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Assignment

On
Recruiting and Job Search
Submitted To:
Prof. Dr. Md. N. Karim Chodhur!
De"t. Of Tourism and #os"ita$it! Management
%ni&ersit! Of Dha'a
Submitted (!:
1.Mohammad Ibrahim ID-70801040
2. Md. Razaul Islam ID-71208070
3. Md. Shahinur Rahman ID-71005045
4. Mhammad Amrul Hasan ID-71107043
5.Ahmd Mu!"adir ID-713110#7
#. Md. $mam Hasan ID-71005010
7. %aisal &ar'z ID- 7110#0#2
Dated: )*.)+.+,)*
%ni&ersit! of Dha'a
R(rui"in) and *ob Sar(h
-Recruiting and Job Search.
R(rui"in) and *ob Sar(h
/0ecuti&e summar!
Individuals seeking jobs and organizations seeking good employees may have conflicting
objectives during the recruiting process. These may lead each side to emphasize the positive and
conceal the negative about itself. Organizational recruiting plans should be guided by good
human resource planning and keyed to the strategy and values of the organization. A company’s
recruiting philosophy and goals will influence the approach it takes to recruiting. In some cases
recruiting may not e necessary if a company e!plores creative ways of dealing with labor
shortages such as outsourcing temporaries or employee leasing. One of the decisions a
company must make in filling a vacancy is whether to seek a current employee through internal
recruiting or seek a new hire from the e!ternal labor market. On the other hand from the job
seekers view organization and jobs may be evaluated on the basis of objective factors such as
organizations image or culture or recruiting factors such as recruiter behavior and in
formativeness.
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D/12N2T2ONS
"ecruitment is defined as #a process to discover the sources of manpower to meet the
re$uirements of the staffing schedule and to employ effective measures for attracting that
manpower in ade$uate numbers to facilitate effective selection of an efficient workforce.% &dwin
'. (lippo defined recruitment as #the process of searching for prospective employees and
stimulating them to apply for jobs in the organization.% "ecruitment is a )linking function’*
joining together those with jobs to fill and those seeking jobs. It is a )joining process’ in that it
tries to bring together job seekers and employer with a view to encourage the former to apply for
a job with the latter.
Recruitment and se$ection Po$ic!
As we know "ecruitment refers to the process of finding possible candidates for a job or
function usually undertaken by recruiters. It also may be undertaken by an employment agency
or a member of staff at the business or organization looking for recruits. And +election is a
process by which candidates employment are divided in to two classes those who will be offered
employment and those who will not. "ecruitment and selection is one of the most important for
every employee. ,ause by this company makes a person as the member of it. There is a general
process of recruitment and selection that a company should follow. In 'angladesh perspective
many company does not follow any specific process for recruitment and selection. There are lots
of limitations a company face in case of recruitment and selection process. 'ut the recruitment
and selection process must be developed modern and fair.
Ro$e of #uman Resources in Recruitment 3 Se$ection Process:
In recruitment and selection process the main role is played by -" division. The process is start
with manpower re$uisition and end with appointment. .hen there is a need of manpower the
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re$uired department send the manpower re$uisition to -" consist the approval of /0. Then -"
starts the process. The process include some step or task that done by a se$uential order.
(irst step is manpower re$uisition. .hen the re$uisition comes -" starts sorting suitable ,1s
for that post. After sorting of ,1 the second step starts. The second step is written e!am. .hen a
candidate passed the written e!am then he or she gets call for interview. 2enerally the candidates
have to face one interview but sometimes they have to face two interviews. After interview a
candidate is selected by the interviewers. Then the selected candidate has to go for medical check
up. 3ast of all he gets the appointment.
-" also supervise that "ecruitment and +election are not simply mechanisms for filling
vacancies rather they are viewed as the key factor for suitable placements.
(or a better recruitment and selection process -" arrange done some task like
* ,ollecting suitable and better ,1s
* arranging written e!am
* arranging interviews
* ensure medical tests
* Appointment letter and others
Recruitment Sources
(irst and foremost step of recruitment is collecting ,1s from sources. There are two sources of
recruitment4
• Internal source 5within the organization6
• The e!ternal job market.
