................................................................................3
MISSION statement:..............................................................................................................3
VISION:.................................................................................................................................3
NO. of Employees &Timelines..............................................................................................4
FAIR CG business:................................................................................................................4
FAIR CG Customers / Brands:..............................................................................................5
FAIR CG Competitors:..........................................................................................................5
RECRUITMENT PRACTICES OF FAIR CG..........................................................................5
Approach of recruitment:.......................................................................................................6
Methods of recruitment:.........................................................................................................6
Major challenges:...................................................................................................................7
Major changes in FAIR recruitment:.....................................................................................7
STEPS OF FAIR CG RECRUITMENT & SELECTION PROCESS:......................................8
Pre- Recruitment steps...........................................................................................................8
Recruitment & Selection process...........................................................................................9
Type of interview questions at FAIR CG:...........................................................................11
Future improvements at FAIR CG:......................................................................................12
FAIR CG PARTICIPATED RECRUITERS...........................................................................13
APPENDIX:.............................................................................................................................14
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OVERVIEW OF FAIR CONSULTING GROUP:
FAIR Consulting Group is a private multinational company founded on Nov 25, 2012 as in
Sydney. FAIR is a boutique consulting firm that partners with Australia’s iconic brands
creating digital experiences that improve the entire customer value chain. With a rich history
in SAP system integration, FAIR CG build modern and innovative customer experience
solutions, integrated with your core tech stack.
FAIR CG has a diverse delivery team with offices in Sydney, Melbourne, Adelaide in
Australia, and Karachi in Pakistan.
FAIR CG values:
FAIR CG live and breathe with their values of honesty, integrity, transparency, and
loyalty.
FAIR CG Philosophy:
FAIR CG’s aim is to attract the best talent in the market, to deliver the best outcomes to
customers, through innovation and via partnerships, while being responsible of giving back to
the community” Mehrab Ebadi - Managing Director
MISSION statement:
Our mission over the next 5 years is to become the leading CX Technology Consultancy in
ANZ specializing in SAP CX.
VISION:
At FAIR, we see a future driven by a CX first approach. We envision a market of
collaboration, clear communication and TRUST that leverages smart systems and even
smarter people to impact local and global customers.
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NO. of Employees &Timelines
FAIR CG business:
FAIR Consulting Group is running an effective & efficient consultation business, FAIR CG’s
business is focused on crafting digital experiences that improve the entire customer value
chain. Over the last more than eight years FAIR CG commitment to a seamless CX
continually builds strength in their relationships. For FAIR CG, drilling down on long term
strategic partnerships and the implementation of sustainable, scalable solutions allows them
to provide a unique professional service that their customers trust.
With a rich history in SAP system integration, FAIR CG build modern and innovative
customer experience solutions, integrated with core tech stack.
Their capabilities and expertise cover CX, UX, full-stack development, DevOps, and cloud.
They love to break down complex business problems and processes to create & deliver end-
to-end transformations. With one eye on the present and one on the future, FAIR CG keep
client’s business prepared for their customers' needs now and tomorrow.
Leveraging strategic tools, tech, and creativity, FAIR CG keeps their customers at a
competitive advantage. As a trusted partner, FAIR CG also provides advisory and Question
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& Answers services on large digital transformation programs, always focused on delivering a
lean MVP on strategic platform.
FAIR CG Customers / Brands:

FAIR CG clients are mostly based in Australia. Brands like Lion, Coles, and Office works
rely on FAIR CG as subject matter experts who think outside the box, and deliver outstanding
functionality that is clean, flexible, and beautiful, with no compromise on quality. FAIR CG
commitment to a seamless CX fosters strong relationships with happy customers that span on
average 3-5 years. With a portfolio of more than 100 integrated enterprise engagements,
FAIR continue to deliver on their mission to put the trust back in consulting.’
FAIR CG Competitors:
FAIR Consulting Group’s direct competitor in Pakistan is Royal Cyber. In director
competitors are any consulting companies working in SAP CX and AWS space.
RECRUITMENT PRACTICES OF FAIR CG
FAIR CG has a complete and thorough process of recruitment. According to our findings,
the recruitment department has an established process, which is aligned with their Vision,
Mission and Core values of the organization.
We hire for values and attitude – Sr. Recruitment Specialist (Suleman Khan)
FAIR CG vision is to grow with the right people who understand and support FAIR’s shared
vision and culture, who live and breathe with their values of honesty, integrity,
transparency, and loyalty.
FAIR CG takes pride in creating a work environment that is professional and collaborative,
where individuals can expect a bottom-up approach to idea generation and sharing.
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Former employees as a Recruitment source: FAIR CG’s retention rate is good, so their
employees do not leave very often and even whenever they leave, they always exit on a good
note so FAIR CG also welcome former employees whenever they come back.
Approach of recruitment:
FAIR CG follow proactive approach of recruitment. As the company works in niche
technology so they create a pool of candidates with time and hit the nail when the time is
right. As the company hires for values and attitude so FAIR CG recruiters keep their eyes
wide open for the right people
Hiring Star candidates: (Statement by Asim Siddiqui – Sr. Recruitment Specialist)

