Chapter: 1

Introduction

1.1 Background of the Study:

This report Recruitment and Selection process of BRAC Bank Limited is a requirement of
BBA internship program and includes three month practical working experience at a branch
office in respective organization. This report has been supervised by Syeda Khadiza Akter,
faculty of school of business studies, Southeast University. This report contains interns
experience with the host organization and also has give an opportunity to that organization and
its business
1.2 Objectives of the Study:
To identify the recruitment and selection practices of BRAC Bank
To assess the challenges associated with the recruitment and selection practices of BRAC Bank
To identify factors that will improve recruitment and selection practices at BRAC Bank.
1.3 Limitations of the Study:
Shortage of time period
Busy working environment
Secrecy of management
Sensitive data and information was not easy to collect.
Secondary source of data was not sufficient to complete this report.
The bank has naturally shown me some indifference connecting its most confidential
Information
Some site is restricted for everyone, so I am unable to find the entire document.
1

Chapter: 2
Methodology
This report is based on the primary and secondary data. This report also bears the practical
knowledge of individuals worked at the particular branch during the period of internship. So this
methodology is the mixing of primary and secondary data and also practical knowledge.
Primary Sources:

Questionnaire
Face to face conversation with the Bank Officers and Executives.

Secondary Sources:

BBL Employees Service Manual.

Printed forms and documents supplied by BBL.

Relevant Books, Journals.

Website of BBL

Regular circulars of BBL

2.2 Population Size:

The number of population is 8000. This number of population includes all employees employed
at different positions at BRAC Bank Limited.

2.3 Sample Size:

The sample size is 43 which include employees from Banani branch, Head Office of BRAC
Bank Limited.

2.4 Sampling Technique:

Convenience sampling technique
Sampling has been chosen according to the availability of the employees from Head office, retail
branch, SME branch & Foreign Exchange Branch.
2.5 Data Analysis:

Editing
Coding
Data
Generation of statistical table

2.6 Tools Used:

Graph
Chart
Microsoft Word
Microsoft excel
IBM SPSS Statistics 20

Chapter: 3
Literature Review & Conceptual Framework
3.1 Literature Review
Kumari (2012) conducted a survey on 30 employees of Global SMC Securities Ltd to identity
the recruitment and selection process of this organization. To continue the survey she used
Judgmental sampling technique. She came to a conclusion that the company considered portals
as the most important medium of hiring employees and then employee references are also act as
the important source of recruiting people. The employees working in this company consider the
employee references are one of the most reliable source of hiring the new employees and also to
some extent portals. But before hiring from portals the references provided there are need to be
confirmed. The most important feature in companys recruitment and selection policy is that we
need to take in consideration the ratio between the turn-up and line-up candidates. The ratio of
selected candidates to joining candidates is quite effective and highest in number as the
employees being selected are also of the view that they are analyzed properly and effectively.
Based on the survey the author suggested that the company should go for online, campus
recruitment, job fair for helping the recruiting people. Should provide handout recruiting cards to
the people. Should provide employee referral rewards.

Bhoganadam and Rao (2014) conducted a survey on 350 employees of SAI Global Yarntex
(india) Private Limited to identity the recruitment and selection process of this organization. To
continue the survey they used convenience sampling technique. They came to a conclusion that
50% of respondents said that the recruitment and selection process is good in the company. 80%
of respondents said the current recruitment policy doesnt want any modification in the company.
100% respondents said that there is no choice of nepotism at the time of selection.90% of
respondents is satisfied with the recruitment procedure in the company. 55% of respondents said
that they were satisfied in the selection process of the company. 60% of respondents come to
know about the job vacancies through their friends in the company. 75% of respondents said that
the employees dont have the work experience. 62% of respondents said that the internal source
is the best to recruit the employees. 100% of respondents said that the recruitment process is
4

transparent. 100% of respondents said that there is no referral bonus for recommending the
candidates at the time of recruitment. 32% of respondents said that the working condition of the
company is stimulated to apply for the job. Based on the survey it was suggested that the
management of Sai Global Yarntex can increase its scope of requirements through
advertisements and company can go for job fairs where people get to know about the openings.
They should also follow new selection techniques and methods for better recruitment. For filling
up vacancies recruitment process can be adopted more in the concerned. It suggested that the HR
department should involve various department heads while recruiting an individual because the
department heads can analyze the technical knowledge relating to the job to the particular
department.
3.2 Recruitment
Recruitment is the overall process of attracting, selecting, hiring and appointing suitable
candidates for jobs within an organization, either permanent or temporary.

