Selection process :

The selection process starts with shortlisting the correct candidate according to the organizations
requirements. After recruitment, they start to select the appropriate employees from the list, HR of
company start to identify how many employees are actually needed and start to select the suitable
applicants from the list. It’s is done on an online based system. Because of this Covid-19 pandemic every
company select their employees through computerized selection interview. So It takes time to find the
suitable applicants as they go through a various process to finalize the selection by using many online
platform.

If they need ten employees for their company, they shortlist the number applicants from thousand
applicants to hundred through a lot of process in the recruitment part. And in the selection process they
start to check their cv again and from this applicant they exclude more applicants and find the best
suitable applicants through few processes .

The companies take some steps in this process which are online based and these given in the below:

 Receiving CV: The interviewers receive the CV from applicant and select faithful applicant for
their company.
 Phone call interview: The interviewers call the applicant and takes a phone call interview.
Unilever does this to method to select their applicant. To shortlist the number of participants
they weed out the applicants that aren’t the best for the position that is vacant. They ask
several questions to assess the participants personality, skills and for verification. Once the
applicants answers are aligned with the job description requirements they are selected for the
next round. This is one of the methods to decrease the number of applicants through a rigorous
selection process.
 Written Test: Then they also take a written test online which is mix of different sorts of
inquiries. This written test has aptitude related questions, iq related problems and also
personality assessing questions. The percentage of correct answers gained from these tests are
later added as points for the candidates. And after recruiting then, they are observed whether
the answers in the test are true and effective in the workplace itself.
 Computerized selection Interview: After the written test the interviewers select a percentage
of participant. Then there is an online panel interview. It is taken by the top management of the
company on a online platform like using zoom or google meet. which is one of the most
important part of selection process. The applicants take an only written test while
simultaneously answering questions of the panel judges. They are asked different questions
about the information given in their CV. The benefit of conducting this online is that saved a lot
 of time and money. The selection process can be very expensive and time consuming. So, these
computerized selection process can make conducting recruiting a lot easier.
 Salary Negotiation: After completing the selection process, the HR and applicant go for a salary
negotiation. In a scenario, where an applicant is selected and their expected salary is 40,000 tk.
But the company was offering 70,000 tk for it. If this had not been communicated then the
company would have lost 30,00 tk more than as requested. This is a non-recruitment problem
that heavily affects the recruitment process. If the applicants after being selected are unhappy
with the benefits of the company including the salary then they can easily decline the
application and that would be a waste of all the efforts made by both parties.
 Appointment Letter: After all of this there is formal appointment letter which is signed by both
the applicant and HR. After finally selecting the ideal candidates the company HR sends an
Appointment letter to the applicants as an affirmative response to their application. If the
applicant agrees to all the terms and benefits stated in the appointment letter then they sign it.
And so a contract is made between the applicant an the company and they become an
employee of the company officially.

They also check few more things like, for example, they check their experience in working with other
organizations, the way they worked with them, reason for leaving that job, extra activities and many
other things. And finally they shortlist the number of applicants through several levels of the number of
applicant that are eligible. Doing so they get the ten best applicants from at most a thousand more.