RECRUITER OF MANPOWER FORMEGA PROJECTS IN GULF

PRESENTED BY:

Mr. Adam Khan(Director Marketing Overseas)

Mr. Rehan Rasheed(Director Marketing)

L I C E N S E N U M B E R : H R D / 3 1 8 2 / K A R

A U S T R I AH E L L A S

ISO 9001: 2008

CERTIFICATION

9001:2008ISO

AGENCY PRESENTATION

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1.0 COMPANY OVERVIEW

2.0 NUMBER OF EMPLOYEES & OFFICE LOCATIONS

3.0 TEAM STRUCTURE

4.0 RECRUITMENT VOLUME CAPACITY

5.0 EXPERTISE / SPECIALISM (Industry Sector)

6.0 CANDIDATE DATABASE

7.0 ADVERTISING / SOURCING STRATEGY

8.0 PERFORMANCE METRICS (Average Time to Hire)

9.0 SUCCESSFUL CLIENT CASE STUDIES

10.0 FEE STRUCTURE

1.0 COMPANY OVERVIEW

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Abdul Gaffar & Sons, provides recruitment andtechnical staffing services to Engineering Consultants and EPC firms working in the Oil & Gas, Energy, Petrochemical, Mining, Power, Shipbuilding and Infrastructure sector. We have been functional since 1986 and obtained regular license in 2012.

Staffing SolutionsWe are a leading service provider for the StaffingSolutions which includes services like Design &Engineering Positions Service & Exploration &Production Positions Service since 1995.

Power Plant Karachi 2010

COMPANY OVERVIEW

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Design & Engineering Positions ServiceOur O&G Skills works with clients to staff all major design and engineering positions. We have experience in selection and placement of following personnel.

Process EngineersPiping Design EngineersStructural EngineersMechanical EngineersElectrical EngineersInstrumentationAutomation/ Control Systems EngineeringPipeline EngineeringPipe stress engineeringStationary equipment engineeringSubsea Marine EngineeringNaval ArchitectsDraftsmen

2.0 NUMBER OF EMPLOYEES

slide4 Al-Khubar Project 1998

We have on role as regular employees as mentioned under:-

Head office (Karachi)1- Chief Executive2- Managing Director3- Director Engineering4- Field Test Engineers = 035- IT = 02 ( Software and hardware Engineer)6- GM Marketing Recruitment7- Others office Staff = 05

Islamabad/Rawalpindi – Branch Office.6- Marketing DirectorHealth Care recruiting staff = 02General Clerical Staff = 02

Peshawar and Swat office:Logistics = 01Other General Staff = 02

Total=

professional staff

19

3.0 TEAM STRUCTURE

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CHIEF EXECUTIVE

AJAB KHAN

MANAGING DIRECTOR

IRFAN ULLAH KHAN

GM MARKETING RECRUITMENT

WAQAS MEHMOOD

MANAGER MARKETING

JAVED AHMED

Asst. Manager HR

SHUJAAT ALI

Asst. Manager PR

QAZI REHMAN

PROCUREMENT OUTDOOR

HAMID-UL-AYAN

MANAGEMENT CO-ORDINATOR

WAJAHAT RABBI

ADMIN

MUSA KHAN

VISA SECTION INCHRG.

ZAHID SHAH

DIRECTOR MARKETINGOVERSEAS

ADAM KHAN

DIRECTOR MARKETING

MUHAMMAD ABID

TECHNICAL DIRECTOR

ENGINEER SIKANDER KHAN

INFORMATION MANAGER

SHUJAAT ALI

4.0 RECRUITMENT VOLUME

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with 40 working days for their departure time.

over personnels2000Presently we are handling technical and non-technical staff with the capacity of

5.0 EXPERTISE / SPECIALISM

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OIL & GASINDUSTRY

CONSTRUCTIONINDUSTRY

MAINTENANCEINDUSTRY

Design, installation, maintenance of electrical and mechanical systems

Build, structures, design & re-designof civil works

Design and construction of booster pumping stations including pipelines

ALSO INCLUDES

Health, Pharmaceuticals, IT, FMCG, Manufacturing, Logistics, Hospitality and Tourism

6.0 CANDIDATE DATABASE

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WWW.JOBSLEED.COM

WWW.JOBSLEED.COM/CV

We have introduced a successful online job portalsin Pakistan to collect Resumes in volume.

Pakistan’s leading job portals

Candidate can submit cv without any registration

Online Candidate Database

7.0 ADVERTISING / SOURCING

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NEWSPAPERNEWS NEWS NEWS

NEWS NEWS NEWS

NEWS NEWS NEWS

NEWS NEWS NEWS

NEWS NEWS NEWS

NEWS NEWS NEWS

ELECTRONIC-MEDIA REFERRALSPRINT MEDIA

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ELECTRONIC MEDIA

1.0 ELECTRONIC MEDIA

WWW.GHAFFARSONS.COM WWW.JOBSLEED.COM

https://www.facebook.com/abdulghaffar.sons www.linkedin.com/groups/Abdul-Ghaffar-Sons-Pakistan-Registered-4778472

PRINT MEDIA

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Key benefits of obtaining employment through a referral service is that the hiring company is commonly more willing to give the job searcher a chance. Hiring firms go through so manyapplications that it isn't uncommon for many applicants to be ignored, even when qualified.

