Recruitment Process Description: Hake Industries

🔹 Objective:

To ensure a structured, transparent, and efficient recruitment process for both blue-collar and white-collar positions, aligning with Hake Industries' workforce planning, skill requirements, and compliance standards.

🟦 1. Blue-Collar Hiring (Skilled/Unskilled Labor, Technicians, Operators, Helpers)

Process Overview:

1. Manpower Requisition:
2. Department head submits a manpower request with role, count, and justification.
3. Job Specification:
4. HR prepares job details including skills, qualification (e.g., ITI/Diploma), age limit, and experience required.
5. Sourcing:
6. Candidates are sourced through labor contractors, job fairs, direct walk-ins, or local employment bureaus.
7. Screening & Trade Test:
8. Basic screening is conducted by HR or line supervisor, followed by a trade test (if applicable).
9. Selection & Documentation:
10. Selected candidates submit identity/address proofs, health certificates, and sign offer letters.
11. Joining & Induction:
12. Onboarded candidates undergo safety training, orientation, and allocation to departments.

Key Considerations:

• Comply with labor laws (e.g., minimum wage, PF, ESI)
• Maintain records of contractor agreements and worker attendance
• Monitor attrition and productivity

⚪ 2. White-Collar Hiring (Executives, Managers, Engineers, Admin Staff)

Process Overview:

1. Workforce Planning:
2. Based on business growth or backfill requirements, a formal requisition is submitted by the department.
3. Job Description Development:
4. HR collaborates with the hiring manager to finalize the JD, skills, qualifications, and CTC range.
5. Sourcing Channels:
6. Profiles are sourced via job portals (Naukri, LinkedIn), employee referrals, consultants, or internal postings.
7. Interview Process:

• Shortlisting by HR
• Technical Rounds with domain experts
• Behavioral/HR Rounds
• Final Interview with Senior Leadership (if required)

1. Offer & Negotiation:
2. Salary is discussed, and an offer letter is rolled out upon approval.
3. Joining & Onboarding:
4. Candidates complete pre-employment formalities, document submission, and go through onboarding programs.

Key Considerations:

• Ensure cultural and role fit through behavioral interviews
• Maintain confidentiality of candidate data
• Track candidate experience to enhance employer brand