Candidate Selection Process

• After you have successfully submitted your Application Form

via vacancy.armenia@hsbc.com you will receive an acknowledgment notification
from our Human Resources Department. If you do not receive notice of receipt from
us, it means HSBC has not received any application from you.

• Once we receive your application form, we will assess it against our requirements
and criteria. Some of the applicants will be successful, but some of them will fail
 from this stage if they do not meet our requirements. If we do not contact you by the
date committed in our notice of receipt, it means that your application was not
successful and we will not continue the recruitment process with you.

• Those applicants who were successful will be contacted via e-mail with an invite to
participate in our tests/interviews. So please be careful and check your e-mail on
regular basis as on the first stage of recruitment e-mail is the only communication
means we use. We cannot commit you any timing as we will contact you only based
on business needs.

• Applicants receiving test invitation e-mail from us bare the responsibility to advise
us via e-mail whether they "Accept" or "Reject" our invitation. Those applicants
who ignore this request and do not respond to us in any way will not be able to
participate in the test, as we will reschedule our groups based on the level of
acceptance.

• Our Numerical and Verbal tests aim to measure your skills, such as logical thinking,
detail orientation, speed, language knowledge through evaluation of text passages,
ability to use charts and graphs, competence to work with numerals, time
management, etc.

• If you pass both tests successfully we will invite you for interview(s) unless there is
a need to participate in specialized tests which will measure the level of your
specific professional knowledge required to successfully perform on the role.

• Our interview(s) are usually face to face and are mainly conducted by HR
representative and the hiring manager(s).

• If the applicant is not successful at the interview stage they will receive an e-mail
from us informing about their failure.

• Successful candidates will receive a call from HSBC Human Resources Department
with an official job offer.
 Submit

Our selection process

Step 1: Apply online by completing our online candidate questionnaire. This allows us to see whether your
personality, skills and aptitudes will fit well into your chosen programme.
Step 2: Online numerical and verbal reasoning tests. These are standard ability tests to see how you can use
your numerical and verbal reasoning skills. Find out more about the online tests.
Step 3: Telephone interview. We'll ask you questions about how you have handled a variety of challenging
situations. Click here for guidance on how to approach the interview.
Step 4: Assessment centre (half day). A series of exercises designed to discover how you work with others and
resolve problems. Find out more about the assessment centre.
** For the Customer Propositions programme only:

Step 5: Presentation **. A short presentation to some senior business leaders forms the final stage of the selection
process.

Recruitment Process
The selection of external recruits consists of the following steps:
1. CV-Online form

Potential candidates interested in joining the bank are required to complete the CV-Online electronic form.

2. Application Evaluation

The Human Resources department evaluates all incoming applications, against prerequisite abilities and
skills set for all current openings. All applications are kept based on strengths and specialization, for
future reference.

3. Ability Tests

Potential candidates will be invited to participate in aptitude tests i.e. numerical, verbal, English and
psychometric, when deemed necessary.

4. Capability Based Interviews

To ensure that our recruitment process is fair and consistent, all candidates who are successful at the
exams are invited for a capability based interview. Interviews are based against capabilities, required for
each position for which the candidate is interviewed for. A capability or competency is an ability described
in terms of skills & behaviours that are essential to effectively perform within a job.

5. Reply Letters

At all stages of the process candidates are kept informed of the status of their application with an email
reply letter.

6. Job Offer

If a candidate successfully reaches the final stage, a position offering is made in conjunction with
a competitive rewardpackage.

Introudtion

Hong Kong Shanghai Bank Corporation is one of the world’s largest banking and financial
services organizations. The HSBC group was established in 1865 to finance the growing trade
between China and Europe. HSBCs international network is made up of around 7,500 offices in
87 countries and territories in Europe, the Asia-Pacific region, the Americas, the Middle East
and Africa. HSBC is listed in the London, Hong Kong, New York, Paris and Bermuda Stock
Exchanges with 221,000 shareholders in 127 countries and territories.
HSBC offers a comprehensive range of financial services to about 95 million customers through
four customer groups and global businesses. These include Personal Financial Services,
Commercial Banking, Global Banking and Markets, and Global Private Banking.

We have created an enjoyable working environment in which employees are given every
opportunity to make a difference. Successful candidates will be entitled to a very attractive
remuneration package with a wide range of benefits to match the skills and responsibilities
associated with your position.

HSBC has a dynamic work culture and excellent career development opportunities await
successful applicants.

Employees at HSBC are granted with a challenging work environment and rewarding careers.
HSBC Group also offers various positions to support our employees who wish to expand their
career developments either in Sri Lanka or offices overseas. This will give our employees the
chance to experience the diversity of job opportunities within the group. Everyone who meets the
job requirements can apply to them freely.

Welcome to Global Service Delivery (GSD), an integral part of HSBC Technology and Services (HTS).
HTS seamlessly integrates technology platforms and operations with an aim to re-define customer
experience and drive down unit cost of production.

Global Service Delivery (GSD) delivers world-class services for HSBC's customers across Retail
Banking & Wealth Management, Global Banking & Markets, Commercial Banking and Private Banking.
We have a diverse talent pool that anticipates and understands the needs of our customers across 87
countries and operates through a global network of Centres of Excellence (CoE). The CoEs leverage
breadth of process skills and depth of domain expertise, combining it with global scale and best
practices to deliver a consistent experience for HSBC customers, globally.

We believe that our people are our biggest asset. We are committed to fostering an environment of
continuous learning and professional development to help our people lead & grow . Our people work
with some of the best minds & best-in-class processes in the industry, globally . We invite talented
individuals to build exciting careers with us.

Services
At Global Service Delivery, we deliver Services through a global network of Centres of Excellence
(CoE). These CoEs are aligned to the HSBC Group's different lines of businesses and operate through a
distributed network of physical locations; offering the best advantage of a global network, leveraging
standardisation, global scale, process optimisation and best practices.

Induction Programs

First impressions are often the most lasting. This program gives to employee an opportunity to
begin the relationship with organization good start. HSBC Electronic Data Processing Lanka
Company believes this would be initial Training and Development effort for novel employee and
strives to inform them about the company.

HSBC has unique orientation program and developed sophisticated approaches. The selected
candidate would be managing the Induction Program and the on boarding processes for new and
international hires, and ensure all new employees experience the Discovery Program within their
first three month of joining. It is consisted technology has given a big boost to this Training and
Development effort, uses computer based training for orienting new employees in a four hour
program that offers detailed information on,

• Corporate Culture
• Benefits
• Policies
 • Procedures
It also outlines the company‘s organization structure and features a video message from
CEO.

Orientation Formats are unique to each job designation. However, some basic purposes include
explaining the employment situation which is involved in three level,

• The Job
• The department
• The company

Dimension of induction program

• The Employment Situation

At an early point in time, it is helpful for new employee to know how his or her job fits into the
HSBC structure and goals through company reports and other documents.

• Company Policies and Rules

Every job within an HSBC must be Performed within the guidelines and constrains provide d by
policies and rules. Employees must understand these to ensure a smooth transition to the
workplace. Code of conduct has given necessary information to new employees about the Rules
and Regulation.

• Socialization Process

To reduce the anxiety that new employees may experience, the HR manager should take to
integrate them into the informal other organization .HSBC has found that employees subjected to
Socialization program, including the topics of career management, perform better than those who
have not undergone such training.

Corporate Culture

The HSBC Culture very differential from other sri lanka banks. The culture reflects in effect,
“How we do things around here. This relates to everything from the way employees dress to the
way of talking.