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Interview With Adeel Rehman (HR Manager of PPL)

The HR manager describes the hiring process at Pakistan Petroleum Limited (PPL). PPL is a large, state-owned oil and gas company in Pakistan. The hiring process takes up to 6 months and involves initial applications, structured interviews, unstructured interviews, and skills tests administered by the National Testing Service. Interview panels include members from HR, junior HR staff, and the relevant department. PPL looks for both technical skills and cultural fit for open positions.

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88 views2 pages

Interview With Adeel Rehman (HR Manager of PPL)

The HR manager describes the hiring process at Pakistan Petroleum Limited (PPL). PPL is a large, state-owned oil and gas company in Pakistan. The hiring process takes up to 6 months and involves initial applications, structured interviews, unstructured interviews, and skills tests administered by the National Testing Service. Interview panels include members from HR, junior HR staff, and the relevant department. PPL looks for both technical skills and cultural fit for open positions.

Uploaded by

rafeel
Copyright
© © All Rights Reserved
We take content rights seriously. If you suspect this is your content, claim it here.
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Interview with Adeel Rehman

(HR Manager of PPL)


Q 1: Tell us something about you and your organization.
Ans : Iam working in Pakistan petroleum limited since 2009 as HR manager.I have
experienced and learn a lot of things here and as I concern about the organization
so Pakistan petroleum limited is a multinational ,global competitive and one of
the largest state owned mega corporation of Pakistan. PPL is principally engaged
in conducting exploration , prospecting , development and production of oil and
natural gas resources.
Q2: Tell us something about your hiring process.
Ans: Our Recruitment process is very diversified. When we are hiring executive
level employees wo go through with test process but as far as I concern managers
post we won’t follow the same process.
Q3 : How long does the hiring process usually take?
Ans: From the day we start recruitment till the day candidate appoints their job,
the whole process maximumly take 6 months.
Q4: How would you invite candidate for recruitment?
Ans: We use different modes of communication like newspaper, PPL website,
linked In or through reference.
Q5: What initial tool do you use for recruitment?
Ans: Initially, we use an information form in which candidate has to share about
his basic information ,experiences, education, hobbies , interest.
Q6: Do you conduct structured interview OR unstructured interview?
Ans: We always starts with the structured interview later on we go on
unstructured.
Q7: How would you describe your recruiting style?
Ans: We conduct test through NTS. Those candidates who will pass that test will
call for panel interview.
Q8: How many people are in panel and from which department they belongs?
Ans: There is a panel of three persons. One belongs to Hiring depart second is
jr.HR executive and third person belongs to the concern department for which the
candidate will hire .
Q9: Do you hire an individual on the basis of job fit?
Ans: Yes we do but we have much concern that candidate must fit for an
organization also.
Q10: What are the most important skills you're looking for in a candidate?
Ans: It depends on the job. Sometimes we judge technical skills sometimes we
judge on their knowledge.
Q11: How do you know that candidate is right fit for specified position?
Ans: We prepare a job description and hire a person according to that, if the
person falls on that particular Job description we hire them.
Q12: Is it better to hire for skill or attitude?
Ans: We always hire a candidate on their skills but yes attitude does matter also.
Q13: What must an applicant know ?
Ans: When we hire fresh graduates we check their knowledge but when we hire
experience employee We check knowledge as well as technical skills.
Q14: What kind of questions you mostly asked to the candidate?
Ans: We usually ask behaviourial and situational questions.
Q15: How you introduce your selected candidates with others?
Ans: We have 2 on boardings
1- We visit in the firm ad introduce them
2- We arranged a formal training program for fresh graduates so that all the
managers would come and introduce themselves with the new individuals.

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