Job Seeker/Recruiter

Recruitment Policy 

1. ZERO COST RECRUITMENT POLICY Dolphin Human Resource Pvt. Ltd. recruitment payments do not amount to modern labor, it has been evident to other authorities that it can coach to 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.
2. ETHICAL RECRUITMENT Our team of consulting connoisseurs in equilibrium, engagement, leadership evolution, govt. search, and surveys, use industry-leading information and analytics to empower shoppers. Dolphin Human Resource Pvt. Ltd. manage to strength expertise and command to tailor universal consulting solutions. At Dolphin Human Resource Pvt. Ltd. Human Resources and Compensation, Consulting applies, we supervise to organizations to attract talent, have interaction workers, facilitate develop leaders, and reward success to optimize structure well-being.
3. FAIR SOURCING 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. Dolphin Human Resource Pvt. Ltd. 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.
4. RESPONSIBLE PLACEMENT Employment businesses like Dolphin Human Resource Pvt. Ltd. also typically referred to as agencies interact with a work-seeker. Employment agencies realize work with work-seekers UN agency fair measure used and produced by employers. This often known as ‘permanent employment as a result of once the employee has been taken on, they’re a worker of the corporate they’re operating for. Nevertheless, completely different rules apply to recreation and modeling.
5. 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 tool for assessing the organizational climate, employee attitude, employee morale, motivation and commitment to the organizational goals and advising the corporate world about remedial solutions.
6. Initial Documentation Process
   On receipt of 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 cased these need to be legalised in the respective embassies. Our consultant will provide the draft set of these documents.
7. 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.
8. Trade Test
   For skilled categories, trade tests are conducted at approved centre.
9. Prescreening And Forwarding
   Our consultant screens them before forwarding it to the client for consideration.
10. 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.
11. Medical Fitness
    Once the candidates are short listed 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.
12. Employment Agreement
    On receipt of appointment letters, required documents for visa application are processed and dispatched to the client.
13. Constant co-ordination 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.)
14. Orientation
    Prior to the departure of workers the orientation briefing is organized to make all workers fully aware of the employment company, country’s laws and orders, labor laws immigration policy and maintain understanding and cordiality them self and aim of the particular activity of the individual. The Orientation takes special care in briefing them to strictly abide by the guide lines in the field of their employment and direct them to maintain good circumstance and motivate them to their duties/responsibilities.
15. Travelling Arrangement
    In all case, we send all the visa endorsement, passport to the concerned airlines, to confirm the scheduled flight from Nepal to destination country. PTA to any airlines operating from Kathmandu shall be sent after our final confirmation.
16. 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 Dolphin Human Resource

    . and a CC to the Ministry of Labor Nepal.

17. 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.
18. Principle Documents:
    1. Demand Letter
    2. Power of Attorney
    3. Employment Contract
    4. Service Agreement between Company & our Company
    5. Guarantee Letter
19. Demand Letter
    Addressed to authorizing Dolphin Human Resource Kathmandu, Nepal mentioning the number of workers required in each categories with salary, duty hour, food, accommodation & other benefits to workers.
20. Power of Attorney
    Addressed to authorizing Dolphin Human Resource Kathmandu, Nepal to be true and lawful attorney and agent of Nepal.
21. 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.
22. Guarantee Letter
    Signed and stamped copy by the employer company should be mention that not to be deploy to other countries for work purpose.
23. For The Kingdom of Saudi Arab
    Following additional Documents are essential for KSA only.
    AUTHORIZATION LETTER/COUNSELOR LETTER
    COMPANY REGISTRATION (CR) COPY
    VISA APPROVAL SLIP (BANK SLIP)
24. 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.
25. Terms & Conditions “RESPONSIBLITIES OF BOTH PARTIES”
26. 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 (authorizing 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.
27. 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.
28. 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.
29. 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.
30. 5. The workers will be interviewed, tested and selected by representative of the employer or by 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 mobilization date on the respective site.
31. 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.
32. 7. The SECOND PARTY shall at his own expenses 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.
33. 8. The FIRST PARTY will be responsible for receiving the workers at the airport.
34. 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 mobilization.
35. 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.
36. 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.
37. 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.
38. 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.