CLIDE Candidate Selection & Deployment Procedure

1. Purpose

CLIDE follows a structured and multi-stage Candidate Selection & Deployment Procedure to ensure that only qualified, experienced, competent, and suitable candidates are recommended for deployment at client project sites. The process is designed to align candidate qualifications and experience with the client's specific requirements while maintaining high standards of technical competency, professional conduct, safety awareness, and site readiness.

2. Candidate Selection & Deployment Flow

Client Requirement → CV Screening → Document Verification → HR Evaluation → 1st Technical Round → 2nd Technical Round → Consolidated Scoring → Internal Shortlisting → Client Submission → Client Interview/Approval → Deployment

3. Detailed Selection Procedure

Stage 1 – Understanding Client Requirements

Before initiating candidate sourcing, CLIDE reviews the client's manpower requirement and establishes the required selection criteria, including:

  • Position/designation
  • Minimum educational qualification
  • Required certifications
  • Relevant industry experience
  • Required years of experience
  • Specific technical competencies
  • Project/site experience
  • Industry-specific exposure
  • Job responsibilities
  • Location and deployment requirements
  • Salary/commercial considerations
  • Any additional client-specific requirements

A candidate is considered for further evaluation only when the profile broadly meets the defined eligibility requirements.

Stage 2 – CV Screening & Shortlisting

CLIDE conducts an initial screening of available CVs against the client's requirements.

The screening considers:

  • Educational qualification
  • Relevant experience
  • Total experience
  • Industry/project exposure
  • Relevant job responsibilities
  • Technical certifications
  • Previous site/project experience
  • Stability and continuity of employment
  • Overall suitability for the position

Candidates who do not meet the essential qualification or experience criteria are not normally taken forward for the next stage.

4. Document Verification

Shortlisted candidates are required to submit relevant supporting documents for verification.

Depending on the position and client requirements, documents may include:

  • Educational certificates
  • Experience certificates
  • Previous/current employment documents
  • Offer/appointment letter
  • Recent salary slips
  • Professional certifications
  • Identity/address documents, wherever required
  • Other documents specified by the client

CLIDE reviews the submitted documents for completeness, consistency, and alignment with the information provided in the CV.

Any discrepancy identified during verification is reviewed before the candidate is considered for further processing.

5. HR Evaluation

Candidates who successfully clear the preliminary document verification undergo an HR evaluation.

The HR round evaluates:

  • Communication skills
  • Professional attitude
  • Confidence and presentation
  • Employment history
  • Career stability
  • Salary expectations
  • Notice period/availability
  • Willingness for project/site deployment
  • Location and shift flexibility
  • Understanding of the proposed role
  • Professional conduct

The purpose of this stage is to ensure that the candidate is not only technically suitable but also appropriate for the working environment and deployment requirements.

6. First Technical Round

The first technical round is conducted by CLIDE's technical/HSE team.

The assessment focuses on the candidate's fundamental technical knowledge and practical understanding of the relevant discipline.

Depending on the position, the evaluation may include:

  • Core HSE knowledge
  • Hazard Identification & Risk Assessment
  • Job Safety Analysis
  • Permit to Work
  • Work at Height
  • Confined Space
  • LOTO
  • Fire & Emergency Response
  • Incident/Accident Investigation
  • Safety Audits
  • Legal/statutory requirements
  • Process safety
  • Construction/plant safety
  • Relevant codes and standards
  • Site safety practices
  • Practical problem-solving

The questions are customised according to the candidate's experience and the proposed project requirement.

7. Second Technical Round

Candidates who demonstrate satisfactory performance in the first technical round are evaluated through a second-level technical assessment.

This round focuses more on:

  • Advanced technical knowledge
  • Practical site experience
  • Decision-making ability
  • Risk assessment capability
  • Incident and emergency handling
  • Safety leadership
  • Audit and inspection capability
  • Understanding of applicable standards
  • Root Cause Analysis
  • Corrective and preventive actions
  • Contractor safety management
  • Ability to handle site-level challenges
  • Client interaction and reporting
  • Role-specific technical competency

Where appropriate, CLIDE may use case studies, scenario-based questions, practical situations, or project-specific questions during this stage.

8. Candidate Scoring & Evaluation

To maintain consistency and transparency, CLIDE follows a 100-point evaluation system.

