CAREERS

What We are Looking For

We are looking for mature, educated & trained professional, who believes in integrity & ethics. The company is looking for professionals withPositiveoutlook. We encourage and motivate our team for initiative and proactive approach, so it is very important for our team members to be either self-motivated or get inspired from challenges. Due to internal and external challenges company promotes healthy competition within the team. However it is imperative to present equal opportunities and freedom to all our employees for working, it depend solely on nature of assignments, impact of external factors and company’s long term objectives. Every individual employee (present or future) is precious for company’s operation and all the managers are responsible for professional development of all team members.

You have to maintain decorum and discipline in company premises, respect hierarchy and understand clients stature. We prohibits discrimination or harassment based on race, colour, religion, creed, sex, nationality, age, disability, marital status or any other status protected by applicable law. Each individual has the right to work in a professional atmosphere that promotes equal opportunities and is free from discriminatory practices.  Absenteeism in the disciplinary context means being absent from work for an entire working shift, or part thereof, without the expressed permission from a direct supervisor. And we love and miss our employees on work days and time of need of team. You must be present on duty fronts that is the least we expect from our team members.

How We Recruit

  1. Recruitment and Selection Policy

We have an impartial and fair Recruitment and Selection policy. Applications received from the prospective candidates by HR department is screened and tabulated as per the criteria of the selection. After validating their credentials; pre-screened candidates are called for personal interviews.  Sometimes before calling a candidate a short telephonic interaction / interviews may also conducted for streamlining for personal face to face final interview.

We also hire professional by giving newspaper advertisement and contracting job portals/ through recruitment consultants.

It is highly recommended to send all the application for employment directly to HR department. Mailing your candidature to other departments may increase the chances of data loss and unnecessary handling. The following are the correspondence detail for applying to us and procedure to apply for the job vacancy.

[email protected]

HR head, Colleagues Consultants Private Limited,

  1. Steps in Recruitment Process
  2. The Human Resources Department receive all applications for the desired vacancy. All applicationsas per the guidelines of Vacancy Form shall be screened and comparative sheet will be prepared.
  3. The Human Resources Department shall pre-screen all applications that meet the minimum appointment requirements as per the vacancy, and then forward the preliminary screened data of applications to concerned department.
  4. The Department Manager, in consultation with the Human Resources Department, shall draw up the shortlist of candidates for personal interviewing.
  5. Separate telephonic or E-mail information is send to prospective candidates for intimating the date of interview. The interview dates are decided with primary consultation with interviewer and interviewee.
  6. Generally to and fro travel expenses (for interview) shall be reimbursed by CCPL. As a practice we don’t reimburse any expenses for local travel. This also differ case to case and entertained only if prior written consent for the reimbursement of travelling bills are mentioned in the interview call. Interviewee are advised to understand their entitlement of journey category before commencement of the travel for the interview. No dispute shall be entertained in this regard and company decision shall be considered final.
  7. On the date of face to face Interview, Candidate will fill the Interview Data sheet for personal detail particulars. All the details shall be authentic.
  8. A panel consisting of designated persons (Professional Expert(s), HR representative) shall interview the candidates.
  9. The selected candidate list is send to HR department.
  10. Reference Check on shortlisted candidates will be done by HR department.The Offer Letter shall be given to the selected candidates after the validation of reference check.
  11. Colleagues Consultants Private Limited (CCPL) shall, in terms of section 42(b) (of the Labour Act 1992 Act 6 of 1992), do not employee any person under the age of (16) years.
  12. Applicants of 55 years and older can only be appointed on approval by the management.
  13. The formal letter of appointment will be given after Joining. Duplicate copy of this letter shall be returned to HR department as acceptance of the company’s job offer. The employment will only deemed effective after all the due process of verification of document, credentials and acceptance of our offer.
  14. A Contract of Employment stipulating all the conditions of employment shall be signed by all employees on the first day of employment.
  15. On appointment, an employee shall be given a job description. This shall specify the scope and terms of reference for their position. Each member of staff is expected to devote their time and attention to their work and not engage in activities that may conflict with CCPL’s interests or negatively affect their performance. Job Descriptions shall be reviewed yearly.

Probation: Any appointment made on CCPL shall be subject to a probation period as specified in the letter of appointment. Towards the end of the probation period, HR with due consultation with relevant department head shall review the appointment. Wherever necessary, the probation period may be extended as considered necessary by Management. An employee who is on probation may have his appointment terminated at any time without notice. In the event of such termination, the employee is paid for the period worked up to the time of termination.