3.3 Objectives of recruitment

To attract, select and employ the most suitably experienced and qualified applicants.
Follow the recruitment policy of the bank.
Ensure every steps of selection when and where needed.
Ensure transparent, task oriented, unbiased and merit based
Search talent globally
Develop an appropriate number of applicants for each position while keeping costs low.
Help to increase the success rate of selection process by reducing % of applicants poorly
qualified or wrong skilled.

3.4 Recruitment policy

All regular employees will appointed by the Managing Director.

All HR contract and outsource contract employees will be appointed by the head of

Human Resource Division.

The schedule of recruitment will be created according to the Service Level Agreement
(SLA).

The department will with the Head of Department of the post, The Supporting

Department Head and The Head of HRD.

Officer Grade 1 and Officer Grade 11 can appoint directly after the interview.
From senior officer and more there will be a second interview with the Managing

Director of BBL after the first interview.

For internal job posting the employee can only apply if he has the service time in
BBL is more than two years and also need to recommend the candidates application

by the reporting supervisor of the employee.

The HR contract employee can apply for the regular post after serving more than two

years in BBL.
Outsource stuff can apply for the regular post after serving more than three years in

BBL.
The new recruited will get the probationary period of one year if the employee has
less than three years of working experience and will get the probationary period of six
month if he has more than three years working experience.

3.5 Selection
Selection is the process of selecting the right person for a right job at a right time at a right cost
and its also the process of choosing qualified individuals who are available to fill the positions
in organization.
3.6 Objectives of selection

To find out the eligible applicants from the list of potential hires.
To find out the candidates who have the likelihood of success on the jobs.
To reduce the burden of interviewing every single candidate.
To evaluate the success of recruitment process.

Chapter 4
Organizational profile
4.1 Background of BRAC Bank Limited
BRAC Bank started its journey on July 04, 2001 and in just 15 years proved to be countrys
fastest growing bank. It is an affiliate of BRAC (Bangladesh Rural Advancement Committee),
one of the worlds largest nongovernmental development organizations founded by Fazle Hasan
Abed in 1972.
As one of the faster growing and modern banks of Bangladesh, BBL is playing a vital role as
financial intermediaries linking economic policies of the government with rest of the economy.
The bank is constantly serving people and the economy. To maintain the resilience in doing
growth oriented profitable and socially responsible business in the fiercely competitive banking
industry of Bangladesh. Human Resource Division of BBL works closely with the management
committee for strategic advancement.
Being a Bangladeshi bank and serving the banking needs of Bangladeshi people, Human
Resource Division of BBL maintain an adaptive human resource management strategy and the
division comprises of Recruitment, compensation & benefits, Learning and Development,
Human Capital Department and HR Administration Department with a team of dynamic HR
Relationship Manager bridge HR support with the business need.
BRAC Bank Limited, pioneer in SME Banking, delivers a full array of banking service to
individuals as well as business entities. With a network of 166+ Branches, over 400 ATMs,458+
SME Unit Office and 1800+ remittance delivery points, the bank has unmatched reach to provide
a comprehensive range of solutions to serve millions.
4.2 Mission:

Sustained growth in Small & Medium Enterprise sector

Continuous low-cost deposit Growth with controlled growth in retail assets.
Corporate Assets to be funded through self-liability mobilization. Growth in Assets through

syndications and investment in faster growing sectors

Continuous endeavor to increase non-funded income
7

Keep our debt charges at 2% to maintain a steady profitable growth

Achieve efficient synergies between the banks branches, SME unit offices and BRAC field

offices for delivery of remittance and Banks other products and services
Manage various lines of business in a full controlled environment with no compromise on

service quality
Keep a divers, far flung team fully controlled environment with no compromise on service

quality
Keep a diverse, far flung team fully motivated and driven towards materializing the banks

vision into reality

4.3 Vision:
Building profitable and socially responsible financial institution focused on Market and Business
with Growth potential, thereby assisting BRAC and stakeholders to build a just, enlightened,
healthy democratic and poverty free Bangladesh.

