Index

Sl.No. Topics Page Nu.

1 Introduction 1

2 Purpose of Recruitment 1

3 Factors Influencing Recruitment of Abul Khair Group 2

4 Systematic requirement process of Abul Khair Group 2

5 Constraints and Challenges on the Recruiting Process of 3

Abul Khair Group

6 Advantages of the Recruitment Process of Abul Khair 3

Group

7 Disadvantages of the Recruitment Process of Abul Khair 3-4

Group

8 Conclusion 4
 Recruitment Process of Abul Khair Group

1. Introduction:

Recruitment is the process of identifying organizations needs screening and selecting to eligible
personnel for specific job. Recruitment and selection process refers to the chain and sequence of
activities that refers to recruitment and selection employment and recruitment policies and hiring
procedures. Abul Khair Group is one of the largest and most prominent industrial conglomerates
in Bangladesh. Established in 1953 by Mr. Abul Kashem, the group has grown significantly over
the years and has diversified its business interests into various sectors, including steel, cement,
consumer goods, tobacco, ceramics, and more. Abul Khair Group has become a symbol of
excellence and is recognized for its contribution to the industrial development of Bangladesh.
With a focus on quality, innovation, and sustainability, the group continues to play a significant
role in the country's economic growth and development. Abul Khair Group believes that
employees are the most valuable resource that is truly a key to the company’s success. In other
words, employees are views as the “Human Capital “which needs to be continuously invested for
creating value-added to company and their own. Human resource department of Abul Khair
Group strictly follows its policy
and procedures that practices best approaches with legal and ethical consideration. The main pur
pose of human resource department is to establish organizational policy and procedure that
related to employees of Abul Khair Group. It provides specific guidelines of operation of human
resource division with a vision that the expected standards that are maintained. It also provides
specific direction regarding the assessment, evaluation, reward of employees of the company.
HRM that must be follows by managers before system and long term benefits of employees of
the company.

2. Purpose of Recruitment:

The general purpose of recruitment is to provide a pool of potentially qualified job candidates.
Specially, the purposes are to:

i. Determine the present and future requirements of the company in conjunction with
personnel-planning and job-analysis activities.
ii. Increase the pool of job candidates at minimum cost.
 iii. Help increase the success rate of the selection process by reducing the number of visibly,
under qualified or overqualified job applicants.
iv. Help reduce the probability that job applicants, once recruited and selected, will leave the
organization only after a short period of time.
v. Meet the company’s legal and social obligations regarding the composition of its work-
force.
vi. Begin identifying and preparing potential job applicants who will be appropriate
candidates.
vii. Increase individual and company effectiveness in the short and long term.
viii. Evaluate the effectiveness of various recruiting techniques and sources for all types of job
applicants.

Recruitment represents the first contact that a company makes with potential employees it is
through recruitment that many individuals will come to know a company and eventually decide
whether they wish to work for it. A well-planned and well-managed recruiting effort will result
in high quality applicants, whereas, a haphazard and piecemeal effort will result in
mediocre once. High-quality employees cannot be selected when better candidates do not know
of job openings, are not interested in working for the company, and do not apply. The
recruitment process should inform qualified individuals about employment opportunities create a
positive image of a company, provide enough information about the jobs so that the job
applicants can make comparisons with their qualifications and their interests, and generate
enthusiasm among the best candidates so that they will apply for the vacant positions.

3. Factors Influencing Recruitment of Abul Khair Group:

External Factors:

The external forces are the forces which cannot be controlled by the company. The major
external forces are:

i. Supply and Demand: The availability of manpower both within and outside the
company is an important determinant in the recruitment process. So Abul Khair Group
has to depend upon internal sources by providing special training and development
programs.
 ii. Labor Market: There is surplus of manpower at the time of recruitment, even informal
attempts at the time of recruiting like notice boards display of the requisition or
announcement in the meeting etc. attract more than enough applicants.
iii. Image/Goodwill: Image of the employer can work as a potential constraint for
recruitment. This company has positive image and goodwill as an employer finds it easier
to attract.
iv. Political-Social-Legal Environment: Various government regulations prohibiting
discrimination in hiring and employment have direct impact on recruitment practices.
v. Unemployment Rate: One of the factors that influence the availability of applicants is
the growth of the economy. When this company is not creating new jobs, there is often
oversupply of qualified labor which in turn leads to unemployment.
vi. Competitors: The recruitment policies of the competitors also affect the recruitment
function of this company. To face the competition, many times Abul Khair Group has to
change its recruitment policies according to the policies being followed by the
competitors.

Internal Factors:

The internal factors are the factors which can be controlled by the company. The internal factors
are:

i. Recruitment Policy: The recruitment policy of the company specifies the objectives of
recruitment and provides a framework for implementation of recruitment program. It
involves organizational system to be developed for implementing recruitment programs
and procedures by filling up vacancies with best qualified people.
ii. Human Resource Planning: Effective human resource planning helps in determining
the gaps present in the existing manpower of the company. It also helps in determining
the number of employees to be recruited and what qualification they must possess.
iii. Cost: Recruitment incur cost to the employer, therefore, Abul Khair Group tries to
employ that source of recruitment which will bear a lower cost of recruitment for each
candidate.
iv. Growth and Expansion: The Company thinks of employing more personnel when it
needs to expand its operations.

