Executive Summary

Human resources represent the most key component of modern organizations with the increase in the size and complexity of business organization. The accomplishment of organizational vision, mission, goals and objectives depends to a large extent on having right persons in right place as well as the commitment and contributions of those involved manpower to their job and to the organization. An organization is nothing without manpower because effective and efficient human resource is the most valuable asset of any organization. As a matter of fact, a sound and effective human resource management is seen as the most significant variable that determines the performance of an enterprise. Human resource can be effective if the organization has an effective human resource function and if it is properly utilized throughout the organization.

Recruitment and selection are the most important component of human resource process or function of any organization. These are two milestone in the way of achieving organizations vision, mission, goals, objectives and ultimately competitive advantage.

In this report purposes are to identify Recruitment and Selection process of Al-Arafah Bank ltd. This report is designed in four major chapters. Initially, in the first chapter that means in the Introductory part we have define the subject, objective of the report, sources and methodology used to gather and process data, and a literature review. The second chapter of the report is about the organization. Third chapter is totally covered analysis and findings. Finally, in the last chapter of our report we have recommend Al-Arafah Ltd on the basis of findings and a conclusion of the overall report has been drawn. We have tried to cover issues like planning phase of both internal and external recruitment, recruitment budget, recruitment guide, process of strategy development, sources of recruitment (both external and internal), internal recruitment process, selection planning, process of select employees etc.

Introduction:
Al-Arafah Islami Bank believes that consistently strong performance of the Bank is the result of the team of committed, knowledgeable and dedicated employees who are focused on achieving the excellence. According to the HR professionals working for the HR Division (Currently named, when commence it was Personnel Department) Thus human resources is the most valuable asset for the Bank. The Bank is committed to recruiting high-caliber employees and providing them with training and working environment they need to perform at the highest level. It recognizes the importance of making the Bank an employer of choice. To that goal in view, it ensures that the employees understand the strategic plans and objectives of the Bank and are clear about what is expected of them. The Bank promotes the importance of high ethical standards in its employees. They have to act within the prescribed code of conduct and are not permitted to solicit or accept any inducements which are likely conflict with their duties to clients. Appraisal of their individual performance by training process is done in a rating scale against objectives and the Banks prescribed core values. The Bank tries to create a mutual trust and dignity and their investment in Human Resource base with the right level of skills and talent to meet current and future and retain the human resource base with the right level of skills and talent to meet current and future needs. The employees of the Bank are given on the job training and are sent to different training program/seminar, workshop at home and abroad. The training institute of the Bank arranges various courses, workshops, and seminars on important aspects of Banking. The deserving staffs are rewarded as per their performance with accelerated promotion and other incentives. Training is pursued for both conventional and Islamic Banking division of this Bank.

Objectives:
Broad Objective: The primary objective of the report is to know about the recruitment and selection process of Al-Arafah Bank Ltd. Specific Objectives: To know about how Al-Arafah plan before recruit and select people internally and externally To know how they establish recruitment budget, To know do they use any recruitment guide to follow the required steps or not To know about strategies that the bank follows to proceed recruitment and selection process To know about various sources of internal and external recruitment To know about various aspect of selection like process of selection, different predictors used by the organization, process of select employees etc.

Literature Review
Meaning of Recruitment
According to Edwin B. Flippo, Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization. Recruitment is the activity that links the employers and the job seekers. A few definitions of recruitment are: A process of finding and attracting capable applicants for employment. The process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applications from which new employees are selected. It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force. Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective employees for the organization so that the management can select the right candidate for the right job from this pool. The main objective of the recruitment process is to expedite the selection process.

Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs even though specific vacancies do not exist. Usually, the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy.

Recruitment needs are of three types:

PLANNED i.e. the needs arising from changes in organization and retirement policy.
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 ANTICIPATED Anticipated needs are those movements in personnel, which an organization can predict by studying trends in internal and external environment. UNEXPECTED Resignation, deaths, accidents, illness give rise to unexpected needs. (http://recruitment.naukrihub.com/meaning-of-recruitment.html retrieved at 20-12-11)

Purpose & Importance of Recruitment

Attract and encourage more and more candidates to apply in the organization. Create a talent pool of candidates to enable the selection of best candidates for the organization. Determine present and future requirements of the organization in conjunction with its

personnel planning and job analysis activities. Recruitment is the process which links the employers with the employees. Increase the pool of job candidates at minimum cost. Help increase the success rate of selection process by decreasing number of visibly under

qualified or overqualified job applicants. Help reduce the probability that job applicants once recruited and selected will leave the

organization only after a short period of time. Meet the organizations legal and social obligations regarding the composition of its

workforce. Begin identifying and preparing potential job applicants who will be appropriate

candidates.