4.5 Core Values

Our Strength emanates from our owner-BRAC. This means, we will hold the following

values and will be guided by BRAC as we do our work.

Value the fact that one is a member of the BRAC family
Creating an honest, open and enabling environment
Have a strong customer focus and build relationships based on integrity, superior service

and mutual benefit

Strive for profit & sound growth
Work as team to serve the best interest of our owners
Relentless in pursuit of business innovation and improvement
Value and respect people and make decisions based on merit
Base recognition and reward on performance

4.6 Key Facts of BRAC Bank Limited:

Particulars
Details
Name of the Company
BRAC Bank Limited
Regulatory and legal The Bank Companies Act, 1991
8

compliance

The Companies Act, 1994

Bangladesh Securities and Exchange Rules 1987, Bangladesh
Securities & Exchange Ordinance 1969,
Bangladesh Securities & Exchange Act 1993, Bangladesh
Securities and Exchange Commission IPO Rules
2006.
The Income Tax Ordinance, 1984

Date of Commencement
Registered Office
Telephone:
Telefax
SWIFT Code
E-Mail
Web Page
Auditors

The Value Added Tax Act, 1991

July 04, 2001
1 Gulshan Avenue, Gulshan 1,Dhaka
+880-2-885 9202
+880-2-986 0395
BRAKBDDH
enquiry@bracbank.com
http://www.bracbank.com/
M/s Hoda Vasi Chowdhury & Co.
Chartered Accountants,
BTMC Bhaban (7th & 8th Floor) 7-9 Karwan
Bazar C/A, Dhaka 1215
M/s. B. Chakrborty & Co.

Tax advisor

Chartered Accountants,
House # 16 (3rd floor), Road # 12, Block # F
Managing

Director

Niketon, Gulshan 1, Dhaka-1212.

& Selim R. F. Hussain

CEO
From Saturday, November 07, 2015
Company Secretary
Rais Uddin Ahmad
4.7 Departments of BBL:
The BRAC Bank Limited has 3 major departments. There are 26 departments under these 3
major departments.

1. Business
2. Support

3. Operations

4.8 Products of BBL

ProductsHome Loan, Personal Loan, SME Loan, Car Loan, salary loan, study loan and Any Purpose
Loan, Deposit, credit card FDR etc are the products of BBL

ServicesStudent file process, foreign currency, Locker, ATM Card, VISA Credit Card, Travel card,
Internet Banking, SMS Banking, Utility Bill/Tuition Fee Collection, Letter of Credit, Western
Union and other money transfers like Xpress money, Moneygram, BRAC saajan, SME and retail
banking, probashi banking, card service, etc. are the services provided by BBL

4.9 Organogram
Chairman

DMD

10

SEVP

EVP

SENIOR VICE PRESIDENT

VICE PRESIDENT

SENIOR ASSISTANT VICE PRESIDENT

FIRST ASSISTANT VICE PRESIDENT

ASSISTANT VICE PRESIDENT

SENIOR PRINCIPAL OFFICER

PRINCIPAL OFFICER

SENIOR OFFICER
11


OFFICER GRADE II

OFFICER GRADE I

Chapter 5
Analysis and Findings
5.1 Recruitment process of BBL
Raise/Approve requisition

Internal/External job circular

CV screening

Short listing CVs

Pre-interview preparation

12

Conduct interview
(Written, viva, computer literacy)

Approval of recruitment memo (ARM)

Final candidates recruited

5.2 Selection process of BBL

Medical test of finally recruited candidates

If positive

Handover appt letter and joining package

Send for orientation

Joining
13

particulars
Female
Male
Total

No of
respondents
20
23
43

percentage
46.5%
53.5%
100%

Getting pin

Prepare personal file

Payroll process

To ARM for any Doc Deficiency

Archive

5.3 Gender of respondents:

Table 1: Gender of respondents

In this bar chart there is 46.5% employees are female and 53.5% are male from 43 survey
employee. In this survey there are male employees more than female.
14

5.4 Designation of respondents:

Figure 2: Designation of respondents

In my survey, I find many employees from 8 types of designation. The types and percentage of
both is BSO 9.30%.BSSE 2.30%, BSSO 41.90%, CSA 1%, CSM 16.30%, CSSO 18.60%, RM
2.30%, SALES 7% from 43 employees.
5.5 The experience year of respondents:

15

Figure 3: The experience year of respondents

In my survey,1 year experience 2.30% employees, 2 year 18.60%, 3 year 30.20%, 4 year
23.30%, 4.5 year 2.30%, 5 year 18.60%, 6 year 2.30% and 7 year 2.30% employees.

