Our Recruitment Process

Step 1: Client Query & Requirement Confirmation

The recruitment process begins once a client submits a hiring inquiry through any of the following channels:

• Email
• WhatsApp
• Preferred Communication Channel: Any other method convenient for the client.
• What we need from client
• 1. Job Identification
• Job Title & Category: (e.g., Pipe Fitter, Site Engineer, Shuttering Carpenter).
• Total Number of Vacancies: The quantity required for each trade.
• Project Name/Client Name: For internal tracking and candidate briefing.
• 2. Compensation & Contract
• Salary Package: Monthly basic salary + fixed allowances (expressed in SAR).
• Contract Duration: (e.g., 2 years renewable).
• Probation Period: Standard duration as per Saudi Labor Law (usually 90 days).
• 3. Location & Working Conditions
• Work Location: Specific city or site in Saudi Arabia (e.g., Riyadh, NEOM, Dammam).
• Working Hours: Daily hours (e.g., 8 hours/day) and days per week.
• Overtime Policy: Details on how overtime is calculated.
• 4. Employee Benefits (FAT & Others)
• Please confirm the provision of the following:
• Food (F): Provided by company OR monthly food allowance.
• Accommodation (A): Type of housing provided.
• Transport (T): Transportation to and from the worksite.
• Medical & Insurance: Details of health coverage and life insurance.
• Air Tickets: Return tickets (annual or biennial).
• 5. Technical Requirements
• Experience Level: Number of years required (Local vs. Gulf experience).
• Specific Skills: Any certifications or trade tests required (e.g., TUV, Aramco certified).

Step 2: Global Recruitment Requirements & Documentation

To legally recruit manpower from Pakistan for any international destination, the following documents are mandatory under the Emigration Ordinance of 1979. These documents allow us to obtain “Permission to Recruit” from the Protector of Emigrants on your behalf.

1. Power of Attorney (PoA)

• Purpose: A legal document issued by the Employer (Client) appointing Teleport Manpower Consultant as their authorized recruitment agent in Pakistan.
• Requirement: Must be on the company’s official letterhead and signed by the authorized signatory.
• Attestation: This document must be attested by:
  1. The Ministry of Foreign Affairs (MOFA) of the employer’s country.
  2. The Embassy/Consulate of Pakistan in the employer’s country.

2. Demand Letter

• Purpose: A formal request detailing the job categories, number of workers needed, salaries, and specific terms of employment.
• Key Details Included:
  • Job Titles and Quantities.
  • Monthly Salary and Benefits (Food, Accommodation, Transport).
  • Contract duration and Leave policy.
• Attestation: Like the PoA, this must be attested by the Embassy of Pakistan in your host country.

3. Standard Employment Contract

• Purpose: A sample contract outlining the rights and responsibilities of both the employer and the employee.
• Requirement: Must follow the minimum wage and labor laws of both the host country and Pakistan.

4. Electronic Authorization (For specific countries)

For countries like Saudi Arabia (KSA), an electronic “Wakala” through the Enjaz/MOFA portal is also required in addition to the physical documents.

Step 3: Sourcing & Selection Methodology

To begin sourcing qualified candidates, we offer two primary selection methods based on the client’s needs:

Option A: In-Person Selection (Recommended for Bulk Hiring)

If a client has a large requirement (e.g., 50+ positions) and wishes to send a representative, technical foreman, or site manager to select candidates personally, we provide full support:

• Visa Assistance: We provide sponsorship letters and complete visa processing for the client’s representative to enter Pakistan.
• Facility Arrangements: We organize comprehensive testing and interview venues within Pakistan so the client can hand-pick their team.

Option B: Virtual/Online Selection

For smaller requirements or remote selection, we manage the shortlisting process:

• CV Shortlisting: We provide a minimum of three high-quality profiles for every one position required.
• Interview Coordination: After the client reviews the CVs, we arrange virtual interviews for the shortlisted candidates.
• End-to-End Management: We handle all logistics; the client only needs to conduct the final interview.

Technical & Trade Testing

For specific crafts that require practical evaluation—such as Civil (Shuttering Carpenters, Steel Fixers, Masons, Plumbers, Electricians) or Mechanical (Fabricators, Pipe Fitters, Welders)—we arrange professional trade testing at certified centers to ensure the highest quality of skill.

Step 4: Deployment & Documentation

After the client makes the final selection, our team handles the remaining formalities:

• Medical examinations of candidates.
• Government protection and insurance.
• Visa stamping and flight booking for timely deployment.

Why Partner With Us?

• Global Reach: Expertise in navigating the labor laws of multiple host countries.
• Technical Precision: Rigorous trade testing to ensure only the most skilled craftspeople are selected.
• End-to-End Support: From the initial query to the worker’s arrival at your project site.