Companies tend to trust the opinion and screening choices of an established referring agency and thus may prioritize the resumes these agencies send for consideration.

REFERRALS

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AVERAGEDEPLOYMENT(23-40 DAYS )

FLIGHTDETAILS

(7-10 )

VISAPROCESS

(7-10 )

8.0 PERFORMANCE METRICS

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25 to 40 Working Days

This is refer to our Master file (SOP)

JOB OFFERACCEPTANCE

(7 -10 )

MEDICALPROCESS

(02-7 )

QUALITY OF HIREWe use to hire only those candidates who understands na-tional and international work practices as well as understand the Engineering code of practice.

SOURCING EFFECTIVENESS RATIO

1

2 3

9.0 CASE STUDIES

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JAL INTERNATIONAL

Al-Mashariq was having a difficulty to hire quality candidates from Pakistan and had several recruitment agencies but couldn’t get success to fulfil their manpower requirement. Eventually, our representative Mr. Adam Khan approached to the management of the company and they had couple of meetings. We offered them our recruit-ment services and assigned one Senior recruit-ment consultant (Team) to fulfil their manpower requirement on such a tight deadline.

We completed this project successfully in 37 days through an ad campaign on Print and Electronic media and recruited technical and non technical staff for their project and on a permanent employment.

Abdullah A. Al Barrak & Sons were dealing with three agencies in Pakistan to recruit candidate from Pakistan but somehow their management were not fully satisfied of their work. Mr. Faisal Khan (Section Head HR) contacted us through our linkedin profile and we send them our profile to share our clientele. Previously, they had bad experience regarding the Pakistani manpower and we removed their misconception and allegations. We provided them technical staff for their shut down projects so often and also have supplied manpower on permanent employment.

We have almost send more than 50 candidates to the company since Febraury, 2014.

Jal International’s (Jubail) HR representative once asked for the CVs of their Power house projects and we provided them. Their project was not started then and we received another requirement of the employer. So, they contacted us after reviewing the CVs which we have sent earlier.

In just 03 hours we scheduled 300 candidates for interview. It happened due to our hard work and proper marketing of our requirement on targeted industries.

10.0 FEE STRUCTURES

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Our terms and condition will be as follows: 1- Our company/agency will charge US $500/ for each recruited worker.

2- For Professional categories, the agency/office will charge one month salary.

OVERVIEW OF CANDIDATE MARKETIN PAKISTAN

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11.0 CANDIDATE MARKET OVERVIEW IN O&G

12.0 RECOMMENDED O&G SPECIALISMS/INDUSTRY

SECTOR TO TARGET IN PAKISTAN

13.0 CANDIDATE MARKET POTENTIAL 2014 & BEYOND

14.0 AVERAGE SALARY SCALE

CANDIDATE MARKET OVERVIEW

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Pakistan is a rapidly developing country and is one of the Next Eleven, the eleven countries that, along with the BRICs (Brazil, Russia, India and China), have a high potential to become the world's largest economies in the 21st century.

As of September 2014 it has more than 161 universities, of which 83 are public universities and 78 are private universities.

It is estimated that there are 3193 technical and vocational institutions in Pakistan. Pakistan is also a major producer of Bituminous coal, Sub-bituminous coal and Lignite. Coal mining started in the British co-lonial era and has continued to be used by Pakistani industries after independence in 1947.

RECOMMENDED O&G INDUSTRY

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Recommended O&G specialism/Industry sectors to target in PakistanPakistan's first oil field was discovered in the late 1952 in Balochistan near a giant gas field at Sui in Balochistan. The Toot oil field was dis-covered in the early 1960s Islamabad in the Punjab. Production has steadily increased since then.

As of 2010, Pakistan is one of the largest users of CNG (compressed natural gas) in the world. Presently, more than 3,000 CNG stations are operating in the country in 99 cities and towns, and 1000 more would be set up in the next two years. It has provided employment to over 50,000 people in Pakistan, but the CNG industry is struggling to sur-vive the 2013 energy crisis

CANDIDATE MARKET POTENTIAL2014 & BEYOND

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1. Eni S.p.A. 2. BHP Billiton3. OMV4. UEP (BP)

Several Universities have petroleum technology and engineering programs for candidates such as:

Karachi UniversityNED UniversityUET LahoreNUST IslamabadMehran University of Sciences and TechnologyDawood EngineeringPeshawar UniversityQuetta University

There are several more but time doesn't permit us to discuss all those universities.

AVERAGE SALARY

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US $1500 to $2500

THANK YOU

Visit our websites:

www.ghaffarsons.comwww.jobsleed.com