5.6 The highest level of education:

16

Figure 4: The highest level of education

In my survey, I find 16.30% employee from honors level and 83.70% from masters level.

17

5.7 Vacancy announcement:

Figure 5: Vacancy announcement

In my survey, 90.70% employee said that they find vacancy announcement from newspaper and
9.30% from online.

18

5.8 Gender discrimination in the selection process:

Figure 6: Gender discrimination in the selection process

The survey respondents never face the gender discrimination in the selection process of
BBL.100% said no gender discrimination.

5.9 The recruitment tools:

19

Figure 7: The recruitment tools

In my survey, 95.30% employee said that they give written test and 4.70% give interview at the
time of recruitment.

5.10 The clearance of the position, objectives, requirement provided by BBL

20

Particulars

percentage

Yes
No

No of
respondents
43
0

Total

43

100%

100.0
0

Table 8: Clearance of the position, objectives, and requirement

In my survey, 100% employees are said that the organization define the position, objectives,
requirement and specifications in the recruitment process clearly.

5.11 Pay order:

Particulars

No of

percentage

Yes
No
Total

respondents
1
42
43

2.3
97.7
100%

Table 9: Pay order

The above survey depicts that 2.30% employee said that the organization require giving any pay
order and 97.70% employees are said no.

5.12 Recruitment criteria:

21

Figure 10: Recruitment criteria

The above survey depicts that 100% employ said that recruitment criteria of this organization are
education qualification-honors/masters/banking diploma.

5.13 Reference check:

22

Particulars
Yes
No
Total

No of
respondents
5
38
43

percentage
11.6
88.40
100%

Table 11: Reference check

The above survey depicts that 88.40% employee said that they do not see any reference check
during the recruitment and selection process and 11.60% employee said that they see.

5.14 Adequate pool of quality applicants provided by HR:

Particulars
Yes
No
Total

No of
respondents
43
0
43

percentage
100.0
0
100%

Table 12: Adequate pool of quality applicants provided by HR

23

The above survey depicts that 100% employee said that HR provides an adequate pool of quality
applicants.5.15 The problem ratio during recruitment and selection process:

Figure 13: problems in recruitment process

The above survey depicts that 4.7% employee face problem in recruitment process and 95.30%
employee do not face any problem.

5.16 The type of problems during recruitment and selection process:

Particulars

No of
respondents
1
28
1

percentage

Highly nepotism
2.3
n/a
65.1
Time delay of selection
2.3
process
No comments
13
30.2
Total
43
100%
Table 14: The type of problems during recruitment and selection process

24

The above survey depicts that 2.30% employee said that highly nepotism, 2.30% said time delay
of selection process, and 65.10% said N/A and 30.20% give no comments.5.17 The post that
my survey respondents are applies in the organization:

Figure 15: The post that my survey respondents are applies in the organization
The above survey depicts that 48.80% employee applied for senior principle officer, 39.50%
employee applied for junior officer and 11.60% employee applied for senior officer.

25

5.18 The age limit for selection:

Figure 16: The age limit for selection

26

The above survey depicts that 11.60% employee said that there is age limitation in the selection
process and 88.40% employee said no limitation in that.

27

5.19 Work that is according to their skills and qualification:

Particulars

No of

percentage

Yes
No
Total

respondents
42
1
43

97.7
2.3
100%

Table 17: Work that is according to their skills and qualification

The above survey depicts that 97.70% employee said that their work is according to their skills
and qualification and 2.30% said no.

5.20 Work that is why/why not according to their skills and qualification:
Particulars
Major marketing
My major was marketing
n/a
Training on our daily duties
No comments
Total

No of
respondents
1
1
24
1
16
43

percentage
2.3
2.3
55.8
2.3
37.2
100%

Table 18: Work that is why/why not according to their skills and qualification
The above survey depicts that 2.30% employee said their major is marketing, 55.8% said N/A,
2.30% said training on their daily duties and 37.2 do not give any comments.