4. Systematic requirement process of Abul Khair Group:

1. Manpower Planning: Abul Khair Group starts its recruitment process with a thorough
manpower planning phase. This involves assessing the current and future human resource needs
of the organization based on departmental requirements and business objectives. The HR team
collaborates with department heads to identify the number and types of positions to be filled.

2. Job Analysis and Job Description: Once the manpower needs are determined, the HR team
conducts a detailed job analysis. This involves understanding the key responsibilities, required
skills, qualifications, and experience for each position. Based on the analysis, comprehensive job
descriptions are created, which serve as a foundation for attracting suitable candidates.

3. Sourcing Candidates: There are mainly two sources of recruitment of Abul Khair Group.
These are given:

i. Internal sources of recruitment and

ii. External sources of recruitment.

3.1 Internal Sources:

Internal sources include the current work force that is those who are already on the pay- roll of
the company. Whenever any vacancy occurs somebody from within the company is promoted or
demoted to fill the vacant post. Sometimes “sideways” appointments are made by transferring
somebody of similar seniority from another department.

a) Present Employees: Promotions and transfer from among the present employees is a
good source of recruitment which facilitate the company in different ways as building
morale, encouraging competent individuals who are ambitious, carrying comparatively
lower cost and finally promoting from within act as a training device for developing
middle level and top level managers.
b) Employee Referrals: Employees of the company has developed good prospects for their
families and friends by acquainting them with the advantages of a job with the company,
furnishing cards of introduction and even encouraging them to apply.
c) Former Employees: Some retired employees willing to come back to work on a part-
time basis or recommend someone who would be interested in working for the company.
d) Previous Application: Although not truly an internal source, those who have previously
applied for jobs contacted by mail, a quick and inexpensive way to fill an unexpected
opening.

3.2 External Sources:

The Company usually goes to external sources for lower –entity level jobs; for positions whose
specifications cannot be met by present personnel; for diversifying into new avenues and for
merging with another company. Among the external sources, following are included:

a) Advertising: Today all forms of media advertising are used by Abul Khair Group in
recruiting employees. Most typical are newspapers, trade, and professional journals, radio
and television. It has the advantage of reaching very large numbers of potential
candidates as well as more specialized numbers of candidates; costs of screening may be
heavy.
 b) Social Media Platforms: The Company leverages social media platforms such as
LinkedIn, Facebook, and Twitter to share job vacancies and engage with potential
candidates.
c) Campus Recruitment: Here the recruiters visit reputed educational institutions with a
view to pick up job aspirants having requisite technical or professional skills. Job seekers
are provided information about the jobs and the recruiters, in-turn; get a snapshot of job
seekers through constant interchange of information with respective institution. A
preliminary screening is done within the campus and the short listed students are then
subjected to the remainder of the selection process. Abul Khayer Group actively
participates in career fairs and visits renowned educational institutes to recruit fresh
graduates and interns.

4. Screening and Shortlisting: Received applications are screened based on the specified
criteria mentioned in the job descriptions. The HR team shortlists candidates who meet the
required qualifications, skills, and experience. This may involve initial telephonic interviews or a
review of resumes and cover letters.

5. Interviews and Assessments: Shortlisted candidates are invited for face-to-face interviews.
Abul Khair Group employs a variety of interview techniques, including behavioral, competency-
based, and technical interviews. These interviews help assess candidates' suitability for the role,
their problem-solving skills, and cultural fit within the organization. In some cases, assessments
such as written tests, presentations, or case studies may be conducted to evaluate specific skills.

6. Reference and Background Checks: Before making a final decision, Abul Khair Group
conducts reference checks to verify the information provided by candidates and gain insights
from their previous employers or professional contacts. Background checks may also be
performed to ensure the candidate's credibility and suitability for employment.

7. Selection and Job Offer: Based on the interview performance, reference checks, and overall
evaluation, the HR team makes the final selection decision. A formal job offer is then extended
to the chosen candidate, detailing the terms of employment, compensation package, and other
relevant details.

8. On boarding and Induction: Once a candidate accepts the job offer, the on boarding process
begins. Abul Khair Group provides a comprehensive induction program to familiarize new
employees with the organization's culture, policies, procedures, and job responsibilities. This
helps them integrate smoothly into their new roles and contributes to their long-term success
within the company.