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2nterna$ Sources
(or encouraging the internal candidate job vacancies may be advertised through internal notices
to all employees. "ecruitment from the internal source may be through 7romotion or delegating
individuals with new assignments.
In the case of internal sourcing -" along with the concerned 0ivision80epartment will identify
prospective candidates on the basis of Individual ,apability matching with ,ompetency8"ole
7rofile and will conduct appropriate tests to select the most suited person. In internal source
consider mainly three types of employees4
• ,ontractual
• 7art*Time
• Interns
,ontractual employees are those who are working in a contact of si! months or one year. And
part*time employees are those who work in ,all ,enter. And also interns after completing their
internship and completing their graduation can apply for job.
/0terna$ Source:
In short e!ternal sources mean collecting ,1s from outside. ,ollect a lot of ,1s from outside.
"ecruitment from e!ternal sources will be through
• Executive search 9 for +enior /anagers and Above 7ositions.
• Advertisements 9 for managers and below positions.
The ,1s are collect by following ways4
• HR CV Box
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• Advertisement
• Internet Job Sites
• Employee Reference
• niversities
• Career !air or Job !air
• "ther
Ad&ertisement
Advertisement is a well known and world wide accepted source of recruitment. :ewspaper
Advertisement will be posted on the national dailies 5ma!imum two6. Advertisement te!ts must
be in the prescribed and approved format.
2nternet:
Internet advertisement is another new source of "ecruitment. :ow a day every employee has a
website and they collect ,1s by internet. &ver there is lots of job website and company can send
advertisement over there.
/m"$o!ee Reference
&mployee "eferrals may be collected through circulation of advertisement to all employees.
,onsider employees reference because it got some advantage
The internal employees know how to do the work so he can easily understand who can do the
work.
If an employee refer someone that means he knows about him better and that helpful for the
company.
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%ni&ersities
;niversities are big sources of recruitment. There are many public as well as privet universities
send ,1s for job. .hen students completed their courses universities send their ,1s for
internship. And sometimes they send ,1s for job also.
Career or Job 1air
This is another big source of recruitment. 'y participating in fair or sponsoring fair gets a lot of
opportunities.
Other Sources:
0epending on the circumstances professional employment agencies notice boards of technical
universities like ';&T8 <;&T8 ,;&T8 ";&T other universities like I'A :+; etc. and
journals may be chosen for attracting applicants against job opening
Screening of Candidates
(ollowing publication of =ob 1acancy concerned 0ivisional8 0epartment -ead and -" 0ivision
will scrutinize the applications and short list candidates for inviting to oral interviews or written
tests where applicable.
.hen screening the following criteria will be followed4
• (or the &!ecutive position candidate must be at least graduate 5from "O'I preferred
universities6
• (or &!ecutive and above candidate must have at least >
nd
class in all academic level.
-owever in case of competent candidates with strong e!perience in the relevant field
such educational $ualification may be rela!ed.
• (or :on*&!ecutive permanent employees minimum educational re$uirement is ++,.
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• (or :on*&!ecutive contractual employees candidate must be of class eight pass.
4ritten /0am
(or every job -" arrange a written e!am for candidates. The written e!am is must for each and
every candidate.
The written e!am is called #2eneral Ability ? 7sychometric Test%. It contain two parts
• #eneral Ability
In this section the general ability of the candidate have been checked.
• 7sychometric Test
This is one kind of physiological test by which the behavioral sides of candidates have been
checked.
This is the way of written e!am that taken for job. It is a very important and useful way to find
our good candidate from the all kind of candidate.
Ora$ 2nter&ie
(or the oral interview competency based structured interview will be conducted. The standard
Interview Assessment (orm along with probing $uestions will be supplied by -" 0ivision.
7osition specific structured interview with necessary 7roving @uestions and Assessment (orm
can also be developed8 used.
The oral interview may take place in different phases according to the decision of -" 0ivision
and concerned 0ivision8 0epartment and on the basis of 7osition4
• 7reliminary Interview4
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,onducted by the respective immediate /anager another member from cross functional area ?
-".
• +econd Interview or (inal Interview4
,onducted by ne!t level managers along with the respective 0ivisional8 0epartmental -ead..