Increase organization and individual effectiveness of various recruiting techniques and

sources for all types of job applicants. (http://recruitment.naukrihub.com/importance-ofrecruitment.html retrieved at 20-12-11)

Recruitment process:
The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organizations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. A general recruitment process is as follows: Identifying the vacancy:

The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company. These contain:

 Posts to be filled  Number of persons  Duties to be performed  Qualifications required  Preparing the job description and person specification.  Locating and developing the sources of required number and type of employees (Advertising etc).  Short-listing and identifying the prospective employee with required characteristics.  Arranging the interviews with the selected candidates.  Conducting the interview and decision making

1. Identify vacancy 2. Prepare job description and person specification 3. Advertising the vacancy 4. Managing the response 5. Short-listing 6. Arrange interviews 7. Conducting interview and decision making The recruitment process is immediately followed by the selection process i.e. the final interviews and the decision making, conveying the decision and the appointment formalities.
(http://recruitment.naukrihub.com/recruitment-process.htmlretrieved at 20-12-11)

Sources of Recruitment
Every organization has the option of choosing the candidates for its recruitment processes from two kinds of sources: internal and external sources. The sources within the organization itself (like transfer of employees from one department to other, promotions) to fill a position are known as the internal sources of recruitment. Recruitment candidates from all the other sources (like outsourcing agencies etc.) are known as the external sources of recruitment.
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SOURCES OF RECRUITMENT

(http://recruitment.naukrihub.com/sources-of-recruitment.html retrieved at 20-12-11)

   

Internal Sources of Recruitment

Transfers: The employees are transferred from one department to another according to

their efficiency and experience. Promotions: The employees are promoted from one department to another with more

benefits and greater responsibility based on efficiency and experience. Upgrading and Demotion of present employees according to their performance. Retired and Retrenched employees may also be recruited once again in case of

shortage of qualified personnel or increase in load of work. Recruitment such people save time and costs of the organizations as the people are already aware of the organizational culture and the policies and procedures.  Deceased employees and Disabled employees are also done by many companies so that

the members of the family do not become dependent on the mercy of others. (http://recruitment.naukrihub.com/internal-sources.html retrieved at 20-12-11)

External Factors Affecting Recruitment

The external forces are the forces which cannot be controlled by the organization. The major external forces are:  SUPPLY AND DEMAND

The availability of manpower both within and outside the organization is an important determinant in the recruitment process. If the company has a demand for more professionals and there is limited supply in the market for the professionals demanded by the company, then the company will have to depend upon internal sources by providing them special training and development programs.  LABOUR MARKET

Employment conditions in the community where the organization is located will influence the recruiting efforts of the organization. If there is surplus of manpower at the time of recruitment, even informal attempts at the time of recruiting like notice boards display of the requisition or announcement in the meeting etc will attract more than enough applicants.  IMAGE / GOODWILL

Image of the employer can work as a potential constraint for recruitment. An organization with positive image and goodwill as an employer finds it easier to attract and retain employees than an organization with negative image. Image of a company is based on what organization does and affected by industry. For example finance was taken up by fresher MBAs when many finance companies were coming up.  POLITICAL-SOCIAL- LEGAL ENVIRONMENT

Various government regulations prohibiting discrimination in hiring and employment have direct impact on recruitment practices. For example, Government of India has introduced legislation for reservation in employment for scheduled castes, scheduled tribes, physically handicapped etc. Also, trade unions play important role in recruitment. This restricts management freedom to

select those individuals who it believes would be the best performers. If the candidate cant meet criteria stipulated by the union but union regulations can restrict recruitment sources.  UNEMPLOYMENT RATE One of the factors that influence the availability of applicants is the growth of the economy (whether economy is growing or not and its rate). When the company is not creating new jobs, there is often oversupply of qualified labor which in turn leads to unemployment.  COMPETITORS The recruitment policies of the competitors also affect the recruitment function of the organizations. To face the competition, many a times the organizations have to change their recruitment policies according to the policies being followed by the competitors. (http://recruitment.naukrihub.com/external-sources.html retrieved at 20-12-11)

Factors affecting Recruitment:

There are a number of factors that affect recruitment. These are broad two categories: 1. Internal factors 2. External factors Internal factors: the internal factors include the companys pay package including salary, fringe benefits and incentives, quality of work life, organizational culture, career planning, growth opportunities, size of the company, companys product and services, companys growth rate, role of trade unions and cost of recruitment.  companys pay package  quality of work life  organizational culture  career planning and growth  company size  companys product and services
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 Geographical spread of the companys operations  companys growth rate  role of trade unions  cost of recruitment  Companys name and fame. External factors: the external factors include supply of and demand for human resources, employment opportunities and/or unemployment rate, labor market conditions, political and legal requirement and govt. Policies, social factors, information systems etc.  Socio economic factors  Supply and demand factors  Employment rate  Labor market conditions  Political, legal and govt. factors  Information systems

Difference between Recruitment and Selection

Both recruitment and selection are the two phases of the employment process. The differences between the two are:

1. Recruitment is the process of searching the candidates for employment and stimulating them to apply for jobs in the organization WHEREAS selection involves the series of steps by which the candidates are screened for choosing the most suitable persons for vacant posts.

2. The basic purpose of recruitments is to create a talent pool of candidates to enable the selection of best candidates for the organization, by attracting more and more employees to apply in the organization WHEREAS the basic purpose of selection process is to choose the right candidate to fill the various positions in the organization. 3. Recruitment is a positive process i.e. encouraging more and more employees to apply WHEREAS selection is a negative process as it involves rejection of the unsuitable candidates.
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4. Recruitment is concerned with tapping the sources of human resources WHEREAS selection is concerned with selecting the most suitable candidate through various interviews and tests.

