RECRUITMENT & SELECTION

PROCESS OF INTERLOOP
 INTRODUCTION

 Interloop is a complete vertical unit offering a wide range of price points and needle
counts and is on the cutting edge in terms of the latest technology for each
production process. We believe our success is due to a highly focused concentration
on quality and speedy turnaround; a combination which increases our customers'
edge in a highly competitive marketplace. In pursuance of our goal to achieve and
maintain good quality, Interloop has now set up a high- tech spinning unit that will
ensure finest quality yarn made from the best available natural cotton. This project
will enhance the value of money for our customers by offering even more
competitive rates to our clients
 Interloop Limited, located in the sub‐continent region of South Asia, Pakistan.
 Interloop recently offer there share to Public through IPO Now interloop becomes a
listed company in Stock exchange
 It is a vertically integrated organization with in‐house spinning, yarn dyeing,
knitting and finishing facilities. Company offers a wide range of socks with various
quality levels and price points in line with all types of customers including brands,
retailers and specialty stores, in addition to its quality yarns for denim, hosiery and
the weaving industry.

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 INTRODUCTION

 Interloop has the privilege of providing services to such leading retailers as

JCPenny, H&M, SportMaster, Tesco, C&A, Penney, Primark, ASDA, Payless,
Family Dollar and LIDL. For brands, it is serving Nike, CK, Puma, Tommy
Hilfiger, Reebok, Medipeds, Wilson and CAT.

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 SWOT ANALYSIS

 STRENGTH:
 Higher quality product for customers
 Unique Products
 Financial Leverage
 Economies of Scale
 Cost Advantages
 Technology

WEAKNESS:
o Weak Supply chain
o Online Presence

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 SWOT ANALYSIS

 OPPORTUNITIES:
 Acquisition Synergies
 New Technology
 Emerging Markets
 New Markets

 THREATS:
 Bad Economy
 Political Risk
 Govt Regulations
 Substitute Products

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 HIERARCHY OF HR DEPARTMENT

o Director HR
o DGM HR
o SR MANAGER HR
o MANAGER HR
o DY MANAGER HR
o ASSISTANT MANAGER H.D 01
o ASSISTANT MANAGER H.D 02
o SR OFFICER LEGAL & COMPLIANCE TRAINING WING
o SR OFFICER NON EXECUTIVE
o SR OFFICER TRAINING & COMPLIANCE WING
o OFFICER RECRUITMENT EXECUTIVE
o OFFICER TRAINING
o ASS OFFICER
o SUPERVISOR
o JUNIOR SUPERVISOR
o TIME KEEPER

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ORGANOGRAM

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 RECRUITMENT PROCESS

 RECRUITMENT POLICIES & PRACTICES :

 For the purpose of H.R. Project, we have to select an organization to see its recruiting
process. To collect this information we have chosen “Interloop”. After conducting a visit
of interloop, we have almost complete information about their recruiting efforts. They
have:
 10,000 employees;
 Employee turnover is about 5% that is acceptable.
 HOW VACANCY IS CREATED

 There are different ways through which vacancies may be created.


 When there is expansion of business.
 When an employee suddenly leaves the organization.
 When a person reaches to superannuation age or near to retirement age. When an
employee is promoted.
 Recently, the Interloop expanded its business and of new plant has been installed
for this purpose because of this a lot of vacancies have been created.

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 RECRUITMENT PROCESS

 To fill these vacancies, Interloop has divided the recruiting efforts into “2”
parts.

 Executive Recruitment.
 Workers recruitment.

 The hire workers on daily basis, however the criteria for executive recruitment
covers 2 – 3 months’ time period. And for some immediate requirements, they
shorten this period to one month only.

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 RECRUITMENT PROCESS

 EXECUTIVE RECRUITMENT

 Following practices are adopted for executive recruitment.


 Fresh Post graduates. Experienced person.
 In fresh post graduates they prefer fresh MBAs and some other people having 16
years education. For this, experience is not required.
 In recruiting experienced persons, they require people having leadership skills,
people and time management skills and also good communication skills.

Retirement age fixed by Interloop is 60 years however if they are unable to fill the
vacancy created by retired person, they make a contract with this person. 5 – 6
employees are employed there on the basis of such contracts.
 WORKERS RECRUITMENT

 For this purpose, existing employees of interloop are very much helpful, so it not
required to conduct separate recruitment process for employees

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DO ANY CONSTRAINT EFFECT THE
INTER LOOP EFFORTS
 Sometimes organization image effect the recruiting efforts
 If the position to be filled is an unattractive job
 The Government’s influence
 Recruiting is a costly process

 Recruitment Sources:
 Internal Sources:
 They use planned approach for internal searching. Initial short listing is done by
H.R. Department. If there is requirement of marketing or finance people, concerned
department will do this job.
 Sometimes they use employee referrals, that is for workers, whenever there is any
vacancy, the exiting employees may ask their relatives & friends to apply for job.
And thus their

reference is considered and good applicants are hired. Their performance is good
and response of employee referrals is very much positive. Their positive aspects
are.

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 RECRUITMENT PROCESS
 It saves time.
 It saves cost.
 Adjustment becomes easy

 External Sources:
 In addition to looking internally for candidates, organizations often open up
recruiting efforts to the external community. These efforts include advertisement’s
employment agencies, schools colleges and universities, professional organizations
and unsolicited applicants.
 Advertisement is made by the Interloop for top, middle and lower level. They have
a contract with www.rozee.pk for the purpose of advertisements.
 For top and middle level jobs, they usually advertise the jobs in Jang & Down
News.
 Qualification required for top and middle level management is:
 I.Q. Test for executives.
 Job knowledge Test. According to their specialization.
 MBA (Post graduates).
 Skills required for these managerial jobs include. .

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 RECRUITMENT PROCESS

 Time management skills.

 People management skills.
 Communication skills
 Computer Skills

 For lower level jobs, they give ads in local newspapers. Forms to be filled are in
Urdu Language. Qualification required for these jobs is:
 Matric.
 Inter (F.A).
 Bachelors (B.A).

 And they must possess skills for using computer because the whole process in
Interloop is computerized.

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 SELECTION

 SELECTION PROCESS ASSISTANT OFFICER

 Interview was taken by 3 persons.2 from development and 1 from HR. Most
questions were related to personality. They described the job and asked the
willingness to do the job. Interview was quite easy. They called me second day and
conducted another interview with Head Hr.

 SELECTION PROCESS OF MTO’S

 Application

 I applied online. The process took 4+ months. I interviewed at Interloop Limited
(Faisalabad, Punjab (Pakistan))

Interview
 Online application
 Call for test
 Call for group discussion and extempore speech (very friendly environment)

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 SELECTION

 My speech topic was "I wish to be CEO in next 10 years" and Group Discussion
topic was "Social Networks! Good or Bad?"
 Call for final interview (went very well)

 Conclusion:
 Inter loop Limited is no doubt a miracle in the hosiery concerns special working
environment, is simply the best in Faisalabad. Interloop Limited is a complete
vertical unit with all processes ranging from yarn-spinning to packaging and it
employs a centralized computerized system which handles all aspects of operations.
The company ensures quickest possible turnaround of shipments with strict
compliance to their customers’ specifications. In pursuance of their goal to achieve
and maintain good quality

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THANK YOU

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