• Interview of <ey 7osition4
If the recruitment is for any key position8 A2/ or above level a final interview must be
conducted with the /anaging 0irector.
+ometimes one interview makes the final result and sometimes there is two or three interview.
Interviews are arrange by -". -" arrange interview for every post even for a tea boy and for a
driver.
2enerally these interviews are held in -" floor. There is a separate room for interview.
These interviews are generally taken by managers of the re$uired division and there must be an
-" person in that interview. In interview the interviewer find out the fact candidate behavior as
well as the ability of the candidate. Interviews also test the intelligence and smartness of the
candidate.
Pre5inter&ie 1orm
'efore the interview the candidates will be asked for filling up the pre*interview (orm
5Appendi!*"7*A6 which will include all necessary information related to the candidates.
A 7re*&mployment (orm generally contain the following
7ersonal Information
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• :ame
• (ather’s :ame
• /other’s name
• 7ermanent address
• 7resent address
• 0ate of birth
• ,ontact number
• &ducational 'ackground
• =ob e!perience
• "eference
Signature
• 7ractical Test
+ome practical for the technical candidates. 'asically technicians have to face this test. This test
is called #tower Test%.
Tower Test is a practical test. In this test the candidates have to claimed up a technical tower
which is twenty fit high. The reason of this e!am is to find is the candidates is able to claimed
up a seventy five fit tower or may be more then seventy five fit tower.
This interview is generally taken by technical people. They find out about the technician can do
that or not. They also ask $uestions about and select candidates who is suitable for the post.
1ina$ Se$ection
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(rom the interview some suitable candidates comes out. Once the final incumbent is selected
-" 0ivision 5,ompensation ? 'enefit6 will initiate the compensation 7lan and will make offer8
process the appointment formalities. This time -" discuss about few things like4
• Terms and condition of company
• +alary and benefit
• =oining (inal Approval
3ike the re$uisition for appointing candidate the approval of /0 is needed. This time -" sends
the approval to /0 that these candidates are selected in interview for this position and they are
going to appoint these candidates for the post.
Medica$ Test
.hen the /0 approved the appointment of the candidate -" call the candidate for a medical
check up. The candidates have to collect a letter for medical from -" and go for the medical test.
The selected candidate must undergo a medical check up and subject to satisfactory medical
report formal appointment letter will be issued.
Reference Chec's
.hen a candidate is selected for the job his or her given reference has been checked by -".
"eference check may be conducted by -" 0ivision upon acceptance of offer. +ubject to
satisfactory response joining will be accepted
A""ointment or Offer 6etter
At last the after the medical test and reference checked the offer letter for the candidate has been
issued. After that the candidate gets the call that he or she has been appointed and he or she has
to collect the letter from -".
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Acce"tance of Offer 6etter 3 Joining Procedure
The joining also has some procedure. In time of joining at first the candidates have accept the
offer letter by signing it. Then he or she has to fill up some forms like
* -"I+ form
* I0 ,ard form
* 0eclaration.
Recruitment for 2nternshi"
Internship is one of the parts of graduation for student. In case of 'achelor of 'usiness
Administration and /aster of 'usiness Administration it is an obligatory. (or this reason
;niversities send ,1s of student to "O'I for internship. "ecruitment of interns just like the
recruitment of contractual. The candidates have to face the interview and if they get selected then
they will appoint as intern. 2enerally for internship ask for ,1s to the reputed ;niversities like
0haka ;niversity :orth +outh ;niversity and &ast .est ;niversity etc.
The re$uisition for interns is send by the departmental head or the employee who need intern.
.hen re$uisition comes -" sort ,1s and then arrange interview.
The A""$icants Point of &ie
R(rui"in) and *ob Sar(h
This section discusses the methods candidates use to search for jobs the ways applicants
evaluate job offers and make decisions about accepting jobs and a techni$ue that helps
applicants make better decisions and produces more suitable employees for organizations.
R(rui"in) and *ob Sar(h
Conc$usion
,ompany completes a recruiting effortB it should evaluate the outcomes its recruiters and the
sources and methods used. In this way the firm can improve the $uality success and cost
effectiveness of future recruiting efforts.
R(rui"in) and *ob Sar(h