5. There is no contract of recruitment established in recruitment WHEREAS selection results in a contract of service between the employer and the selected employee.

(http://recruitment.naukrihub.com/recruitment-vs-selection.html retrieved at 20-12-11)

Recruitment Strategies
Recruitment is of the most crucial roles of the human resource professionals. The level of performance of and organization depends on the effectiveness of its recruitment function. Organizations have developed and follow recruitment strategies to hire the best talent for their organization and to utilize their resources optimally. A successful recruitment strategy should be well planned and practical to attract more and good talent to apply in the organization. For formulating an effective and successful recruitment strategy, the strategy should cover the following elements: Identifying and prioritizing jobs

Requirements keep arising at various levels in every organization; it is almost a never-ending process. It is impossible to fill all the positions immediately. Therefore, there is a need to identify the positions requiring immediate attention and action. To maintain the quality of the recruitment activities, it is useful to prioritize the vacancies whether to focus on all vacancies equally or focusing on key jobs first. Candidates to target

The recruitment process can be effective only if the organisation completely understands the requirements of the type of candidates that are required and will be beneficial for the organisation. This covers the following parameters as well:

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 Performance level required: Different strategies are required for focusing on hiring

high performers and average performers.

 Experience level required: The strategy should be clear as to what is the experience

level required by the organization. The candidates experience can range from being a fresher to experienced senior professionals.

 Category of the candidate: the strategy should clearly define the target candidate.

He/she can be from the same industry, different industry, unemployed, top performers of the industry etc. Sources of recruitment

The strategy should define various sources (external and internal) of recruitment. Which are the sources to be used and focused for the recruitment purposes for various positions. Employee referral is one of the most effective sources of recruitment. Trained recruiters

The recruitment professionals conducting the interviews and the other recruitment activities should be well-trained and experienced to conduct the activities. They should also be aware of the major parameters and skills (e.g.: behavioural, technical etc.) to focus while interviewing and selecting a candidate.

How to evaluate the candidates

The various parameters and the ways to judge them i.e. the entire recruitment process should be planned in advance. Like the rounds of technical interviews, HR interviews, written tests, psychometric tests etc.
(http://recruitment.naukrihub.com/recruitment-strategies.html

retrieved at 20-12-11)

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Employee Selection Process

Employee Selection is the process of putting right men on right job. It is a procedure of matching organizational requirements with the skills and qualifications of people. Effective selection can be done only when there is effective matching. By selecting best candidate for the required job, the organization will get quality performance of employees. Moreover, organization will face less of absenteeism and employee turnover problems. By selecting right candidate for the required job, organization will also save time and money. Proper screening of candidates takes place during selection procedure. All the potential candidates who apply for the given job are tested. But selection must be differentiated from recruitment, though these are two phases of employment process. Recruitment is considered to be a positive process as it motivates more of candidates to apply for the job. It creates a pool of applicants. It is just sourcing of data. While selection is a negative process as the inappropriate candidates are rejected here. Recruitment precedes selection in staffing process. Selection involves choosing the best candidate with best abilities, skills and knowledge for the required job. The Employee selection Process takes place in following order1. Preliminary Interviews- It is used to eliminate those candidates who do not meet the minimum eligiblity criteria laid down by the organization. The skills, academic and family background, competencies and interests of the candidate are examined during preliminary interview. Preliminary interviews are less formalized and planned than the final interviews. The candidates are given a brief up about the company and the job profile; and it is also examined how much the candidate knows about the company. Preliminary interviews are also called screening interviews. 2. Application blanks- The candidates who clear the preliminary interview are required to fill application blank. It contains data record of the candidates such as details about age, qualifications, reason for leaving previous job, experience, etc.

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3. Written Tests- Various written tests conducted during selection procedure are aptitude test, intelligence test, reasoning test, personality test, etc. These tests are used to objectively assess the potential candidate. They should not be biased. 4. Employment Interviews- It is a one to one interaction between the interviewer and the potential candidate. It is used to find whether the candidate is best suited for the required job or not. But such interviews consume time and money both. Moreover the competencies of the candidate cannot be judged. Such interviews may be biased at times. Such interviews should be conducted properly. No distractions should be there in room. There should be an honest communication between candidate and interviewer. 5. Medical examination- Medical tests are conducted to ensure physical fitness of the potential employee. It will decrease chances of employee absenteeism. 6. Appointment Letter- A reference check is made about the candidate selected and then finally he is appointed by giving a formal appointment letter.

(http://www.managementstudyguide.com/employee-selection-process.htm retrieved at 20-12-11) 15

Organization Overview:
Al-Arafah Islami Bank Ltd. as the name implies a newly formed commercial bank in Bangladesh. It has been incorporated in Dhaka, Bangladesh as a public limited company and its Head Office of the Bank is located at Rahman Mansion, 161, Motijheel C/A, Dhaka- 1000. In the world of consumerism the business organization of the world strive for the consumers satisfaction as a number one business strategy whatever may be the product of the organization, either service or non service. Service is the product of bank. There is a saying that customer service starts rights right from the stairs of the bank building. The guard at the door is first person pep resents of the bank, receives a customer with wishes in smiling face.