- Most of our recruitment style is proactive but passive recruitment and building
relationship over time and then pitching the jobs at the right time.
- We do follow thorough process of recruitment. We have recruitment 101 guideline
which includes step by step process.
- Our company offer awesome benefit, development plan and culture to attract and hire
star candidates.
Methods of recruitment:
As the company works in digital space and the market is niche so all the mediums have been
utilised by FAIR talent acquisition team but most of the platforms are online.
Online recruitment via

- Company website (www.faircg.com/careers)
- Social Media: (https://www.linkedin.com/company/fair-consulting-group-pty-ltd/jobs/)
Job platforms like
- Glassdoor (https://www.glassdoor.com/Jobs/FAIR-Consulting-Group-Australia-Jobs-E1795011.htm)
- Rozee.pk (https://www.rozee.pk/fair-consulting-group-senior-sqa-engineer-karachi-jobs-875232.php)
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- Indeed (https://pk.indeed.com/Fair-Consulting-Group-jobs-in-Karachi)
- Seek: (https://www.seek.com.au/Fair-Consulting-Group-jobs/at-this-company)
Other modes of recruitment at FAIR are.

- Employee referral program (FAIR CG also offer referral bonus to its employees as
well)
- On-campus university recruitment
Major challenges:
The major challenge is the technologies FAIR CG is working on. The company works in SAP
CX suite mostly as the technology very niche and it is not easy to find that talent in the PK
market so usually they hire for attitude and train the employees for their tech stack which is
obviously time taking.
Major changes in FAIR recruitment:

FAIR CG is not too old. It is just 9 years that they are in the market but over these years they
have seen immense changes. One major change is FAIR CG have moved from paper
recruitment to AI based recruitment. So, they are using Zoho recruit which is an AI based
recruitment solutions for candidate’s management. Plus, Meister tasks for keeping a track of
the weekly / monthly recruitment needs.
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STEPS OF FAIR CG RECRUITMENT & SELECTION
PROCESS:
Pre- Recruitment steps

1- Job requisition process
2- Creating Job ads in systems
3- Posting job ads on every platform
Once FAIR CG makes sure the job ad is created and posted on all the platforms and
candidates are started applying or talent acquisition team has start hunting then comes actual
selection process.
1. Job requisition process: Speaking to the account manager via phone /zoom /f2f
and filling the role requisition form which include general + required skills.
General fields to filled Specific to skills

