Selecting and Testing

Apex is the largest footwear retailer in Bangladesh, with 250 own stores distributed
throughout 64 districts. To maintain the retail business growth, the HR operations of
Apex Footwear mainly hire two different categories of employees
I. Salesforce
II. Head office employee

Sales Force
Due to the significant staff turnover rate at the store level in Apex, at least 20 to 30 new
hires are made each month.

Screen the CV:

The recruiters of retail store employees sort CV mainly for the position of Junior Sales
associate and Trainee Sales associate position. Following initial CV screening by the
HR staff, the suitable applicants are shortlisted for interviews.
Requirements:
 Educational qualification for store level employee is minimum HSC pass.
Because of this, only applicants who have passed the HSC are contacted
for interviews.
 Having experience of sell and promote products, maintain positive
customer relationship will be prioritized.
 Honest, capable, enthusiastic, and motivated individuals to join our team
on this journey of sincere growth.
Interviews:
The potential shortlisted candidates are called for an interview. Many employees directly
come to the district flagship store for interview with proper documents, this type of
interview is called Walk-In interview. During the interview communication skills, IQ level
and behavior of the candidates are gauged. Face-to-face interviews were not feasible
during the Covid period, therefore Apex opted to do the interview online via zoom
meeting. The chosen candidates receive appointment letters, uniforms, and other things
they need to start working in the retail stores after the interview.

Head office employee

The selection process for the head office employee is different from the sales force one.
The candidates will experience a complex recruitment procedure that includes several
stages of interviews.

Initial screening:
Apex select their potential candidates through adverts, online job sites, job distributions,
CV drops, BD jobs, etc.
Requirements:
 Candidates have to be graduated to apply for head office level. Based on the
position, a preferable degree in a specific discipline (science/ business
background) can be mentioned.
 Depending on the position, minimum 4-8 years of relevant experience is
required.
 Knowledge of Microsoft Word, PowerPoint, Excel and Adobe Illustrator for a
specific job position
 Soft skills will be considered an added advantage

Written exams
Shortlisted candidates then have to sit for a written exam as the next stage of the
requirement process. Apex has a typical question set that includes Math and English
questions as well as job-related questions.

Interview
The candidates who passed the exam are called for an interview. In Apex, the methods
to be followed for interviews are based on the requirements and decisions of the
management team. The interview could be:
I. Single Interview
II. Panel Interview
Management Assessment Centers
The HR team organizes day-long or multi-day assessments are primarily focused on
assessing the candidate's leadership and management abilities. 

Appointment
The final step of the hiring process is signing up the potential candidate in case the
candidate passes. He/she will have the appointment letter within a few days .

Background Investigation
To avoid negligent hiring claims, the HR team of Apex has their focus on the inspection
of the candidates’ background. All the information about candidates is listed on Apex
IFS software.
 By carefully scrutinizing the resume, educational experience and certificates are
checked.
 In order to verify that the information provided in the CV, references are
reviewed.
 The HR department verifies the candidates’ previous work history by cross-
checking with the former employers.
 Apex follows the “Zero Tolerance Policy” against any kinds of criminal offences.
 Lately, Apex uses the social media- Facebook, LinkedIn etc. as a tool for
assessing the background of the candidates.