Historical Background of Al-Arafah Islami Bank Limited:

Al-Arafah Islami Bank Ltd. (AIBL) was incorporated on 18 June,1995 with authorized Bank is vested in capital of Tk.1000 million (100 Crore) and paid up capital of Tk.10.12 Crore paid up by the Sponsors/Directors and Tk.10.12 Crore was offered to the public for subscribed portion of public issue of shares. The Bank was formally inaugurated on 27th September, 2005 with Motijheel Branch (Principal Branch).The Management of the a Board of Directors consisting of 24 members including the Managing Director of the Bank. Among 24 Directors 2 (two) Directors came from the public shareholders. Managing Director is the chief executive of the Bank. There is a Shariah council of 7 (seven) members in Al-Arafah Islami Bank Ltd. to monitor the investments whether it invests in Shariah allowed sectors or not .Since its establishment, AIBL opened 5 branches in 1995, 5 in 1996,10 in 1997, 10 in 1998, 5 in 1999, 2 in 2000, 3 in 2001, 1 in 2005, & 5 in 2006 i.e. at the end of 2006 the Bank Branch reaches to 46.Total number of employees of the Bank was 771 in 1995 and reached to 912 in 2006 and during the short period of its activities the Bank has made remarkable progress in various activities. Since commencement of its activities on 18 June ,1995 the Bank has mobilized the deposit of Tk.6415.79 million and 16775.33 million at the end of the year 1999 and 2006. Foreign exchange business handled by the Bank during the year 1999 to 2006 were Tk.7859.72 million and 11314.18 million respectively and investment was Tk.3793.71 million and 17423.18 million at the end of the year 1999 and 2006 respectively. The bank earned a profit of Tk.31.70 million in the year 1999 compared to Tk.470.02 million (profit after tax and provision) in the year 2006.
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Al-Arafah Islami Bank Ltd. was established not only to earn profit and to develop economy of the country but also it had an ultimate goal to get reward in the Heaven by banning interest in business. Since its commencement the Bank has been trying to achieve this goal. The Islam loving people specially who are not interested with interest, should help this Bank giving deposit and taking investment from this Bank.

Mission of Al-Arafah Islami Bank Limited:

By establishing an interest free atmosphere in day to day business transactions, the Promoters, Sponsors & Directors expect the Shafayat from our beloved Prophet Hadrat Muhammad (S) and the ultimate emancipation in the Afterwards.

Vision of Al-Arafah Islami Bank Limited:

To establish an interest free transaction in the economy.

Objectives of AIBL:
 To establish an interest free economy.  To establish an modern banking system for all kinds of people.  To take part in the economic growth of the country.  To eradicate the poverty and to do social services by establishing Schools, Madrashas, University, Hospitals, Public Library etc.
 Finally to achieve ultimate goal i.e. Nazat in Akhirat.

Organizational Structure:
To achieve its organizational goals, the Bank conducts its operations in Accordance with the major policy guidelines laid down by the Board of Directors, the highest policy making body. The management looks after the day-to-day operation of the Bank.

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Chairman

Advisor Assistant Vice President

Board of Director

Senior Principle Officer

Principle Officer

Executive Officer

Assistant Officer

Managing Director

Senior Executive Vice President

Senior Vice President

Vice President

Senior Assistant Vice President

Junior Officer

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Methodology of the Report:

 Type of data: Qualitative report.  Sources of data: The face-to-face interview was taken, where one person-the interviewer, asks the respondent questions to get the real information and data about the manpower planning and forecasting. The secondary data has been collected from the MIS of Al- Arafah Bank. To clarify different conceptual matters, internet and different articles published in the journals & magazines have been used.

Analysis
Issues of Recruitment Process
Organizational Issues: In-house recruitment agency: As the bank has its own recruitment team so it goes for the in-house recruitment. This team is consisting of three members: two are from HR department and another one is line manager from the respective departments. Individual recruitment Alliances: The bank prefers individual recruitment alliance rather than cooperative recruitment. Centralized recruitment: The Bank goes through the centralize process. It has its own recruitment team which works by recruiter for the entire employee of the organization.

Administrative Issues:
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 Requisition: When any employee needed for the organization the line manager inform to the HR depart. HR manager reports this to the top management. Top management issues a requisition form with signature. This is the formal document by which the recruiters can go for recruitment for the organization. Timing: The bank considers both the lead time concerns and also time sequence concerns before deciding on when to go on with the recruitment phase. Mostly when the bank is not undergoing any hard pressure and they can completely focus their whole attention on recruitment and selection only, is when they start off with the process. Number of contacts: As they have an in-house recruitment department. They well estimate how many people they will allow to participate in the tests that will be conducted. They generally select more than their
requirement. Because they know the entire applicant will not accept their offer. To avoid the shortage of employee they contact more.