5.21 Biasness in selection process:

28

Figure 19: Biasness in selection process

Analysis of biasness in selection process I find 2.30% employee is biased, 74.40% is highly
biased, 7% is highly free from bias and 2.30% is neutral.

29

5.22 Satisfaction of recruitment and selection process:

Figure 20: Satisfaction of recruitment and selection process

Analysis of satisfaction of recruitment and selection process,I find that 4.70% employee said that
they dissatisfied, 2.30% Free from bias, 4.7% highly dissatisfied, 44.2% highly satisfied, 14.0%
Neutral and 30.20% employees are Satisfied of recruitment and selection process.

30

5.23 Suggestion regarding recruitment and selection process:

Particulars

No of

percentage

No comments
Add viva
n/a
Should be easy
Total

respondents
18
1
23
1
43

41.9
2.3
53.5
2.3
100%

Table 21: Suggestion regarding recruitment and selection process

In my survey the employees give suggestion regarding recruitment and selection process of bbl.
41.90% employees are do not give any suggestions, 2.30% said add viva, 53.50% said n/a and
2.30% said should be easy.

5.24 Findings:

Total 43 employee .Male 23 and female employee are 20.

31

There are 8 types of designation.

97.5% employees experience is 6 years
Masters complete employees are 83.7% and honors complete 16.3%
90.70% employee fined their job vacancy from newspaper and 9.30% from online
100% employee told that they have not faced any gender discrimination.
95.35% employee gives written test and 4.65 employees are give interview for their job.
Every employee says that BBL clearly defines positions.
Most of the employee says that they havent given any pay order.
Most of the employee says that their work is according to their skills and qualifications
Most of the employee says that there is neutral biasness in selection process.

32

Chapter: 6
Recommendation and conclusions
6.1 Conclusions:
Recruitment is an important issue for any organization. Recruitment and selection allows an
organization to assess the vacancy and choose the best personnel who will lead the organization
in future. So the organization should give more emphasize on selecting a person. A person who
can carry forwarded the organization in terms of development, values and ethics. Mainly the
precious resource for any organization is their knowledge based efficient workers. The
organization should be aware for recruitment and selection of the best employee. Making the
process of recruitment and selection more effective BRAC Bank Ltd should analyze the
recruitment and selection process of other national and multinational company of home and
abroad. That can make this bank perfect in recruiting and selecting people and the company will
get efficient professionals, that will increased the business of this organization.

33

6.2 Recommendations:

The bank can publish Recruitment circular in internet websites.

Organization can evolve in job fairs and campus recruitment.
Organization can provide employee referral rewards.
More focuses to retain existing employee than recruit new staff.
When the candidates come for interview or written exam the authority should check the

person with the picture that the candidates attached with the application.
Most of the time company filled the vacant position from outside, but they can fill it by

promoting appointments or suitable person in the organization.

HR department can undertake a background investigation of applicants before final
selection.

34

Reference
Bibliography
Bhoganaadam, R. (2014). recruitment and selection process of a private organization in india.
international journal of Management Research and Review .
Kumari, N. (2012). Recuitment and Selection Process of a Private Organization in India.
Industrial Engineering Letters .

BRAC Bank Limited, retrieved from http://www.bracbank.com/ retrieved on 14nd

December, 2015.
Company profile,

retrieved on 16nd December, 2015

Board of directors http://www.bracbank.com/Board-Directors.php retrieved on 19nd

December, 2015
Vision,mission,values http://www.bracbank.com/vision.php retrieved on 20nd December,

2015
Management committee http://www.bracbank.com/Management.php retrieved on 20nd

December, 2015
Products of BBLhttp://www.bracbank.com/retail_banking.php

retrieved

from

http://www.bracbank.com/company_profile.php

retrieved

on

21nd

December, 2015

35

Appendix: 1
Table No 1: Key Facts of BRAC Bank Limited
Particulars
Details
Name of the Company
BRAC Bank Limited
Regulatory
and
legal The Bank Companies Act, 1991
compliance
The Companies Act, 1994
Bangladesh Securities and Exchange Rules 1987, Bangladesh
Securities & Exchange Ordinance 1969,
Bangladesh Securities & Exchange Act 1993, Bangladesh Securities
and Exchange Commission IPO Rules
2006.
The Income Tax Ordinance, 1984
The Value Added Tax Act, 1991
Date of Commencement

