Recruitment

The process of finding and hiring the best-qualified candidate (from within or outside of an
organization) for a job opening, in a timely and cost effective manner. The recruitment process
includes analyzing the requirements of a job, attracting employees to that job, screening and
selecting applicants, hiring, and integrating the new employee to the organization.

Major Sources of Job Candidates:

• Internal Source:
There could be a person competent for the required job working within the organization. If there
is, the existing manpower is then shuffled to place the selected person in the new post. If there is
no such person inside the company, then the management goes for the second step.

JOB-POSTING PROGRAMS:

HR departments become involved when internal job openings are publicized to employees
through job positioning programs, which informs employees about opening and required
qualifications and invite qualify employees to apply. The notices usually are posted on company
bulletin boards or are placed in the company newspaper. Qualification and other facts typically
are drawn from the job analysis information. The purpose of job posting is to encourage
employees to seek promotion and transfers the help the HR department fill internal opening and
meet employee’s personal objectives. Not all jobs openings are posted.

1|Page
PROMOTION:

Promotion is vertical movement of an employee within the organization. In other words,

promotion refers to the upward movement of an employee from one job to another higher one,
with increase in salary, status and responsibilities. Promotion may be temporary or permanent,
depending upon the needs of the organization. Promotion has an in-built motivational value as it
elevates the authority, power and status of an employee within an organization. It is considered
good personnel policy to fill vacancies in a higher job through promotions from within because
such promotions provide an inducement and motivation to the employees and also remove
feelings of stagnation-and frustration.

TRANSFER:

A transfer refers to lateral movement of employees within the same grade, from one job to
another. According to Flippo “a transfer is a change in the job (accompanied by a change in the
place of the job) of an employee without a change in responsibilities or remuneration”. Transfer
differs from promotion in the sense that the latter involves a change of job involving increase in
salary, authority, status and responsibility, while all these remain unchanged /stagnant in the case
of former. Also, transfers are frequent and regular whereas promotions are infrequent, if not
irregular.

Transfer may be initiated either by the company or the employee. In practice, the company may
transfer the employee to the place where he/she can prove more useful and effective. Similarly,
employee may initiate transfer to a location where he/she is likely to enjoy greater satisfaction.to
the employees and also remove feelings of stagnation-and frustration.

2|Page
 • External Source:

All organizations have to use external sources for recruitment to higher positions when
existing employees are not suitable. More persons are needed when expansions are
undertaken.
The external sources are discussed below.

ADVERTISEMENT:

It is a method of recruitment frequently used for skilled workers, clerical and higher staff.
Advertisement can be given in newspapers and professional journals. These advertisements
attract applicants in large number of highly variable quality.

TV, RADIO ADVERTISEMENT

In this system, an advertisement could be published on TV, Radios to draw attentions from
the candidates. It’s an old technique actually. Now a day the organizations are not likely
depending on this source.

WEB-SITES:

Now a day’s organizations vastly depend on web based activities. This is a part of
advertisement actually. Websites can reach far than TV, Radio or other medias. This allows
an organization to knock huge number of potential candidates. It is also very cost effective.

3|Page
 EMPLOYMENT AGENCIES:

There are a few agencies govt. and non-govt work as a provider of talented trainees.
Sometimes organization directly contact with them about their vacancies.

ON CAMPUS JOB:

Direct recruitment from educational institutions for certain jobs which require technical or
professional qualification has become a common practice. Here, the companies, visit the
technical, management and professional colleges to recruit the students directly for the job
positions. The recruitment from educational institutions is also termed as campus
recruitment.

HEAD HUNTER:

Executive recruitment agency that tracks qualified personnel during their work life, and can
quickly and precisely locate a suitable candidate for a specific job requirement.
Organizations directly contact with them for qualified personnel. There is one head hunter
company I know about is Rapport Bangladesh Limited.THIRD PARTY EMPLOYMENT:

To avoid ambiguity and to ensure highest possible transparency organizations sometime

conduct their external recruitment through a third party. The renowned institutes work as a
governing body in this system. They provide the best quality candidates without
manipulating or exaggerating anything. In Bangladesh organizations depends on ICAB, IBA,
BIBM and other institutes for these recruitments.

4|Page
Advantage-Disadvantage of Internal
recruitment

ADVANTAGE OF INTERNAL RECRUITMENT:

➢ Cheaper and quicker to recruit

➢ People already familiar with the business and how it operates
➢ Provides opportunities for promotion with in the business
➢ Business already knows the strengths and weaknesses of candidates
➢ Inside workers are often reliable than outsiders
➢ Works as a motivation

DISADVANTAGE OF INTERNAL RECRUITMENT:

➢ Limits the number of potential applicants

➢ No new ideas can be introduced from outside
➢ May cause resentment amongst candidates not appointed
➢ Creates another vacancy which needs to be filled
➢ Creates laziness among workers
➢ Seniority does not always mean efficiency

