Candidate Sourcing
- Use approved channels such as job groups, referrals, social media, and professional communities.
- Share only accurate IIGP role and company information.
- Track source, contact status, and candidate interest clearly.
HR Manual
HR Management Manual
Read this before starting the HR assessment test. It explains recruitment duties, candidate handling, reporting, and payment eligibility rules.
Screening
- Check communication skill, confidence, availability, seriousness, and role fit.
- Explain targets, reporting rules, payment conditions, and expected discipline.
- Forward only candidates who understand the role and are ready to work.
Documentation
- Collect candidate name, phone, email, city, applied role, experience, and documents.
- Keep candidate information confidential.
- Update selection, joining, induction, and salary confirmation status on time.
HR Process Flow
1. Find Candidate
Source suitable candidates from approved channels.
2. Explain Role
Explain IIGP, job profile, work expectations, targets, and payment rules.
3. Screen Candidate
Check seriousness, communication, experience, and role suitability.
4. Coordinate Selection
Forward details and arrange interview or final approval.
5. Complete Joining
Support documentation, joining confirmation, induction, and login activation.
6. Track One Month
Recruitment fee becomes payable only after one month and salary confirmation.
Important Rules
- Do not make false promises about salary, incentives, commissions, or selection.
- Do not submit fake candidate details, duplicate leads, or incomplete documents.
- Recruitment fee is payable only after the recruited employee completes one month and receives salary.
- All candidate data and company material must remain confidential.