Job Seeker/Recruiter

eker/Recruiter

1. Recent Demands
2. We Supply
3. Recruitment Policy 
4. ZERO COST RECRUITMENT POLICY
5. Habibi International Recruitment. recruitment payments do not amount to modern labour, it has been evident to other authorities that it can coach debt bondage and the condition of freedom. The law is explicit on what a recruitment
   agency can and cannot assess a potential worker. An employment agency must not assess a charge on potential workers, a fee for finding you work or attempting to find that person work. Nevertheless, the agency may levy for other services including, but not confined to, provision training, preparation of an appropriate CV, accommodation, conveyance, and uniform.
6. ETHICAL RECRUITMENT
7. Our team of consulting connoisseurs in equilibrium, engagement, leadership evolution, govt. search, and surveys, use industry-leading information and analytics to empower shoppers. Habibi International Recruitment. manage to strengthen expertise and command to tailor universal consulting solutions. At Habibi International Recruitment. Human Resources and Compensation Consulting applies, we supervise organisations to attract talent, have interaction workers, facilitate development leaders, and reward success to optimise structure well-being.
8. FAIR SOURCING
9. Recruiting in this day and age could be a challenge. It’s obtaining a lot of this with throw companies and throw appropriations however with identical common results. Habibi International Recruitment. operates to grant a number of the greatest common enlisting challenges that you merely can be encountering in your career and information concerning how you’ll be able to overwhelm them.
10. RESPONSIBLE PLACEMENT
11. Employment businesses love Habibi International Recruitment. also typically referred to as agencies interacting with a work-seeker. Employment agencies realise work with work-seekers UN agency fair measure used and produced by employers. This is often known as ‘permanent employment ‘as a result of once the employee has been taken on, they’re a worker of the corporation they’re operating for. Nevertheless, completely different rules apply to recreation and modelling.
13. Recruitment Process Review
    Our deep understanding of the enterprise psyche, coupled with multi-dimensional analytical technique enables us to assess issues and suggest solution approaches in alignment with a global vision. Our experience of more than two decades in the human talent sourcing business has helped us to create powerful tools for assessing the organisational climate, employee attitude, employee morale, motivation and commitment to the organisational goals and advising the corporate world about remedial solutions.
14. Initial Documentation Process
    On receipt of a job order request, a consultant is assigned to the portfolio. A set of documents is usually required for overseas recruitment from most countries and in most cases these need to be legalised in the respective embassies. Our consultant will provide the draft set of these documents.
15. Advertisement
    Advertisements are placed in local and regional media, in order to attract the best available candidate. We also place a huge emphasis on online job boards and forums and actively promote all vacancies.
16. Trade Test
    For skilled categories, trade tests are conducted at approved centres.
17. Prescreening And Forwarding
    Our consultant screens them before forwarding it to the client for consideration.
18. Interview
    We will arrange for the candidates to be interviewed as agreed and convenient. Video conferencing, skype and/or telephonic interviews may be arranged as required.
19. Medical Fitness
    Once the candidates are shortlisted and selected, a reference check may be conducted based on the position recruited for. All selected candidates have to undergo a compulsory medical fitness test.
20. Employment Agreement
    On receipt of appointment letters, required documents for visa application are processed and dispatched to the client.
21. Constant coordination is maintained between the client’s office and our associates all over our country to ensure that the candidates are mobilised in the shortest possible time. (Screens the short-listed candidates by pre-interview.)
22. Orientation
    Prior to the departure of workers the orientation briefing is organised to make all workers fully aware of the employment company, country’s laws and orders, labour laws immigration policy and maintain understanding and cordiality themselves and aim of the particular activity of the individual. The Orientation takes special care in briefing them to strictly abide by the guidelines in the field of their employment and direct them to maintain good circumstances and motivate them to their duties/responsibilities.
23. Travelling Arrangement
    In all cases, we send all the visa endorsement, passport to the concerned airlines, to confirm the scheduled flight from Nepal to the destination country. PTA to any airlines operating from Kathmandu shall be sent after our final confirmation.
24. Termination Of Employment
    In case of any termination of any employee under non performance or disciplinary action Client should provide concrete evidence and termination letter along with exit interview details addressing Habibi International Recruitment and a CC to the Ministry of Labor Nepal.
26. Required Documents Requirements of documents for seeking employment may vary from one country to another. It also depends on whether the embassy of the recruiting country has/has not a diplomatic mission in Nepal. Hence, we demand two types of documents before making a final decision for sending workers overseas.