Types of Contacts:
The recruitment team contact with those applicants who have the qualification to perform the particular job. Here the Knowledge, skill, and ability of performance are curtailed. They do it through a job

analysis and ask for weather the top level has any preferences over issues like this Recruitment Budget:

The bank spends money for recruitment within their allocation for it or capability to spend thats why HR department of this bank prepares a budget called recruitment budget before proceed recruitment process. By preparing this budget they specified how much they can spend for the recruitment purpose in accordance with their organizational policy. Here is a recruitment budget shown in the below for 300 new hires:

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Administrative Expenses: Supplies and materials Staff and employees Equipment

Taka TK35, 000 TK28, 000 TK10, 000 TK73, 000

Recruiter Expenses: Salaries Benefits and refreshments Other expenses TK1, 00,000 TK86, 000 TK1, 00,000 TK2, 86,000

Total Recruitment Expenses TK73, 000+TK2, 86, 000 = TK3, 59, 000 Total Cost per Hire TK3, 59, 000 / 300 new hires = TK1, 197

Recruitment Process:
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Objectives of the Recruitment policy:

Recruitment policy of any organization is derived from the personnel policy of the same organization. In other words the former is a part of the latter. However, recruitment policy by itself should take into consideration the governments reservation policy, policy regarding sons of soil, etc., personnel policies of other organizations regarding merit, internal sources, social responsibility in absorbing minority sections, women, etc. Recruitment policy should commit itself to the organizations personnel policy like enriching the organizations human resources or servicing the community by absorbing the retrenched or laid-off employees or casual/temporary employees or dependents of present/former employees, etc. The following factors should be taken into consideration in formulating recruitment policy. They are: Government policies Personnel policies of other competing organizations Organizations personnel policies Recruitment sources Recruitment needs Recruitment cost Selection criteria and preference Objectives of the recruitment policy of Al-Arafah Bank ltd are given below: 1. To attract people with multi dimensional skills and experiences that suits the present and future organizational strategies. 2. To induct outsiders with a new perspective to lead the company. 3. To infuse fresh blood at all levels the organization. 4. To develop an organizational culture that attracts competent people to the company. 5. To search or head hunt/head pouch people whose skills fit the companies values. To devise methodologies for assessing psychological traits. 6. To seek out non conventional development grounds of talents. 7. To search for talent globally and not just within the company. 8. To design entry pays that competes on quality but not on quantum 9. To anticipate and find people for positions that does not exist yet. 10. Finding out and developing the sources where the required number and kind of employees will be available.
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11. Developing suitable techniques to attract the desirable candidates. 12. Employing the techniques to attract candidates. 13. Stimulating as many candidates as possible and asking them to apply for jobs irrespective of the number of candidates require.

General requirements for all grades:

Nationality No person shall be appointed to any post in the service of the Bank unless he is a citizen of Bangladesh. Provided that the Board may in special cases, waive this condition subject to fulfillment of other conditions regarded to employment of foreign nationals in Bangladesh. Age A candidate shall not be less than twenty years and more than thirty years of age at the time of appointment by direct recruitment as a Probationary Officer and not less than eighteen years and more than thirty years of age at the time of appointment by direct recruitment as a probationary Employee other than an officer in the service of the Bank. Provided that the Board may in special cases, relax the upper age limit for reasons to be recorded in writing. Physical Fitness No person shall be appointed in the service of the Bank unless he is declared physically fit by the Medical Officer of the Bank or any other Medical Authority specified by the Bank in this behalf. Eligibility Criteria for recruitment Managing Director:  At least 3 years satisfactory and continuous services as Ex. Vice President Executive Vice President:  At least 3 years satisfactory and continuous services as Senior Vice President Senior Vice President:  At least 3 years satisfactory and continuous services as Vice President Vice President:  At least 3 years satisfactory and continuous services as Asst. Vice President Assistant Vice President:  At least 3 years satisfactory and continuous services as Senior Principal Officer
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 Senior Principal Officer:  At least 3 years satisfactory and continuous services as Principal Officer. Principal Officers:  At least 3 years satisfactory and continuous services as Senior Officer  Banking diploma part I and II or Islamic banking Examination. Senior Officer:  At least 3 years satisfactory and continuous services as Officer  Banking Diploma Part I or Islamic Banking Examination Officers:  At least 3 years satisfactory and continuous services as Probationary Officer  Banking Diploma Part I or Islamic Banking Examination or Post graduate degree  At least three years satisfactory and continuous services as assist.  Officer grade-I or equivalent rank or graduation and at least 4/5 years satisfactory and continuous services as assist. Officer grade-I or equivalent rank. Probationary Officer:  Direct recruitment Stenographer and Steno typist  Direct recruitment which shall be equivalent to assist, Officer Grade-I Assistant Officer Grade II, Sr. Telephone, Operator/Telex Operator  At least 3 years satisfactory and continuous services as CCA or equivalent rank Assistant Officer Grade III or Transport Supervisor  Direct recruitment minimum graduation with six months Jamader and equivalent rank  Graduate and at least two years satisfactory and continuous services as MCG/SG or equivalent rank or  HSC degree and at least two years satisfactory and continuous services as MCG/SG or equivalent rank or  SSC degree and at least five years satisfactory and continuous services as MCG/SG or equivalent rank.  Or below SSC at least eight years satisfactory and continuous services as MCG/SG or equivalent rank.
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 M.S.C./S.C.O/Co. Co.  Direct Recruitment Mali/Cleaner  Direct Recruitment Eligibility Criteria for Recruitment of Godown Staff Serial Assistant Officer Grade-II:  Post graduate and four years satisfactory and continuous services as Assistant Officer Grade II or  Graduate and five years satisfactory and continuous services as Assistant Grade I. Assistant Officer II:  Direct Recruitment and graduate with three marks. Senior Godown Guard:  Graduate and 4 years satisfactory and continuous services as Godown Guard or HSC and five years satisfactory services as Godown Guard. Godown Guard:  Direct Recruitment.