5|Page
Advantage-Disadvantage of External
recruitment

ADVANTAGE OF EXTERNAL RECRUITMENT:

➢ Outside people bring in new ideas

➢ Larger pool of workers from which to find the best candidate
➢ People have a wider range of experience

DISADVANTAGE OF EXTERNAL RECRUITMENT:

➢ Longer process
➢ More expensive process due to advertising and interviews required
➢ Selection process may not be effective enough to reveal the best candidate
➢ Sometime creates dissatisfaction among the current employees

6|Page
External recruitment of Beximco
Pharmaceuticals limited

When All the above options being considered, the company goes for external recruiting if
needed. Those who best meet the skills, qualifications, experience and competencies required for
the position should fill vacancies. Therefore, if there is no candidate within BPL, Bangladesh
who is suitable for the role, external advertisement should be placed to attract the potential
candidates followed by the selection procedures.
From my study, I found the information that shows Beximco pharmaceuticals limited follows
some ways to get candidates from outside. As Beximco is one of the largest and renowned
medicine manufacturer in our country it has very effective and efficient recruitment system. The
methods followed by them in external recruitment are as follows.

ADVERTISEMENT

EMPLOYEE REFERRALS

EMPLOYMENT AGENCY

WALK-INS AND WRITE-INS

CONSULTING THE CV BANK

CAMPUS JOB

ADVERTISEMENT:

Beximco publishes its job advertisements in almost available newspapers in Bangladesh.

Circulars are given in websites like JobsA1.com, bdjobs.com etc. Where candidates apply from
online and compete for that position.

7|Page
EMPLOYEE REFERRALS:

Another major source for them is referral from existing employees. Beximco believes in building
reliable workforce. For that they depend on the people they know. I think this is an effective way
to build confidence and reliability among employees.

EMPLOYMENT AGENCY:

Beximco keeps close ties with employment agencies and they are always willing to give talented
new comers chance to flourish themselves. Also, Beximco has an enviable training and
grooming system with the help of some agencies to maintain highest possible job skill of their
employees.

WALK-INS AND WRITE-INS:

The most common and least expensive approach for candidates is direct applications, in which
job seekers submit unsolicited application letters or resumes. Direct applications can also provide
a pool of potential employees to meet future needs. Beximco mostly appoints its Marketing
promotional officers and Company representatives by this system.

8|Page
CONSULTING THE CV BANK:

To get qualified personnel Beximco contacts with CV banks. They also knock employees with
good quality and record from other organizations. Beximco has a good liaison with CV banks
which works as head hunter to do these.

CAMPUS JOB:

Beximco always keeps watch over educational institutes for fresh graduates with good potentials.
They offer jobs for freshers and encourages them to grow. Their representatives always keep
visiting the renowned institutes, medical colleges and labs for new talent.

9|Page
Findings and Recommendations
HRM is a very enormousness and an elaborate section of overall management process. Behind
every success or failure HR activities are considered the ultimate deciding factor.

In the process of studying the external recruitment policy and practice of Beximco
Pharmaceuticals limited following aspects have been identified and deserve explanation:

➢ Beximco believes in equal employment opportunities. It discourages any type of

discrimination.

➢ Mainly the executive level employees are recruited from internal source and employees
and technical level employees are recruited from external sources. It makes sure that its
hiring process is legal.

➢ Among the external sources, advertisement is extensively used. Renata strongly

advocates the use of ″open″ advertisement. It feels that this type of advertisement is most
helpful in building company’s reputation. Incidentally this causes a large pool of
candidates, which makes the sifting time consuming and the entire process a difficult one.

The recommendations are,

➢ The selection procedure should be made less complex because time is important in this
modern world.

➢ Time is important, but a valid selection process is also important. The HRD must ensure
a valid selection process and should not compromise with time pressure as imposed by
concern department to fill up vacancy.

➢ Internal recruiting is not always cost effective for higher level recruitment. Certain
percentage of vacancies may be filled up by external recruiting to get more competent
candidates. Even the company may go for global search.

10 | P a g e
Conclusion
Pharmaceuticals industry has become a key contributor to the economy of Bangladesh. This
industry is growing at an expected rate with the development of the healthcare infrastructure and
increase of health awareness and the purchasing capability of people. Beximco Pharmaceuticals
is one of the largest private sector conglomerates in Bangladesh. It has successfully made their
footmark in the global market. This milestone event has widened the responsibility,
accountability and transparency of the company beyond geographical border. The ever-
expending export trade also indicates greater responsibility to the world. BPL believes that
quality and control should be ensured and this can be ensured by using proper cost accounting
information and with a good human resource management. BPL is introducing new drugs and
newer research products, while at the same time maintaining healthy competitiveness in respect
of most essential drugs.

The company uses both internal and external sources of recruitment. The recruitment philosophy
of Beximco require having a workforce that reflects the diversity of people. It has one of the
enviable workforce in our country. It believes that all people should have an equal chance to
apply for and be considered for jobs.

11 | P a g e