* Job Title to be advertised: * Job summary:
* Location: * Job responsibilities:
* Start Date: * Required skills and education.
* Maximum Notice Period allowed: * Nice to have / Desired skills.
* Type: * Test required:
* Salary band: * Soft skills:
* Visa accepted: * Personality type:
* Phone screening questions:
2. Creating Job ads in systems: FAIR CG uses Zoho recruit as their ATS. All the jobs
are posted in Zoho that is automatically published on the website.
3. Posting job ads on platform: Third steps is posting on all the platforms shared
earlier. Like LinkedIn, Seek, Rozee.pk etc. FAIR CG recruiters make sure to give
seamless experience to the candidates that is why after publishing a job one recruiter
always apply to test candidate experience.
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Recruitment & Selection process
1. Searching internal database
2. Headhunting on social media platforms (especially LinkedIn)
3. Review resume
4. Phone screen candidates
5. Assign application review.
6. HR interview
7. Technical interview
8. Management session
9. Offer letter.
1. Searching internal database: Zoho recruit is FAIR’s ATS system: Within the duration
of one week of job posting company, recruiters use Zia function and Boolean search to
find the candidate within the system.
2. Headhunting on social media: If the candidates are not found in the system recruiters’
headhunt via LinkedIn or other social media platforms.
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3. Review resume: Recruiters review the candidate via the FAIR mentioned guidelines.
4. Phone screen candidate: FAIR has a database of phone screening questions. Within 24
hours of receiving applications, recruiters phone screening the candidate by asking
relevant questions.
5. Assign application review: Once the recruiter have a positive phone screening, the
applications moved to screening stage where technical team check the test and resume for
the technical details and give a go-ahead to proceed or reject.
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6. HR interview: HR interview is conducted to check the cultural fit. In the HR session they
check the candidate’s communication, values, attitude, and passion for learning. Once the
HR give a go ahead. Recruiters forward the DISC personality and 16 personality tests
using Crystalknows.com
7. Technical interviews: FAIR CG technical team conduct the tech interviews to make sure
the technical skills matches with the JD. The technical team also check how passionate is
the candidate in upskilling to the latest technologies.
8. Management session: As the company needs to make sure they hire the right cultural fit;
management interview is also a check to make sure the person aligned with the culture of
the organisation.
9. Offer: Once all the check has been done the offer is placed to the candidates
10. Rejection: At any stage if the candidate is rejected, a personalised phone call / email has
been sent to make sure candidate know the reason why the person is not selected for the
job
Type of interview questions at FAIR CG:

FAIR CG believe in mixed of every type which is helpful. When looking for Yes/No or any
specific answers close ended are best but when the questions are related to personality then
open ended are best. when interviewer have to understand how a candidate will behave in
given situation competency based hypothetical and probing questions are great.
Interviewing errors according to FAIR CG:
i. Time constraints: When there is just a week or two to fill a role so sometimes quality
has been compromised.
ii. Budget: As the technology is niche so sometimes the best candidate demands very
high so it became a constraint to hire.
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iii. Inexperienced interviewers: When senior consultants are busy, company ask mid-
level consultants to conduct interviews who are also new to the company so often they
miss the cultural perspective.
Future improvements at FAIR CG:
FAIR CG always behave in optimising the process, as the company seek to hire the best fit so
currently the recruitment process takes a bit time to hire the candidate. The company is
currently working in re-defining the some of the process. As the IT market is going more
competitive day by day FAIR CG is also working on revising their benefits.
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FAIR CG PARTICIPATED RECRUITERS
We thank the recruitment team to answers all our questions thoroughly and giving us a
chance to learn some of the best practices at the organisation.
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APPENDIX:
Q1. What is the end-to-end process of your company?

Q2. Which methods of recruitment and selection practices are used in your organization?
Q3. What kind of recruitment and selection practices gives best results to hire star candidate
according to your organization?
Q4. What are the major changes in recruitment and selection practices over the years in your
organization?
Q5. What are the major challenges in recruitment and selection practices in accordance with
your organization?
Q6. Does your organization hire former employees & why?
Q7. Do you think Electronic recruiting is favourable for organization & why?
Q8. Does your organization use its own website for online resumes or any other platform or
websites to receive resumes online?
Q9. Do you think competency-based questions are helpful to get idea about applicant’s skills
& abilities required for a job?
Q10. Which is the most effective type of interview questions & why?
- Open-ended questions
- Hypothetical questions
- Probing questions
- Close-ended questions
Q11. What are the reasons for poor hiring decisions or the interviewing errors any
interviewer may make?
Q12. What improvements you foresee in the future at your company?
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REPORT ON RECRUITMENT & SELECTION PRACTICCES OF FAIR CONSULTING

Recruitment & Selection practices of

Submission date May 22nd, 2021

FAIR CG Customers / Brands:

RECRUITMENT PRACTICES OF FAIR CG

Hiring Star candidates: (Statement by Asim Siddiqui – Sr. Recruitment Specialist)

Online recruitment via

Job platforms like

Other modes of recruitment at FAIR are.

Major changes in FAIR recruitment:

Pre- Recruitment steps

General fields to filled Specific to skills

find the candidate within the system.

headhunt via LinkedIn or other social media platforms.

Type of interview questions at FAIR CG:

Interviewing errors according to FAIR CG:

Future improvements at FAIR CG:

Q1. What is the end-to-end process of your company?

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