Relinns Employee Recruitment and Selection Policy describe our process for attracting and selecting external job candidates. As part of this policy, we don’t make any rejection calls for any of the positions. However, the firm can send the feedback of a particular candidate solely based on the request of the interviewer's willingness to share the feedback. We only make selection calls based on an assessment of the candidate. Every candidate who is willing to join the Relinns Technologies as a full-time employee has to go through the following rounds of Interview (it is not mandatory that the order in which they appear will be followed, anyone round can precede the other depending on the availability of the interviewer) :

1. Telephonic Shortlisting Round

A telephone call will be made to a prospective candidate, with prior notice by the HR and Candidate’s score in this call will be used to shortlist the candidates for the further rounds of Interview. This is an optional round if required can be conducted else candidates can visit our office. The candidate will be evaluated on a scale of 1to 10 where 1 is considered as worst and 10 as best. Any candidate is scoring 6 or more than that will be qualified for the further rounds.

2. Technical Round

The candidate who has been selected in Telephonic round will be called for a face to face technical round which will be conducted in the Relinns Technologies’ Head Office or place informed by the HR. This Round will be conducted in two parts. First, Every candidate has to give the Pen and Paper-based Aptitude/logical test for Non-Technical/ Technical profile respectively.

Aptitude test aims to judge the applicant’s Numerical, Verbal, Diagrammatic, logical and inductive capabilities. On the other hand, a Logical test is designed to assess the applicant’s ability to think logically, identify the problem, think about available alternatives and integrate the solution effectively. Immediately after this, Candidate has to go for a face to face Technical interview in its area of expertise. This round will assess the candidate’s technical capabilities in his area of expertise.

The technical round will be evaluated on the 10-pointer scale. The score of both rounds will be evaluated by the respective interviewer and the accumulated score of the technical round will result in the candidate’s qualification for the next and final cultural fit Round.

3. Final selection Round

This Round will be the final round of the selection process and will be conducted by the HR and One of the Senior management people. The objective of this round to evaluate a candidate’s ability to fit in the existing culture of the company. The candidate must fit in Relinns values and should be a good team player. Merit list of the candidates will be prepared and based on the candidate's rank, he/she will receive a selection call. If a candidate is not selected, He/she will not receive any rejection call. The firm can send the feedback of a particular candidate solely based on the request of the candidate and interviewer’s willingness to share the feedback.

As a policy measure we don't make rejection calls to candidates. In Fact we do not reject candidates, as we believe that a person’s ability can not be thoroughly judged given the resource and time constraint, since it is always a case of the best fit for the organisation as well as the candidate. A square peg in a round hole does not benefit any stakeholder, so we believe that if a candidate is not the right fit for the organisation or our organisation is not the best fit for the candidate(as the candidate deserves better opportunities) then we are happy to interview the candidate after a certain time frame when we can meet his/her expectations and/or better utilise his capabilities for impactful progress..Candidates are encouraged to apply again after 3 months if they feel that they are a better fit at that point of time.

If the candidate gets the selection call, then the candidate will be invited for salary negotiation and joining date discussion.