- Shortlisting applications for the purpose of getting the right applicants.
- Interviewing the applicants. In the case of TTPL, interviews have to be made by the
requesting department head in conjunction with the personnel manager. - Medically examining those selected for employment aiming at the type of job the
applicant will perform. - Issuing a contract letter of employment to applicants found medically fit and having
received performance reports from the previous employer.
Although the regulations of wages and employment order No. 207 of 1999 allow em-
ployment for people between the age of 15 years and 18 years, it is the Universal Leaf
Policy to employ staff with not less than 18 years of age. However, students on practical
training are allowed to work in the factory where their age is between 15 and 18 years
of age. The objective is to ensure that a high calibre of employee is constantly entering
the organisation and that in general terms, the right person is appointed to the right job
and also that all applications are treated fairly, and confidentially.
Staff expected to occupy senior management positions in principal are recruited
within the tobacco industry, through executive searches. Heads of department would
refer to their approved organisational structure and identify a need for a vacant position
to be filled or for a new one to be created. Such requests are approved by the managing
director. For lower level staff, recruitment is based on a pre-approved organisational
structure. The request is prepared by the heads of department and approved by the man-
aging director at the beginning of each financial year. The head of department informs
the human capital department concerning its requirement to fill vacancies.
Recruitment of Seasonal and Casual employees
The recruitment procedure of seasonal and casual employees is the same as for the
recruitment of lower level staff. The only difference is that candidates are selected at the
main entrance gate of the organisation after their previous employment records have
been checked where possible. The selected candidates are then immediately sent for
medical examinations. Candidates who successfully pass the medical examination are
invited to start working immediately, within the relevant legislative requirements. The
following is the general process:
- Short-listing
The human capital department do an initial application screening and send a ‘long list’
to the recruiting department for further screening. This ‘long list’ is sent to the relevant
department for ‘short-listing’ based on the requirements of the job description and per-
son specification. The selectors judge each applicant against the same criteria. The
names of short-listed candidates are sent to the human capital department to arrange for
further screening in terms of reference checks and psychometric assessment. A final list
of available candidates is used to arrange for interviews for the recruiting department. - The interview process
The interview is conducted by a panel, which is comprised of a minimum of three peo-
ple including one representative from the human capital department, two members from
the relevant department and one member given the role of chairperson who takes the
responsibility for running the proceedings. The human capital department produces a
structured interview format for each category of employment as a basis for the inter-
view. The formal interview is usually preceded by a pre-interview to discuss questions
prepared by the panellists before the actual interview.