Recommended Scoring Pattern

Evaluation Parameter Maximum Score
1. Qualification & Certifications 10
2. Relevant Experience 15
3. Relevant Industry/Project Exposure 10
4. Document Verification 5
5. HR Evaluation 10
6. First Technical Round 20
7. Second Technical Round 25
8. Communication & Professional Competency 5
Total 100

Scoring Criteria

Score Assessment
90–100 Excellent – Highly suitable
80–89 Very Good – Strongly suitable
70–79 Good – Suitable
60–69 Satisfactory – May be considered subject to requirement
Below 60 Not recommended for client submission

Recommended minimum threshold for client submission: 70/100, subject to fulfilment of all mandatory qualification and experience requirements.

However, the final recommendation should not be based on the score alone. Mandatory client eligibility criteria will always take precedence over the overall score.

9. Detailed Technical Scoring

For HSE/Safety positions, you can make the technical evaluation more robust by using the following 100-point technical matrix:

Technical Competency Weightage
HSE Fundamentals & Safety Management 10
Hazard Identification & Risk Assessment 10
PTW / LOTO / High-Risk Activities 10
Incident Investigation & RCA 10
Safety Audit & Inspection 10
Applicable Standards / Legal Requirements 10
Process/Plant/Construction Safety Knowledge 10
Emergency Preparedness & Response 10
Practical Site Problem-Solving 10
Safety Leadership & Decision Making 10
Total Technical Score 100

This technical score can then be incorporated into the overall candidate evaluation.

10. Consolidated Candidate Evaluation

After completion of all stages, CLIDE prepares a consolidated evaluation sheet for each candidate.

The evaluation may include:

Candidate Name → Position → Qualification → Total Experience → Relevant Experience → Document Status → HR Score → Technical Round 1 Score → Technical Round 2 Score → Overall Score → Recommendation

Candidates achieving the required evaluation score and meeting all mandatory client criteria are shortlisted for submission to the client.

11. Internal Shortlisting

Based on the consolidated evaluation, CLIDE prepares the final shortlist.

The shortlist is prepared considering:

  • Client's mandatory eligibility criteria
  • Overall evaluation score
  • Technical competency
  • Relevant project experience
  • Communication and professional competency
  • Document verification status
  • Candidate availability
  • Salary/commercial suitability
  • Deployment readiness

Only shortlisted and internally evaluated candidates are recommended to the client for further consideration.

12. Client Evaluation & Final Selection

The shortlisted CVs are then shared with the client for review.

The client may conduct:

  • CV screening
  • Telephonic interview
  • Online interview
  • Technical interview
  • Personal interview
  • Site-level assessment

The candidate is considered finally selected only after receiving the client's confirmation/approval.

13. Pre-Deployment Process

Before deployment, CLIDE completes the necessary mobilisation activities, which may include:

  • Final document verification
  • Client approval confirmation
  • Medical fitness, wherever required
  • Background/reference verification, wherever applicable
  • Joining documentation
  • Site-specific induction
  • Safety briefing
  • PPE requirements
  • Travel and accommodation arrangements
  • Deployment date confirmation
  • Reporting instructions
  • Project-specific rules and requirements

The candidate is then formally deployed at the project site.

14. Deployment Readiness Checklist

Before reporting to site, CLIDE verifies:

☑ Client-approved CV
☑ Qualification verified
☑ Experience verified
☑ Required documents available
☑ HR round completed
☑ Technical Round 1 completed
☑ Technical Round 2 completed
☑ Minimum evaluation score achieved
☑ Client interview/approval completed
☑ Medical fitness completed, if applicable
☑ Site induction requirements communicated
☑ Joining/deployment date confirmed
☑ Candidate informed about site requirements

15. Candidate Evaluation Philosophy

CLIDE follows the principle:

“Right Qualification + Relevant Experience + Verified Documents + Technical Competency + Professional Behaviour = Deployment-Ready Candidate.”

The objective is not merely to provide CVs but to ensure that candidates recommended to clients have undergone a structured internal screening and competency evaluation process before being presented for final client selection.

Process Flowchart

CLIENT REQUIREMENT
↓
CV SCREENING & ELIGIBILITY CHECK
↓
DOCUMENT VERIFICATION
↓
HR EVALUATION
↓
1st TECHNICAL ASSESSMENT
↓
2nd TECHNICAL ASSESSMENT
↓
CONSOLIDATED 100-POINT SCORING
↓
INTERNAL SHORTLISTING
↓
CV SUBMISSION TO CLIENT
↓
CLIENT INTERVIEW & APPROVAL
↓
PRE-DEPLOYMENT VERIFICATION
↓
SITE INDUCTION & DEPLOYMENT