5. Constraints and Challenges on the Recruiting Process of Abul Khair Group

1. Limited Talent Pool: One of the major challenges faced by Abul Khair Group in its
recruiting process is the limited availability of a qualified talent pool in certain
 specialized fields or industries. This can make it difficult to find suitable candidates with
the desired skills and experience, especially for niche roles or technical positions.
2. High Competition: Abul Khair Group operates in a competitive market where other
companies, including industry leaders, are also vying for top talent. The high competition
can make it challenging for Abul Khair Group to attract and retain highly skilled
professionals who may have multiple job offers or are sought after by other
organizations.
3. Brand Recognition: Establishing a strong employer brand and reputation is crucial for
attracting top talent. Abul Khair Group may face challenges in recruiting if it lacks brand
recognition compared to well-known competitors. Candidates may be more inclined to
choose companies with stronger brand appeal or reputation, making it necessary for Abul
Khair Group to invest in building its employer brand.
4. Geographical Constraints: Abul Khair Group may face difficulties in recruiting
candidates for positions located in remote or less developed areas where infrastructure
and amenities may be limited. The geographical constraints may deter potential
candidates from considering opportunities in such locations, making it challenging to fill
positions in these areas.
5. Skills Gap: The fast-paced and ever-evolving nature of industries and technologies can
result in a skills gap, where the required skills and qualifications for certain roles are not
readily available in the job market. Abul Khair Group may face challenges in finding
candidates who possess the specific skills and expertise needed for specialized positions
or emerging technologies.
6. Cultural Fit: Ensuring a cultural fit between candidates and the organizational values
and work environment is essential for long-term success. Abul Khair Group may
encounter challenges in assessing the cultural fit of candidates during the recruitment
process. It requires careful evaluation and consideration to determine if candidates align
with the company's values and can thrive within its organizational culture.
7. Time and Resource Constraints: Conducting a comprehensive recruitment process
requires significant time and resources, including manpower, technology, and financial
investments. Abul Khair Group may face constraints in terms of budget limitations or a
lack of dedicated HR staff or recruitment teams, which can affect the efficiency and
effectiveness of the recruitment process.
8. Retention Challenges: Recruiting top talent is only the first step; retaining them is
equally important. Abul Khair Group may face challenges in retaining highly skilled
professionals, especially if there are limited career advancement opportunities,
inadequate compensation and benefits, or a lack of employee engagement and
development programs.
6. Advantages of the Recruitment Process of Abul Khair Group:

i. Wide Talent Pool: Abul Khair Group's recruitment process allows access to a diverse
and extensive talent pool, ensuring a larger pool of qualified candidates to choose from.
This increases the chances of finding candidates with the desired skills and qualifications.
ii. Structured Selection Process: Abul Khair Group's recruitment process is designed to be
systematic and structured, ensuring a fair and consistent evaluation of candidates. This
helps in identifying the most suitable candidates for each position and reduces the
potential for bias or subjective decision-making.
iii. Strong Employer Brand: Abul Khair Group's reputation as a leading company in its
industry can be an advantage in attracting top talent. The company's strong employer
brand, built on its success, values, and employee-centric practices, can make it an
attractive choice for candidates seeking career opportunities.
iv. Employee Referrals: Abul Khair Group's recruitment process encourages employee
referrals, which can be a valuable source for identifying potential candidates. This can
lead to higher-quality referrals and improve the chances of finding candidates who align
with the company's culture and values.
v. Opportunities for Growth and Development: Abul Khair Group emphasizes employee
growth and development, providing opportunities for career advancement and
professional enhancement. This can attract ambitious candidates who are seeking long-
term growth within the organization.

7. Disadvantages of the Recruitment Process of Abul Khair Group:

i. High Competition: While Abul Khair Group's strong brand can be an advantage; it can
also lead to high competition for attracting top talent. Other companies in the same
industry may also be vying for skilled professionals, making it challenging to secure the
desired candidates.
ii. Time-Consuming Process: Abul Khair Group's recruitment process, with its emphasis
on a structured approach, can be time-consuming. Multiple rounds of interviews,
assessments, and background checks may extend the overall recruitment timeline,
potentially causing delays in filling critical positions.
iii. Limited Geographical Reach: Abul Khair Group's recruitment process may face
limitations in terms of geographical reach, particularly for positions located in remote
areas. It may be challenging to attract candidates from different regions, impacting the
company's ability to diversify its talent pool.
iv. Resource Intensive: Conducting a comprehensive recruitment process requires
significant resources, including manpower, technology, and financial investments. Abul
Khair Group may face challenges in allocating sufficient resources to recruitment
activities, especially if there are competing organizational priorities.
v. Retention Challenges: While recruitment is focused on attracting talent, the process
does not guarantee long-term retention. Abul Khair Group may face challenges in
 retaining highly skilled professionals if there are limited career growth opportunities,
inadequate compensation and benefits, or a lack of employee engagement initiatives.

8. Conclusion:

The recruiting process of Abul Khair Group is not without its challenges. Overcoming these
constraints requires proactive measures such as building a strong employer brand, expanding
talent pipelines, investing in employee development and engagement, and adapting recruitment
strategies to attract and retain the right candidates. By addressing these challenges, Abul Khair
Group can enhance its recruitment process and secure the best talent for its organization's growth
and success.