BRS Ventures Investment Ltd.

Recruitment policy
Recruitment

Purpose:
To ensure that recruitment processes provide equality of opportunity for all applicants, promote the BRS
venture’s values, comply with relevant employment legislation and are fit for purpose to meet the BRS
venture’s operational requirements and strategic aims.

"BRS ventures" is committed to ensuring that fair and consistent methods of recruitment and selection shall
apply at all times. Employees shall be recruited solely on the basis of their suitability to meet the
requirements of the job.

Procedure

All recruitment activities shall be coordinated by the Head Office, HR department after appropriate
approvals. All such positions must be budgeted for the year. HR Manager should approve the candidate
after ascertaining the suitability by examining the experience, qualification and other pre-requisites for a
position.

Head of the Departments should raise the Manpower Request Form with the copy of the approved budget.
Detailed job description in the prescribed format should be attached with the Manpower Request forms.
Revised organogram inclusive of the new position also should be attached along with the MPR form.

The appointment of family members and close personal friends of any employee in the same department is
prohibited. Members of staff must declare a close personal or family relationship with an applicant
immediately to the Human Resources Department when they become aware of the individual’s application.

The HR department should ensure that the requested number of new employees should not exceed from
that of the budgeted numbers. Department Managers are authorized to approve the selection of the
candidates in their department, and in case of any disagreement HR HEAD’s approval should be obtained.

As soon as a vacancy arises the HR Department will notify the vacancy internally, as well as externally to
attract the candidates. Employee referrals will be considered, but not encouraged for all positions.

Applicants are required to submit their CV and credentials either by post or online by e-mail. HR will
scrutinize the applications and shortlist the best suitable candidates. The concerned Dept. Head should
evaluate the short listed CVs and forward the final short listed CVs back to HR for interviewing.

HR should initially screen the candidate for sponsorship, verification of Qualification and experience. Once
HR found the candidate is suitable for recruitment, the candidate will be interviewed by the Dept. Head. If
required a committee of senior Managers can be appointed by the HRM as a panel for interviewing.
 BRS Ventures Investment Ltd.

Recruitment policy

The candidate will be asked to fill up the employment application form in the prescribed format. HR
Department will prepare the interview assessment form in connection with the sponsorship and documents
verification. Department Manager/ Interview panel will fill up the Interview assessment form for other
aspects.

Based on the merits of the interview assessment form HRM will finalise the candidate and obtain the
approval of selection from HR HEAD. Salary negotiation as per the budget will be done by the HRM. If
agreement is reached on salary package offer letter will be issued to the candidate. Upon acceptance of the
offer letter recruitment process will be initiated.

Hiring of relatives

If the candidate have some relatives working in the organization they have to mention his/her name and
department.

Due to potential for perceived or actual conflicts, such as favouritism or personal conflicts from outside the
work environment, which can be carried into the daily working relationship, BRS ventures will hire or
consider other employment actions concerning relatives of persons currently employed only if:

a) Candidates for employment will not be working directly for or supervising a relative,

b) Candidates for employment will not occupy a position in the same line of authority in which employees
can initiate or participate in decisions involving a direct benefit to the relative. Such decisions include
hiring, retention, transfer, promotion, wages and leave requests.

This policy applies to all current employees and candidates for employment.
 BRS Ventures Investment Ltd.

Recruitment policy

Recruitment Process Flow Chart

MANPOWER RAF (REQUIREMENT OBTAIN HR HEAD APPROVAL HR FOR VERIFICATION OF

APPROVAL FORM) RAISED BY AND FORWARD TO HR, WITH JOB ORGANOGRAM, C&B PACKAGE
DEPT. HEAD, ATTACH COPY OF DESCRIPTION AND REVISED AND GRADE
BUDGET, IF NOT BUDGETED WITH ORGANOGRAM
JUSTIFICATION

HR- FIX DATE FOR INTERVIEW - HR-SCRUTINY OF CV’s, SHORT HR STARTS PROCESS-
NOTIFICATION TO CANDIDATE- LISTING OF CANDIDATES, PASSING ADVERTISE- CV COLLECTION
TELEPHONE CALL OR E-MAIL THE SHORT LISTED CVs TO DEPT.
HEAD FOR VERIFICATION

HR- ARRANGING INTERVIEW IN HR- COLLECTS EMPLOYMENT HR- BASED ON INTERVIEW

CO-ORDINATION WITH DEPT. APPLICATION/VERIFIES ASSESSMENT FORM FINALISES
HEAD/ INTERVIEW COMMITTEE DOCUMENTS/OBTAIN INTERVIEW THE CANDIDATE
FEED BACK FROM DEPT. HEAD

IF ACCEPTED OBTAIN DOCUMENTS ISSUE OF EMPLOYMENT OFFER HR-SALARY NEGOTIATION-

AND PROCESS VISA- IF NOT TO CANDIDATE- OBTAIN EMPLOYMENT OFFER –
ACCEPTED CONTACT THE SECOND ACCEPTANCE APPROVAL OF HR HEAD
IN RANK OR REPEAT PROCEDURE