2. CERTIFIED BY
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 A
H E L L A S
ISO 9001: 2008
CERTIFICATION
9001:2008
ISO
3. AGENCY PRESENTATION
slide1
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
4. 1.0 COMPANY OVERVIEW
slide2
Abdul Gaffar & Sons, provides recruitment and
technical 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 Solutions
We are a leading service provider for the Staffing
Solutions which includes services like Design &
Engineering Positions Service & Exploration &
Production Positions Service since 1995.
5. COMPANY OVERVIEW
slide3
Design & Engineering Positions Service
Our 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 Engineers
Piping Design Engineers
Structural Engineers
Mechanical Engineers
Electrical Engineers
Instrumentation
Automation/ Control Systems Engineering
Pipeline Engineering
Pipe stress engineering
Stationary equipment engineering
Subsea Marine Engineering
Naval Architects
Draftsmen
6. 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 Executive
2- Managing Director
3- Director Engineering
4- Field Test Engineers = 03
5- IT = 02 ( Software and hardware Engineer)
6- GM Marketing Recruitment
7- Others office Staff = 05
Islamabad/Rawalpindi – Branch Office.
6- Marketing Director
Health Care recruiting staff = 02
General Clerical Staff = 02
Peshawar and Swat office:
Logistics = 01
Other General Staff = 02
Total=
professional staff
19
7. 3.0 TEAM STRUCTURE
slide5
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 MARKETING
OVERSEAS
ADAM KHAN
DIRECTOR MARKETING
MUHAMMAD ABID
TECHNICAL DIRECTOR
ENGINEER SIKANDER KHAN
INFORMATION MANAGER
SHUJAAT ALI
8. 4.0 RECRUITMENT VOLUME
slide6
with 40 working days for their departure time.
over personnels
2000
Presently we are handling technical and non-technical staff with
the capacity of
9. 5.0 EXPERTISE / SPECIALISM
slide7
OIL & GAS
INDUSTRY
CONSTRUCTION
INDUSTRY
MAINTENANCE
INDUSTRY
Design, installation, maintenance
of electrical and mechanical systems
Build, structures, design & re-design
of civil works
Design and construction of
booster pumping stations including pipelines
ALSO INCLUDES
Health, Pharmaceuticals, IT, FMCG, Manufacturing, Logistics, Hospitality and Tourism
14. 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 many
applications 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
slide12
15. AVERAGE
DEPLOYMENT
(23-40 DAYS )
FLIGHT
DETAILS
(7-10 )
VISA
PROCESS
(7-10 )
8.0 PERFORMANCE METRICS
slide13
25 to 40 Working Days
This is refer to our Master file (SOP)
JOB OFFER
ACCEPTANCE
(7 -10 )
MEDICAL
PROCESS
(02-7 )
QUALITY OF HIRE
We 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
16. 9.0 CASE STUDIES
slide14
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.
17. 10.0 FEE STRUCTURES
slide15
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.
18. OVERVIEW OF CANDIDATE MARKET
IN PAKISTAN
slide16
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
19. CANDIDATE MARKET OVERVIEW
slide17
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.
20. RECOMMENDED O&G INDUSTRY
slide18
Recommended O&G specialism/Industry sectors to target in Pakistan
Pakistan'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
21. CANDIDATE MARKET POTENTIAL
2014 & BEYOND
slide19
1. Eni S.p.A.
2. BHP Billiton
3. OMV
4. UEP (BP)
Several Universities have petroleum technology and engineering programs for candidates
such as:
Karachi University
NED University
UET Lahore
NUST Islamabad
Mehran University of Sciences and Technology
Dawood Engineering
Peshawar University
Quetta University
There are several more but time doesn't permit us to discuss all those universities.