27. Principle Documents:
    1. Demand Letter
    2. Power of Attorney
    3. Employment Contract
    4. Service Agreement between Company & our Company
    5. Guarantee Letter
28. Demand Letter
    Addressed to authorizing Tirupati Int’l Manpower Pvt. Ltd. Govt.(License No: 847/066/067) Kathmandu, Nepal mentioning the number of workers required in each categories with salary, duty hour, food, accommodation & other benefits to workers.
29. Power of Attorney
    Addressed to authorizing Tirupati Int’l Manpower Pvt. Ltd. Govt. (License No: 847/066/067) Kathmandu, Nepal to be true and lawful attorney and agent of Nepal.
30. Service Agreement
    Employing Company should provide us service agreement between company and recruitment agency in Nepal.
    Employment Contract One copy each signed and Sealed by the employer & employee.
31. Guarantee Letter
    Signed and stamped copy by the employer company should be mentioned that not to be deployed to other countries for work purposes.
32. For The Kingdom of Saudi Arabia
    Following additional Documents are essential for KSA only.
    AUTHORIZATION LETTER/COUNSELOR LETTER
    COMPANY REGISTRATION (CR) COPY
    VISA APPROVAL SLIP (BANK SLIP)
33. Note: Documents Should be duly sealed by the Ministry of Foreign Affairs, Chamber of Commerce or concerned Government Authority & Nepalese Embassy of the respective country.
36. Terms & Conditions “RESPONSIBILITIES OF BOTH PARTIES”
37. 1. The FIRST PARTY shall issue the Demand letter to the SECOND PARTY mentioning the number of workers required and the categories, salary and other service conditions , along with Power of Attorney, Guarantee Letter, Inter Party Agreement and Employment Contract (authorising the SECOND PARTY) to recruit workers from Nepal on behalf of the FIRST PARTY. Demand Letter and Power of Attorney should be attested by the Chamber of Commerce and industry of the employing country, Foreign Ministry and The Nepalese Embassy.
38. 2. Both parties herein shall obtain the approval of the respective governments to source, recruit and supply the workers as per the rules and regulations of both countries in regard to the conditions necessary to source and outsource.
39. 3. The SECOND PARTY shall be responsible for short-listing of qualified candidates according to their trade qualifications and experiences in conformity with the FIRST PARTY’S requirements. The SECOND PARTY should notify the FIRST PARTY of such short listed, qualified candidates who are ready for final Interview and selection.
40. 4. The FIRST PARTY has the right to either send his representative or give the SECOND PARTY the right to select, process and send such qualified workers at the SECOND PARTY’s full guarantee.
41. 5. The workers will be interviewed, tested and selected by a representative of the employer or by a SECOND PARTY on his behalf. The FIRST PARTY agrees to advise to the SECOND PARTY of its final list of the personnel selected through written consent and the desired mobilisation date on the respective site.
42. 6. The SECOND PARTY shall assist the workers in matters relating to Nepal immigration and government formalities, medical tests and Visa stamping from the relevant embassy where required and all other relevant approvals.
43. 7. The SECOND PARTY shall at his own expense provide airport assistance to the departing selected workers and inform the FIRST PARTY of their arrival details by any means of communication written consent or telephonic confirmation to receive them on arrival by the FIRST PARTY.
44. 8. The FIRST PARTY will be responsible for receiving the workers at the airport.
45. 9. The earning of the workers per month and other service conditions shall be as per the attached demand letter and contract document against each category. The FIRST PARTY should clearly inform the SECOND PARTY about the salary and any other deduction as Tax etc being paid by the employer and SECOND PARTY in turn should clearly inform the candidates accordingly, prior to mobilisation.
46. 10. Within the three (3) months probation period from the commencement of employment, if the employer finds the selected worker to be unfit, unqualified to continue the employment, refuse to work, failed the medical tests upon arrival or considered as a security threat, the EMPLOYER may replace the worker. The replacement of the unqualified worker shall be done by the SECOND PARTY at maximum of a month from the termination. All expenses incurred there shall be borne by the SECOND PARTY.
47. 11. Arrival of the selected workers will be within one month upon issuing their visas. For any delay rather than this period, the visas will be cancelled and the SECOND PARTY will shoulder all the governmental expenses for replacement.
48. 12. FIRST PARTY has to compensate the worker on their own expenditure if the worker will not get all facilities as per Employment Contract and the company collapse before contract periods.
49. 13. The FIRST PARTY agrees to bear the compensation in case of death or injury of the workers and also agrees to bear the cost of transport of dead body to Nepal as per the labors law of country concerned.
51. Why Nepalese ? The fact that Nepalese people are committed to their duties and responsibilities cannot be denied because of which countries, especially from the Middle east and East Asian countries have shifted their interest towards Nepalese manpower by recruiting them in different categories.