Work Philosophy

  1. Day to Day Working

The company believes in Transparent Work culture. We encourage and motivate our team for initiative and proactive approach. Every employee is precious for company’s operation and all the managers are responsible for professional development of all team members.

  • Non –Harassment & Non –Discrimination Policy

This company prohibits discrimination or harassment based on race, colour, religion, creed, sex, nationality, age, disability, marital status or any other status protected by applicable law. Each individual has the right to work in a professional atmosphere that promotes equal opportunities and is free from discriminatory practices.  Consistent with its workplace policy of equal employment opportunity, the company prohibits and will not tolerate harassment on the basis of race, colour, religion, creed, sex, nationality, age, disability or any other status protected by applicable law.  Violations of this policy will not be tolerated.

  • Drug-Free & Alcohol-Free Environment

Employees are prohibited from unlawfully consuming, distributing, possessing, selling, or using controlled substances while on duty. In addition, employees may not be under the influence of any controlled substance, such as drugs or alcohol, while at work, on company premises or engaged in company business.Anyone violating this policy may be subject to disciplinary action, up to and including termination.  We also discourage smoking of cigarettes in office premises/ work place.

  • Confidentiality & Privacy Policy

All information related to Colleagues Consultants Private Ltd operations or future endeavours, shall be treated with utmost confidentiality.

  1. Use of Company Assets
    1. Computers

All computers shall be used for official purposes only. Only authorized persons may access the computers. GAMES ARE STRICTLY PROHIBITED. Private pen-drives are not allowed to be used in CCPL computers. Permission must be sought prior to use of any external computers peripherals or accessories, if it is essential for your job work.

  1. Photocopier

A photocopier is available throughout the day to meet photocopying needs. It is to be used for official use only. It is advised to use the photocopying in economic manner.

  1. Employee conduct

Following are the guidelines for the employee’s behaviour and conduct on the Job

  • All employees of the company are supposed to be regular in their duty Absenteeism is strictly not allowed :-

Absenteeism in the disciplinary context means being absent from work for an entire working shift, or part thereof, without the expressed permission from a direct supervisor.

A sanction of dismissal can apply for the first offence of being absent without permission provided that the employee was absent for three continuous working days without a valid reason.

  • No matter whatsoever employee may not sleep on their work place :-

Any employee who is found asleep on duty, whether or not such an action constitutes a hazard to the safety and health of the offender or others or leads to damage to Company property, shall be deemed guilty of an offence.

  1. Responsibility

All employee are responsible for up keeping of company property and workplace. Following are the causes which can be considered for disciplinary action. All employees are expected to perform for strengthening companies goals ,desired outcomes and achieving the mission of the company ,Following can be considered as :-

  • Carelessness: Performance of a task or duty without the exercise of due care an attention ,
  • Negligence: failure to exercise proper care and regard to the manner of discharging duty to the extent that tasks have to be repeated or equipment or persons are at risk of damage or injury,
  • Inefficiency: failure to carry out work at the required standard or failure to complete tasks within the given reasonable time limits, without reasonable cause. This includes poor supervision,
  • Loafing: passing time idly or failing without reasonable cause to complete tasks set.
  • It is strictly informed that employee should behave in positive in civilized manner
  • Abusive Language:-The uttering of any words or the publication of any writing expressing or showing hatred, ridicule or contempt for any person or group of persons.The offence is more serious when it is wholly or mainly because of his/her/their nationality, race, colour, ethnic origin, sex, marital status, religion, creed, political opinion, social or economic status, degree of physical or mental ability, sexual orientation or culture.
  • Employees are advice to show respect to their seniors and team members: -Insolence towards a superior shown by action or words.
    1. Disorderly behaviour and related offences
  • Disorderly behaviour:-
    • Indulging in rough or unruly behaviour or practical jokes whether or not such behaviour endangers the safety or health of others or the smooth running of the work place.
    • Wilful loss, damage or misuse of company property
    • Wilful loss: any act whereby an employee wilfully or deliberately loses or causes Company property to be lost.
    • Wilful damage: any act whereby an employee wilfully or deliberately damages, or allows or causes damage to Company property.
    • Wilful misuse: any act whereby an employee wilfully or deliberately misuses Company property.

Contact Us
Mobile:
Dhruv Kumar +91-9910994963
Siddhartha Kumar +91-9560522111
Reception +91-124-4281900
E-mail:
[email protected]
[email protected]
[email protected]