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    Selection Process For Non-Executives

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    Rohit Narain
    The selection process for non-executive roles at CCL involves 4 main stages: 1) Initial assessment of applications by a scrutiny committee, 2) A written aptitude and/or technical test depending on the role, 3) Preparing a category-wise result list and making offer letters, 4) Contingent assessments including document verification, medical examination, and final posting. The process aims to identify candidates with the required qualifications and abilities to fill vacant positions through various assessment methods.

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    Selection Process For Non-Executives

    Uploaded by

    Rohit Narain
    44 views2 pages
    The selection process for non-executive roles at CCL involves 4 main stages: 1) Initial assessment of applications by a scrutiny committee, 2) A written aptitude and/or technical test depending on the role, 3) Preparing a category-wise result list and making offer letters, 4) Contingent assessments including document verification, medical examination, and final posting. The process aims to identify candidates with the required qualifications and abilities to fill vacant positions through various assessment methods.

    Original Description:

    report

    Original Title

    Executives Recruitment

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    The selection process for non-executive roles at CCL involves 4 main stages: 1) Initial assessment of applications by a scrutiny committee, 2) A written aptitude and/or technical test depending on the role, 3) Preparing a category-wise result list and making offer letters, 4) Contingent assessments including document verification, medical examination, and final posting. The process aims to identify candidates with the required qualifications and abilities to fill vacant positions through various assessment methods.

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    © All Rights Reserved
    Download as DOCX, PDF, TXT or read online from Scribd
    Download as docx, pdf, or txt
    44 views2 pages

    Selection Process For Non-Executives

    Uploaded by

    Rohit Narain
    The selection process for non-executive roles at CCL involves 4 main stages: 1) Initial assessment of applications by a scrutiny committee, 2) A written aptitude and/or technical test depending on the role, 3) Preparing a category-wise result list and making offer letters, 4) Contingent assessments including document verification, medical examination, and final posting. The process aims to identify candidates with the required qualifications and abilities to fill vacant positions through various assessment methods.

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    Selection Process for non-executives:

    Definition: Selection process involves picking the right candidate with prerequisite qualifications &
    capabilities to fill the vacant positions in the organization.

    After the recruitment process has identified a pool of potential hires, the organization then decides
    whom to give job offers and how attractive the offers should be.

    A series of decisions have to be made to select the right candidate.

    • First decision is through Initial Assessment Methods: whether job applicants become eligible
    candidates

    • Second decision is through Substantive Assessment Method: Regarding which candidates


    become finalists

    • The third decision is through Discretionary Assessment Method: Regarding which finalists
    will be actually provided with job offers.

    • And finally, some offer receivers become new hires on fulfilling certain contingency tests.

    Stages of Selection Process for Non-executive roles:


    Stage 1: Initial Assessment Method
    Scrutiny Committee: After submission of applications, a Scrutiny Committee (executives) is formed
    to render the applicants eligible for the written tests. List of eligible candidates is then published on
    the company website
    Stage 2: Substantive Assessment Method
    All applicants the are found eligible by the scrutiny Committee are required to pass a written test.
    The candidates belonging to SC/ST are selected on relaxed qualifying marks, as decided by
    appointing authority

    The test conducted depends on the nature of the role:

     Technical Roles:
    Aptitude Test + Domain specific Test
     Non-Technical Roles:
    Aptitude Test

    Stage 3: Discretionary Assessment Method


    Category wise result & reserve panel is prepared, charging the vacancies as per reservation
    percentages, which is then published on the company’s website. Offer of appointment is sent
    simultaneously via registered post to respective correspondence address.

    Stage 4: Contingent Assessment Method


    a) Document Verification: Candidates are required to join within 30 days from issue of their
    offer of appointment. All original documents, along with credentials are examined and
    certified by the recruitment Department
    b) Medical Test: Post document verification, candidates are sent for Initial Medical
    Examination, which is conducted at the company’s hospital.

    Selection Tests:

    An aptitude test is a systematic means of testing a job candidate's abilities to


    Aptitude Reasoning
    perform specific tasks and react to a range of different situations.

    Medical Test Test conducted to ensure that each of the applicants is able to perform the
    job in a safe manner

    Post medical test, if the candidate if found to be medically fit to carry out the job, he/she is posted at
    any area of the company as per requirement chalked out in the Manpower Budget.

    As per the policy of CCL, if the position remains vacant due to non-reporting of the selected
    candidate, the reserve panel for the specific post is opened and the procedure mentioned above is
    followed.

    As per Government of India guidelines, the process of the interview for Group B, C and D is done
    away with and the candidates that successfully clear the written test only are provided with job
    offers.

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