Gretex Industries Limited
Website:
gretexindustries.com
Job details:
HR Intern for Gretex Group
Role: We are seeking a motivated and detail-oriented HR Intern to join our Human Resources team. This role provides an excellent opportunity to gain hands-on experience in recruitment, employee engagement, and HR operations while working in a dynamic and professional environment.
Responsibilities & Deliverables: -
1) Understanding requirement from HOD
2) Sourcing of Candidates
3) Selection for interview
4) Offering the Job
5) Induction formalities
6) Employee happiness
Task & Activities: -
1) Understanding requirement from HOD
a) Ensure requisition form is filled- share the internal requisition form with the HOD and ensure all sections (position type, number of openings, department etc.) are properly filled and approved.
b) Collect JD from HOD- Request a clear and complete Job Description, including role title, responsibilities, required skills, qualifications, salary range and job location
c) Confirm urgency- Discuss with the HOD to understand how quickly the position needs to be filled.
d) Identify interview panel- Identify who will conduct each round of interviews
2) Sourcing of candidates
a) Draft Job Descriptions based on inputs from HODs and coordinate with the Marketing team for creating hiring creatives.
b) Job Portals
· Post detailed job openings on LinkedIn and Naukri
· Share job posts on Facebook pages and groups, Instagram stories and posts, and WhatsApp status
· Use bulk WhatsApp tools to send openings to wider lists
c) Campus and Entry level Hiring
· Connect with placement cells in institutes and colleges to share job opportunities
· Organize and attend job fairs and campus drives to source freshers and interns
· Collect resumes on site or through pre-shared Google Forms
d) Recruitment partners (Agencies and Freelancers)- Coordinate with recruitment agencies and engage freelance recruiters
e) Collect potential referrals from employees
f) Google forms and SMS
· Use Google forms to create application links for data collection.
· Send bulk SMS to a large audience
3) Selection for Interview
a) Resume Screening
· Review received resumes to shortlist candidate
· Eliminate unqualified or irrelevant profiles and sort out suitable candidates
b) Initial Calling
· Call shortlisted candidates to assess interest, communication skills, salary expectations, notice period, and availability
· Brief candidates about the role, company, and interview process
c) Scheduling 1st round of interview
· Coordinate with the interviewer- HR/ technical and candidate to fix a convenient time
· Share interview details
· Track and record feedback after interview
d) Scheduling 2nd round of interview
· Arrange the 2nd round with senior team members or technical heads
· Confirm availability and share meeting details
· Track and record feedback after interview
e) Scheduling final round of interview
· Fix the final discussion with the HOD, management or decision making
· Prepare candidate with necessary role insights or expectations
· Collect final feedback to proceed with the selection or rejection decision
f) Coordination and follow up
· Maintain continuous communication with candidates for availability and rescheduling if needed
· Keep the hiring tracker updated with interview status and feedback at each stage
4) Offering the Job
a) Background check
· Conduct verification of the candidate’s previous employment, education and references
b) Psychometric testing
· Share a psychometric or behavioral assessment with the selected candidate
· Ensure timely completion and evaluate results in alignment with the role’s requirements
c) Salary negotiation
· Discuss the offered salary with the candidate, keeping it within the approved budget.
· Align expectations regarding CTC, take-home, benefits, and other terms.
d) Approval from HOD and Management
· Share final candidate details and proposed salary with the HOD and management for approval.
· Final Approval (email or signed form) for records.
e) Prepare & Send Offer Letter
· Generate the formal offer letter with accurate salary structure, joining date, and terms.
· Send the letter via email, ensuring receipt confirmation from the candidate.
f) Follow-up for Acceptance
· Regularly follow up with the candidate until the offer is accepted in writing
· Address any queries or concerns to prevent dropouts or delays
5) Induction
a) Pre- Joining Call
· Contact the candidate a few days before the joining date to reconfirm their availability
· Share reporting details such as date, time, dress code, documents to bring, and contact person
b) Induction Formalities
· Update the team who will be conducting the induction program
c) Joining Formalities
· Collect required documents such as id proof, educational certificates etc.
6) Employee Happiness
a) Regular check-ins
· Schedule periodic one-on-one conversations to understand employee satisfaction and concerns
b) Feedback Collection
- · Gather feedback through formal channels i.e. surveys/ feedback forms and informal chats to identify improvement areas
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