Factors affecting recruitment process:

The recruitment function of the bank is affected and governed by a mix of various internal and external forces. The internal forces or factors are t h e f a c t o r s t ha t c a n b e c o nt r o l l e d b y t h e b a n k . A n d t he e xt e r n a l factors are those factors which cannot be controlled by the bank. The internal and external forces affecting recruitment function of the bank are:

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FACTORS AFFECTING RECRUITMENT

Internal Factors Affecting Recruitment

The internal forces i.e. the factors which can be controlled by the bank are: 1. RECRUITMENT POLICY The recruitment policy of a bank specifies the objectives of recruitment and provides a framework for implementation of recruitment programme. It may involve banking system to be developed for implementing recruitment programmes and procedures by filling up vacancies with best qualified people.

FACTORS AFFECTING RECRUITMENT POLICY Banking objectives Personnel policies of the bank and its competitors.
y Government policies on reservations.

Preferred sources of recruitment.

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y Need of the bank.

Recruitment costs and financial implications.

2.HUMAN RESOURCE PLANNING Effective human resource planning helps in determining the gaps present in the existing manpower of the bank. It also helps in determining the number of employees to be recruited and what qualification they must possess. 3. SIZE OF THE FIRM The size of the firm is an important factor in recruitment process. If the bank is planning to increase its operations and expand its business, it will think of hiring more personnel, which will handle its operations. 4. COST Recruitment incur cost to the employer, therefore, bank try to employ that source of recruitment which will bear a lower cost of recruitment to the bank for each candidate. 5. GROWTH AND EXPANSION Bank will employ or think of employing more personnel if it is expanding its operations.

External Factors Affecting Recruitment

The external forces are the forces which cannot be controlled by the bank. The major external forces are: 1. SUPPLY AND DEMAND The availability of manpower both within and outside the bank is an important determinant in the recruitment process. If the bank has a demand for more professionals and there is limited supply in the market for the professionals demanded by the bank, then the bank will have to depend upon internal sources by providing them special training and development programs.
27

2. LABOUR MARKET

Employment conditions in the community where the bank is located will influence the recruiting efforts of the bank. If there is surplus of manpower at the time of recruitment, even informal attempts at the time of recruiting like notice boards display of the requisition or announcement in the meeting etc will attract more than enough applicants. 3. IMAGE / GOODWILL Image of the employer can work as a potential constraint for recruitment. The bank with positive image and goodwill as an employer finds it easier to attract and retain employees than a bank with negative image. Image of the bank is based on what bank does and affected by industry. For example finance was taken up by fresher MBAs when many finance companies were coming up. 4. POLITICAL-SOCIAL- LEGAL ENVIRONMENT Various government regulations prohibiting discrimination in hiring and employment have direct impact on recruitment practices. For example, Government of India has introduced legislation for reservation in employment for scheduled castes, scheduled tribes, physically handicapped etc. Also, trade unions play important role in recruitment. This restricts management freedom to select those individuals who it believes would be the best performers. If the candidate cant meet criteria stipulated by the union but union regulations can restrict recruitment sources. 5. UNEMPLOYMENT RATE One of the factors that influence the availability of applicants is the growth of the economy (whether economy is growing or not and its rate). When the bank is not creating new jobs, there is often oversupply of qualified labor which in turn leads to unemployment. 6. COMPETITORS The recruitment policies of the competitors also affect the recruitment function of the bank. To face the competition, many a times the bank has to change their recruitment policies according to the policies being followed by the competitors.
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Recruitment responsibility:
The recruitment process is managed by Human Resource department who aims to provide applicants and management with a confidential and professional service. The department receives data about need of personnel; the vacancy information is then analyzed by HRM in collaboration with the finance department with financial feasibility of the recruitment. After judging the feasibility the approved number of vacancies is informed to the job market through strong mass media. The recruitment process itself involves a cross section of College staff and those involved need to: To maintain professional standards whether recruits are easy or difficult to find To ensure that equality of opportunity is an integral part of recruitment practice. To ensure recruitment is seen as a key public relations exercise. To undergo selection interview training and keep these skills up to date.

Sources of recruitment:
Internal Sources:
Al-Arafah upgrades from within only for managerial positions, but only to some extent. Because upgrading from within is considered better as the employee is already familiar with the organization, reduces training cost, helps in building morale and promotes loyalty. If no one capable for managerial position is found in its internal source, it looks out for external sources. It selects only the best employee for the organization.  Former Employees:They ask the retired employees who are willing to work on a part-time basis, individuals who left work and are willing to come back for higher compensations. Even retrenched employees are taken up once again.  Retirements : If its not able to find suitable candidates in place of the one who had retired, after meritorious service. Under the circumstances, management decides to call retired managers with new extension.  Internal notification (advertisement ) : -

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Most employees know from their own experience about the requirement of the job and what sort of person the company is looking for. Often employees have friends or acquaintances who meet these requirements. Suitable persons are appointed at the vacant posts.