What could be the reasons behind recruiting Nepalese manpower? The reasons could definitely be the honesty, hard-work, loyalty, discipline and above all commitment Nepalese people towards one’s duties and responsibilities.

The other reasons could be the wider choice of Nepalese manpower ranging from skilled, semi-skilled, experienced, trained and professionals. Besides, Nepalese manpower is always readily available from immediate placement.

The other positive aspect is that procedures and formalities for recruiting Nepalese workers are comparatively more cost effective and their hiring cost is lower as compared to other countries.

Climatic condition plays a great role. Since Nepalese people are accustomed to working in any climatic condition, there could be no problems for the employer with Nepalese people regarding climatic conditions.

Over the past few years a growing number of employers from overseas countries are directing their attention to Nepal for recruitment of manpower to cope with increasing requirements of manpower in their countries. The following are the lucrative advantages
to hire Nepalese workers:

1. All categories of workers, professionals, skilled, semi skilled and unskilled almost in all fields, are readily available for immediate placement.
2. Nepalese workers are laborious and sustain their working capability even in the most arduous condition. During the last two Great World Wars the Nepalese have proven their ability to adapt to even the most hostile environment and climatic conditions in any part of the world.
3. Nepalese workers discharge their duties relentlessly, without any hitch and without any kind of discontent.
4. As compared to other manpower exporting countries. It is more viable to recruit Nepalese workers.
5. As regards to overseas manpower deployment, the Government procedures and formalities in Nepal are comparatively simple.
6. Nepalese are peace loving, simple-minded, dedicated and extremely loyal to their employers, have high sense of responsibilities and discipline and discharge their duties accordingly.

2. Nepal Nepal is located in south Asia sharing borders with India and china. Kathmandu is the capital and largest metropolitan city of Nepal. Known as extensive natural beauties with the iconic Himalayan including highest peak in the world, Mt. Everest (8848 metres), it is a world in itself. Nepal is a country of highly diverse and rich geography, culture, religion and offers a wide variety of adventure tourism destinations. Of the 14 peaks above 8,000 metres in the world eight are located in Nepal. Nepal is also the birth place of Lord Gautama Buddha. It should also be noted that Nepal is second largest country in the world in water resources.

LOCATION : Between China in North and India in East, West and South.
LATITUDE/LONGITUDE : 26°22’ and 30°27’ north. /80°4’ and 88°12’ east.
AREA : 147,181 sq. KM. (800 KM in length and 200 KM in width approx.)
CAPITAL : Kathmandu [Kathmandu is the capital city of Nepal with a valley surrounded by four beautiful hills –
Phulchowki, Chandragiri, Shivapuri and Nagarjun.]
POPULATION : 30 million approx.
PEOPLE & LANGUAGE : About 60 ethnic groups. Most of them have their own and distinct cultures, traditions and languages. Nepali is the official language. Nepali is the official language Whereas all languages spoken within Nepal are termed as national language.
CURRENCY : Nepalese Rupee (US $ 1= rs.100 approx.)
RELIGION : 80.62% Hindus, 10.74% Buddhists, 4.20% Muslims and rest Kirants, Jains and Christians living
harmoniously.
CLIMATE : Nepal has four seasons: 1. Winter (Dec – Feb) 2. Spring (Mar – May) 3. Summer (June – Aug) 4. Autumn
(Sep-Nov). Nepal can be visited throughout the Year. However, the period between September and June is the best one.
NEPAL STANDARD TIME : 5 hours and 45 minutes ahead of GMT.

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