July 04, 2001

Registered Office
Telephone:
Telefax
SWIFT Code

1 Gulshan Avenue, Gulshan 1,Dhaka

+880-2-885 9202
+880-2-986 0395
BRAKBDDH

E-Mail
Web Page
Auditors

enquiry@bracbank.com
http://www.bracbank.com/
M/s Hoda Vasi Chowdhury & Co.
Chartered Accountants,
BTMC Bhaban (7th & 8th Floor) 7-9 Karwan
Bazar C/A, Dhaka 1215

Tax advisor

M/s. B. Chakrborty & Co.

Chartered Accountants,
House # 16 (3rd floor), Road # 12, Block # F
Niketon, Gulshan 1, Dhaka-1212.

Managing Director & CEO

Selim R. F. Hussain
From Saturday, November 07, 2015

Company Secretary

Rais Uddin Ahmad

36

particulars
Female
Male
Total

No of
respondents
20
23
43

percentage

Table No 2: Gender of respondents:

46.5%
53.5%
100%

Table No 3: The experience year of respondents:

Year
1
2
3
4
4.5
5
6
7
Total

No of
respondents
1
8
13
10
1
8
1
1
43

percentage
2.3
18.6
30.2
23.3
2.3
18.6
2.3
2.3
100%

Table No 4: The highest level of education:

Degree
Honors
Masters
Total

No of
respondents
7
36
43

percentage

No of
respondents
39
4
0
43

percentage

16.3
83.7
100%

Table No 5: Vacancy announcement:

particulars
Newspaper
Online
Both
Total

90.7
9.3
0
100%

37

Table No 6: Gender discrimination in the selection process:

particulars
Yes
No
Total

No of
respondents
0
43
43

percentage

No of
respondents
41
2
0
0
43

percentage

0
100.0
100%

Table No 7: The recruitment tools:

Recruitment Tools
Written test
Interview
Case study & presentation
Others
Total

95.3
4.7
0
0
100%

Table No 8: The clearance of the position, objectives, requirement provided by BBL

Particulars

percentage

Yes
No

No of
respondents
43
0

Total

43

100%

Particulars

No of

percentage

Yes
No
Total

respondents
1
42
43

2.3
97.7
100%

No of

percentage

100.0
0

Table No 9: Pay order:

Table No 10: Recruitment criteria:

Particulars

38

Education level
honors/masters/banking
diploma
Working experience
Computer operation
Total

respondents
43

100.0

0
0
43

0
0
100%

No of
respondents
5
38
43

percentage

Table No 11: Reference check:

Particulars
Yes
No
Total

11.6
88.40
100%

Table No 12: Adequate pool of quality applicants provided by HR:

Particulars
Yes
No
Total

No of
respondents
43
0
43

percentage
100.0
0
100%

Table No 13: The problem ratio during recruitment and selection process:
Particulars

No of

percentage

Yes
No
Total

respondents
2
41
43

4.7
95.3
100%

Table No 14: The type of problems during recruitment and selection process:
Particulars
Highly nepotism
n/a

No of
respondents
1
28

percentage
2.3
65.1
39

Time delay of selection

process
No comments
Total

2.3

13
43

30.2
100%

Table No 15: The post that my survey respondents are applies in the organization:

Particulars
Junior officer
Senior officer
Senior principal officer
Total

No of
respondents
17
5
21
43

percentage
39.5
11.6
48.8
100%

Table No 16: The age limit for selection:

Particulars

No of

percentage

Yes
No
Total

respondents
5
38
43

11.6
88.4
100%

Table No 17: Work that is according to their skills and qualification:

Particulars

No of

respondents
Yes
42
No
1
Total
43
Table No 18: Biasness in selection process:
Particulars
Biased
Highly biased
Highly free from bias
Neutral
Total

No of
respondents
1
32
3
1
6
43

percentage
97.7
2.3
100%

percentage
2.3
74.4
7.0
2.3
14.0
100%

40

Table No 19: Satisfaction of recruitment and selection process:

Particulars
Dissatisfied
Free from bias
Highly dissatisfied
Highly satisfied
Neutral
Satisfied
Total

