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OBJECTIVE

Standardize and align talent acquisition process with the HR strategy in order to provide required
resources in a timely, efficient and cost effective manner.

POLICY

The Human Resources through Talent Acquisition Department carry out the Personnel Recruitment
and Selection Process, Employee On-Boarding and Employer Branding functions.

The recruitment shall not start unless the vacancy is an authorized position; this includes temporary
& new positions. The request for the approval to fill a vacancy would be sent by the respective
Business Partner in Vacancy Approval Form (VAC) to Manager – Talent Acquisition who would be
responsible for getting the necessary approval.

When filling a vacancy, preference would be given to personnel who have been suggested by the
Hiring Manager in the VAC as possible internal candidates to fill the position.

The HR Manager, along with the Hiring Manager, would take a decision if the proposed internal
candidate could be considered to fill the vacancy based on factors like:

 Performance Record
 Education
 Experience
 Skills
 Competencies
 Risk, if any, due to internal transfer

The director of each area will appoint an evaluation group who will be responsible for selecting
candidates to fill vacancies.

Each evaluation group will consist of one person from the area with the vacancy and one person from
Human Resources.

The Human Resources Department will provide the requesting area with at least three candidates
who meet the job specifications and will give its opinion on them. Nevertheless, the final decision
will be based on the report of the evaluation group.

When there are internal candidates, their experience, length of service, and performance will be
taken into account in accordance with the Company's needs.
All candidates, whether external or internal, must go through the Company's selection process.

Former employees of the ArcelorMittal group whose performance or behaviour was unsuitable should
not be hired.

Relatives of Company personnel may be hired subject to the following conditions:

 They shall not be hired to work in a department where a direct relative is working.

 A direct relative shall not supervise them.

All Internship and Trainees must

• Go through selection process

• Be part of approved program and budget
• Work based on approved project by Area and HR
SCOPE

To all companies of ArcelorMittal Mexico.

PERSONNEL RESPONSIBLE

HR Director, Area Director, Plant Managers, HR Area Managers.

PROCEDURE FOR INTERNSHIP ACQUISITION.

• Campus recruitment and Internship Dept. select the Universities vis-à-vis Specialization and
Rank them
• Obtain proposed projects for Interns from individual departments
• Get the authorization to Area and HR Directors for the projects & the number of Interns to be
hired
• Design the Internship Program
– Schedule for visiting campuses and the communication
– Selection process
– Stipend and Benefits
• Communicate parameters/competencies required to the line managers/interviewers
• Design & Implement proper induction for the Interns
• Ensure proper facilities
• Design and conduct performance evaluation of the Interns

• Design parameters for making a Job Offer

• Design a detailed induction for effective on-boarding
PROCESS FLOW – LATERAL RECRUITMENT

• Business Partner to send the filled Vacancy Approval Form (VAC) to ILR

• ILR to verify with Org. Plan that the position is authorized by CEO
– For level 10 and below, ILR to communicate the approval to the respective
BP to start the hiring process
– For level 11 and above, ILR to start the hiring process (keeping BP in loop)
• Both the BP and ILR Solicit CV’s from relevant sources
• Filter out CV’s that do not meet the set criteria
• Shortlist the candidates based on a Preliminary Interview
– Based on factors like vocational mobility, current salary etc
• Forward the shortlists to the Hiring manager for further filtering
• Organize technical interview - Telephonic
• Organize a face-to-face interview
– Panel to consist of Hiring Manager, Department Head (depending on level)
and HR Head/Recruitment Head (or BP for levels below 10)
– Ask the candidates to get his current salary slip

• Prepare proposal discuss it with CCO & HR

• Start salary negotiations

– Proposals to be made as per the guidelines
– Communicate the proposal and send the comparison
• Conduct Labour Investigation/Pre-Employment Screening
• Organize Medical Examination
• If found suitable, decide on the Joining date after consulting with the Hiring Manager
& the candidate

• Approval by designated authority (HR, Area, CEO & CCO)

• Send the offer letter and get the acceptance

• Inform OD dept/Administration department to make necessary arrangements
– Employee no., car, house allotment etc
• Plan and arrange logistics
• Make arrangements for proper reception and joining formalities
• Plan adequate induction after discussion with the hiring manager