External Sources:
For the posts of technicians, engineers, floor managers etc, it looks out for external sources which include.  Agencies: manpower.com.bd  Institutions: Universities, Management Institutes, etc.  Websites: www.bdjob.com www.bdchakri.com Of the above two web sites given most widely used by bank is the www.bdjob.com with the success rate of 80% followed by www.bdchakri.com at 60%. External recruitment enables the company to get the best candidate. Bank prefers external recruitment and mainly takes help from agencies and institutions as its a giant company and internal recruitment proves to be inadequate as its yearly targets are very high.  CAMPUS: Campus recruitment is so much sought after that each college; university department or institute specially IBA, NSU will have a placement officer to handle recruitment functions. However, it is often an expensive process, even if recruiting process produces job offers and acceptances eventually. A majority leave the organization within the first five years of their employment. Yet, it is a major source of recruitment for prestigious companies. Management Institutes: Campus hiring at management institutes typically starts in December and continues through March. We hire management graduates from all disciplines, with or without prior work experience in software or other fields. All applications are pre-screened based on academic credentials. Short-listed candidates are usually invited for an interview as part of the selection process.  OFF CAMPUS:

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It is the event for those candidates who do not get selected during campus recruitment. The process remains the same; it just aims at giving those candidates a chance that was not able to go through the process before. These candidates also go through the same two rounds, here only the scale and basis on which they are evaluated changes.  JOB FAIRS: Job fair is where several companies come under one roof for seeking eligible candidates who can join their company, after going through certain recruitment process followed by them. Process followed by Al-arafah:  Initially they advertise about the job fair in the local newspapers of all the states specifying the venue and date of the job fair.  On the specified date, Infosys banners are put up at the venue. They have around 3 to 4 counters. Initially these counters are used for registrations. Once the number of registrations is equal to the total capacity of all the counters, the registrations are stopped and the registered candidates fill the application forms at the counter.  Next a logic test of 45 minutes is conducted and an English test of 15 minutes is conducted where in one is suppose to write an essay, to check their handwriting, vocabulary and sentence framing ability.  Once the test is over, registrations for the next group start. At the same time the previous papers are evaluated and the candidates are selected for interview based on the cut-off marks.  The candidates who are selected in the interview are informed then and there by displaying the list and are given the offer.  The process is repeated for the next set of candidates.  Job fair takes place for 3 to 4 days. ADVERTISEMENTS:It is a popular method of seeking recruits, as many recruiters prefer advertisements because of their wide reach. Al-Arafahs advertises in:  NEWS PAPERS:  Prothom Alo
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 Daily Ittefaq  Daily Jugantor  Amader Shomoy  WEB:  www.al-arafah.com  www.bdjobs.com  www.bdchakri.com Advertisements contain proper information like the job content, working conditions, location of job, compensation including fringe benefits, job specifications, growth aspects, etc. The advertisement sells the idea that the company and job are perfect for the candidate.

WALK-INS, WRITE-INS AND TALK-INS:  Walk-ins are the most common and least expensive approach for candidates is direct applications, in which job seekers submit unsolicited application letters or resumes. Direct applications provide a pool of potential employees to meet future needs. 

Write-ins are those who send written enquiries. These jobseekers are asked to complete

application forms for further processing. 

Talk-ins involves the job aspirants meeting the recruiter (on an appropriated date) for

detailed talks. No application is required to be submitted to the recruiter.

CONSULTANTS : The bank also seeks the help of consultants who are in the profession for recruiting and selecting managerial and executive personnel. They are useful as they have nationwide contacts and lend professionalism to the hiring process. They also keep prospective employer and employee anonymous. INDUSTRIES: Bank also hires experienced professionals from the industry at various mid-level and senior positions.
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Selection Process of Al-Arafah Bank:

External selection Process:
Selection process Involves screening of candidates by which best suitable person is chosen for a vacant post from a pool of candidates. And rejecting the other who is not found eligible as per their qualifications and suitability for job. The main objective of the selection process is to choose the right person for the right job. The selection process typically consists of eight steps: 1. Preliminary interview: The first step in the selection process involves screening of candidates by initial interview and short-listing the list of candidates. 2. Completion of Application Form: Application form is the specific employment form used to get specific information which the organization wants. In this step applicants are asked to complete the organizations application form. 3. Employment tests  Performance simulation test (job behavior), In order to test the aptitude of candidates.  Work sampling (In order to check their skills for the prescribed job)  Assessment centers (In order to evaluate candidates individual and group performance) 4. Comprehensive interview: Interviews involve a face-to-face meeting with the candidate to investigate the areas which is not addressed by the application form or tests. 5. Background investigation: Verification and investigation from the application form about the backgrounds like:  Former employers  Previous job performance  Education  Legal status to work  Criminal records