No of
respondents
2
1
2
19
6
13
43

percentage
4.7
2.3
4.7
44.2
14.0
30.2
100%

Table No 20: Suggestion regarding recruitment and selection process:

Particulars

No of
respondents
18
1
23
1
43

No comments
Add viva
n/a
Should be easy
Total

percentage
41.9
2.3
53.5
2.3
100%

Table No 21: the survey employee, who works in BRAC Bank Ltd:
Organization
BRAC Bank
Ltd
Total

No of
respondents
43

percentage

43

100%

100.0

41

Appendix: 2
A Survey on
Recruitment & Selection Process of BRAC Bank Ltd
(Question to be asked to bankers)
Name:

Organization Name:

Sex:
Professional experience with this Bank:
Highest level of education:

Designation:

Honors
Masters
Banking Diploma

1. Since how many years have you been working with this organization?
a. 0-3 years
b. 4-7 years
c. 8-11 years
d. More than 11 years
2. How did you know about the vacancy announcement of your job?
a. Newspaper
b. Online
3. Did the organization clearly define the position objectives, requirements and candidate
specifications in the recruitment process?
a. Yes
b. No
4. Did you require giving any pay order?
a. Yes
b. No

5. What was the amount of that pay order?

6. What were the recruitment tools of the organization?

a. Written test
b. Interview
c. Case study & presentation
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d. Others
7. What were the recruitment criteria of this organization?
a. Educational qualification-Honors/ Masters/ Banking Diploma
b. Working experience-2/ 3/ 5 years
c. Computer Operation
8. Did you see any reference check during the recruitment and selection process?
a. Yes
b. No
9. Does HR provide an adequate pool of quality applicants?
a. Yes
b. No
10. Did you face any problem regarding recruitment process of your organization?
a. Yes
b. No
11. What are those?

12. For which post did you apply?

a. Junior Officer
b. Senior Officer
c. Principal Officer
d. Senior Principal Officer
13. Is there any age limitation in the selection?
a. Yes
b. No
14. Did you face any gender discrimination in the selection process?
a. Yes
b. No
15. Do you think your work is according to your skills and qualification?
a. Yes
b. No
16. Why/ why not?
17. Is there any biasness in selection process in your organization?
a. Highly biased
b. Biased
c. Neutral
d. Free from bias
e. Highly Free from bias
18. Are you satisfied with recruitment & selection of your organization?
43

a. Highly satisfied
b. Satisfied
c. Neutral
d. Dissatisfied
e. Highly dissatisfied
19. What is your suggestion regarding recruitment and selection process of your
organization?

44

List of Tables:
No Of Tables

Name of tables

Key Facts of BRAC Bank Limited

Gender of respondents

The experience year of respondents

The highest level of education

Vacancy announcement

Gender discrimination in the selection process

The recruitment tools

The clearance of the position, objectives, requirement

provided by BBL
Pay order

10

Recruitment criteria

11

Reference check

12

Adequate pool of quality applicants provided by HR

13

The problem ratio during recruitment and selection

14

process
The type of problems during recruitment and selection

15

process
The post that my survey respondents are applies in the

16

organization
The age limit for selection

17

Work that is according to their skills and qualification

18

: Biasness in selection process

19

: Satisfaction of recruitment and selection process

20

Suggestion regarding recruitment and selection

21

process
the survey employee, who works in BRAC Bank Ltd

45

List of Figures:

No of figures
1
2
3
4
5
6
7
8

Name of figures
The experience year of respondents
The highest level of education
Vacancy announcement
Gender discrimination in the selection process
The recruitment tools
Recruitment criteria
problems in recruitment process
The post that my survey respondents are

9
10

applies in the organization

The age limit for selection
Biasness in selection process

11

Satisfaction of recruitment and selection

process

46

Abbreviation

BRAC - Bangladesh Rural Advancement Committee

BBL - BRAC Bank Limited
Ltd - Limited
SLA- Service Level Agreement
HRD - Human Resource Division
BBA - Bachelor of Business Administration
SME - Small and Medium Enterprise
CEO Chief Executive Officer
FDR-Fixed Deposit Receipt
ARM - Approval of recruitment memo
SEVP Senior Executive Vice President
EVP - Executive Vice President

47