Recruitment And Selection Process 4c1dn

Recruitment and Selection Process of a Company

Our Group Name

ID

Md. Faisal Ahamed 10410511 Md. Anwar Al Seaim 10510250 Md. Monirul Islam 10510249 Md. Anwarul Islam 10510033 Md. Al Mamun 10510005

• The human resources are the most important assets of an organization. Introduction • The success or failure of an organization is largely dependent on the caliber of the people working therein. • Without positive and creative contributions from people, organizations cannot progress and prosper. • In order to achieve the goals or the activities of an organization, therefore, they need to recruit people with requisite skills, qualifications and experience.

Recruitment • Recruitment is defined as, “a process to discover the sources of manpower to meet the requirements of the staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient workforce.” • Edwin B. Flippo defined recruitment as “the process of searching for prospective employees and stimulating them to apply for jobs in the organization.” • Recruitment is a ‘linking function’-ing together those with jobs to fill and those seeking jobs. It is a ‘ing process’ in that it tries to bring together job seekers and employer with a view to encourage the former to apply for a job with the latter.

PURPOSES AND IMPORTANCE • The general purpose of recruitment is to provide a pool •

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of potentially qualified job candidates. Specifically, the purposes are to: Determine the present and future requirements of the organization in conjunction with its personnel-planning and job-analysis activities. Increase the pool of job candidates at minimum cost. Induct outsiders with a new perspective to lead the company. Infuse fresh blood at all levels of the organization. Anticipate and find people for positions that do not exist yet. Search for talent globally and not just within the company.

PURPOSES AND IMPORTANCE • Search for talent globally and not just within the company. •Design entry pay that competes on quality but not on quantum. •Anticipate and find people for positions that do not exist yet. •Increase organizational and individual effectiveness in the short term and long term. •Evaluate the effectiveness of various recruiting techniques and sources for all types of job applicants.

METHODS OF RECRUITMENT • The following are the most commonly used methods of recruiting people.

INTERNAL METHODS

External Methods

INTERNAL METHODS • 1. Promotions and Transfers : This is a method of filling vacancies from within through transfers and promotions • 2. Job Posting : Job posting is another way of hiring people from within. In this method, the organization publicizes job opening on bulletin boards, electronic method and similar outlets • 3. Employee Referrals : Employee referral means using personal s to locate job opportunities. It is a recommendation from a current employee regarding a job applicant. The logic behind employee referral is that “it takes one to know one”.

External (direct) Methods • Campus Recruitment Television and radio ads Ads in news paper

• Third Party Methods Private Employment Search Firms Employment Exchanges

• Alternatives to Recruitment Since recruitment and selection costs are high firms these days are trying to look at alternatives to recruitment especially when market demand for firm’s products and services is sluggish.

SELECTION • To select mean to choose. Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organization.

Purpose • The purpose of selection is to pick up the most suitable candidate who would meet the requirements of the job in an organization best, to find out which job applicant will be successful, if hired.

SELECTION PROCESS

• Reception

• Selection Testing • Application Blank • Screening Interview • Selection Testing • Reference Checks • Medical Test • Hiring decision

Recruitment and Selection Process of HSBC Bank

About HSBC Bank • HSBC is named after its founding member, The Hongkong and Shanghai Banking Corporation Limited, which was established in 1865 to finance the growing trade between Europe, India and China.

Mission and Vision • Having regard to ethical values; to meet its customers financial needs in the fastest and most appropriate way, to continue innovative works in order to achieve: human resource with superior qualities, technological infrastructure and service packages.

Product and Service: • Credit unions, banks, credit card companies, insurance companies, consumer finance companies, stock brokerages, investment funds and some government sponsored enterprises. • Headquarters: Mettawa, Illinois, United States • Key people of HSBC: Douglas Flint, Chairman Brendan McDonagh, CEO.

Recruitment Process of HSBC Bank The selection of external recruits consists of the following steps: 1. CV-Online form Potential candidates interested in ing 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.

Recruitment Process of HSBC Bank 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 5. Reply Letters • At all stages of the process candidates are kept informed of the status of their application with an email reply letter

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Recruitment Process of HSBC Bank 6. Job Offer • If a candidate successfully reaches the final stage, a position offering is made in conjunction with a competitive reward package.

Selection Process of HSBC Bank • The selection process for the post of Executive (on contract) will comprise of a HSBC Bank Written Test followed by personal interview of the applicants, who have qualified in the HSBC Bank Written

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Test

The HSBC Bank Written Test would comprise of Objective Type Questions having three components: • Test of Reasoning, • Test of Working English Language and • Test of Quantitative Aptitude. Questions papers for the HSBC Bank written test.

Selection Process of HSBC Bank • The applicants, who are successful in the HSBC Bank written test, would be called for a personal interview. • The applicants must bring the Photo Identity at the time of the HSBC Bank interview such as the PAN Card or Driving License (with the photograph) or port or Voter ID. • The details regarding the time, date and address of the venue of the HSBC written test and Interview for the short listed eligible applicants would be put on the HSBC Bank’s website.

Selection Process of HSBC Bank • Applicants should carry the print of HSBC Bank Online Call Letter, HSBC Bank application form and all ing documents (proof in respect of age, education, experience and caste) in original along with a copy of same at the time of interview

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• Interviewee must carry the documents below: Age (Birth certificate) Educational Qualifications for HSBC Bank Recruitment 2010 : Graduation: Work Experience: PWD Certificate Print out of the online call letter Photo identity certificate (PAN card or Driving License or port or voters ID card)

Swot Analysis of HSBC Bank Strengths-• International Finance. Since HSBC is a multinational company itself, it is wellqualified to advise other companies on aspects of international business.

• Record profits. Last year, HSBC experienced the most profits ever for a UK high street Bank, with profits of £11.5bn($20.97bn) for the whole year.

Swot Analysis of HSBC Bank Weaknesses• Branding: While it is certainly a global company, HSBC came late to the game on deciding to perform an integrated marketing strategy and capitalize on its global brand • Record profits ending: As is usually the case, record profits can only last so long. HSBC announced in December 2006 that it was doing just as well as last year, but not as well in revenues. It announced that each year, its bad debt rises. Other banks' shares fell as well on the news.  

Swot Analysis of HSBC Bank Opportunities • The Middle East: Other banks are running scared of this region.

• Emerging economies: In addition to the growing Chinese middle class, Brazilians and Indians are beginning to emerge as growing consumers, and therefore growing consumer spenders.

Conclusion and Recommendation • We have tried to give our best to the project. We have incorporated all the relevant HUMAN RESOURCES MANAGEMENT principles which could be associated with our topic on “Recruitment and Selection of a Company” process. • We express our gratitude to our Respected Miss. Ethica Tanjeen. We have dealt with this project very conscientiously and sincerely. We hope to keep doing such interesting projects in the future.

Thank You