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6. Conditional job offer: Job is offered on probationer bases for certain period of time. After fulfillment of certain conditions and successful performance in that period the tentative job may becomes permanent. 7. Medical/physical exam: An examination to determine an applicant physical fitness for essential job performance. 8. Final selection: Individuals who perform successfully in preceding steps are now considered eligible to receive the employment offer. After the recruitment, the selection of most reliable and capable applicants is made at Al-Arafah Bank under the supervision of HR personals. First of all Al-Arafah Bank advertises in the media (newspaper, magazine, website etc) that situation is vacant for the following post, for which their criteria are:  Candidate must be a citizen of Bangladesh.  They must be qualified in the relevant field having graduate or post-graduate degree.  Should have attained the age of 18 years but not be exceeding the age of 35 years. Applications are invited from candidates on prescribed forms against the vacant posts advertised in the newspapers, after advertisement different people apply for the job.  Scrutiny of application  Short listing  Issuance of call letter  Test  Listing on the basis of test  Call letters for interviews  Interviews-Panel Interviews  Final short listing  Offer letter  Joining  Training


Posting

Applications are invited from candidates on prescribed forms against the vacant posts advertised in the newspapers, after advertisement different people apply for the job. In the preliminary CV, irrelevant applications are screened out and relevant applications are called for written test. This
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test is examined by BIBM. The test pattern is of GMAT format in which they judge the person job behavior and skills of doing individual and group simulation tasks. Then there is an initial interview in which one topic is given to each candidate and asked to debate on that. Further screening is made from the group discussion which is examined by 10 HR executives of AlArafah Bank. In this way they judge their personality traits and leadership qualities. Now final interview is conducted by the president of Al-Arafah Bank at the regional office. Then job is offered to deserving candidates, who are sent for training to the head quarter, which is based at Dhaka where they undergo intensive training in various fields. After completion of training they are sent to different branches.

Internal Selection Process:

Al-Arafah bank proper trained their employee. So that, the employees of the bank are very much professional about their basic works as well as other job. If an employee get promotion or relocate to the other department then they will know what to do. Still if anyone didnt know then Bank comes in front to train him. So for this great training facilities sometime Bank selecting employee internally.

Key Findings
The bank has its own recruitment team so it goes for the in-house recruitment and prefers individual recruitment alliance. When vacant position found and need to recruit people HR department take the approval of top-level management through requisition. The bank considers both the lead time concerns and also time sequence concerns before deciding on when to go on with the recruitment phase but they do not calculate time lapse statistics. HR department prepare recruitment budget for only external recruitment and large number of vacant positions need to fill-up.

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HR department does not have any recruitment guide that they follow before taking necessary steps in recruitment. As Al-Arafah is a reputed bank so they do not follow any specific recruitment strategy that whether they will choose open recruitment or closed recruitment or targeted recruitment. All the time they recruit people from few selected university like IBA and NSU. There are no single sources that they follow to recruit people. For recruit internally they often use CPS or employee referral or supervisor recommendation. They strictly follow the logic of prediction during the selection process that means they check the applicants behavior, performance of past job and current job. They have selection plan which they update on each recruitment and selection period depending on the condition and nature of the business. This written test is examined by BIBM. The test pattern is of GMAT format in which they judge the person job behavior and skills of doing individual and group simulation tasks. The bank does not follow any specific process before select employee internally, they conduct a peer assessment along with a self assessment program to update the company about how each employee is doing and also who to keep track of when a time for hiring comes.

Recommendation
The bank should calculate time lapse statistics so that they can identify the gap between one phase to another one.

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They mostly prefer to recruit students from IBA, NSU but other institutions should also get the opportunity to apply there. They should follow any specific process before select employee internally like externally. In the written test BIBM examine the test that time the bank should also be as the part of examination because finally they know what type of employee they actually need. By appointing BIBM their cost for selection becomes high so the bank may examined the applicants all by itself. So their cost can be minimized.

Conclusion
The human element of organization is the most crucial asset of an organization. Taking a closer perspective -it is the very quality of this asset that sets an organization apart from the others, the very element that brings the organizations vision into fruition. The end result of the recruitment process is essentially a pool of applicants. Next to recruitment, the logical step in the HR process is the selection of qualified and competent people. As such, this process concentrates on differentiating between applicants in order to identify and hire- those individuals whose abilities are consistent with the organizations requirements. In the end, this project endeavors to present a comprehensive picture of Recruitment and Selection and hopes to enable the reader to appreciate the various intricacies involved.

References:
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1. (http://recruitment.naukrihub.com/meaning-of-recruitment.html retrieved at 20-12-11) 2. (http://recruitment.naukrihub.com/importance-of-recruitment.html retrieved at 20-1211) 3. (http://recruitment.naukrihub.com/recruitment-process.htmlretrieved at 20-12-11)

4. (http://recruitment.naukrihub.com/sources-of-recruitment.html retrieved at 20-12-11)

5.

(http://recruitment.naukrihub.com/internalsources.html retrieved at 20-12-11)

6. retrieved at 20-12-11) 7.

(http://recruitment.naukrihub.com/external-sources.html

(http://recruitment.naukrihub.com/recruitment-vsselection.html retrieved at 20-12-11)

8. http://recruitment.naukrihub.com/recruitment-strategies.html retrieved at 20-12-11) 9. (http://www.managementstudyguide.com/employee-selection-process.htm retrieved at 20-

12-11)
10. http://www.al-arafahbank.com/index.php 11. (http://www.al-arafahbank.com/profile.php) 12. http://www.scribd.com/doc/53005716/Internship-Report

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