Recruitment and Selection Practices in Bangladesh

The assignment explores recruitment and selection practices commonly followed by companies in Bangladesh. It emphasizes that many companies lack standardized processes, often relying on internal recruitment. While internal recruitment can foster employee loyalty and reliability, the absence of formal procedures presents challenges. The document draws upon academic sources to discuss various aspects of recruitment and selection, including interviewer perspectives, candidate experiences, and factors influencing employer decisions.

RECRUITMENT AND
SELECTION

Table of Contents
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
P1 Different plans of recruitment using external and internal sources.......................................1
P 2 Impact of the legal and regulatory framework on recruitment and selection.......................3
TASK 2............................................................................................................................................3
P 3 Preparation of the documents used in selection and recruitment activities.........................3
TASK 3 ......................................................................................................................................5
P 4 Planning to take part in a selection interview.......................................................................5
P 5 Taking part in selection interview as interviewer of Randstad Education Luton.................6
CONCLUSION................................................................................................................................7
REFERENCES................................................................................................................................7

INTRODUCTION
In today business environment and its competitive conditions are changes time to time
that affect the performance of all business entities like Randstad Education and Blue arrow these
are the both recruitment companies (Breaugh, 2017). These organizations have a different and
effective process of recruitment and selection. There are various type aspect to play an important
role in the foundation of business entities. Every aspects is very important in the recruitment and
selection process to affect on performance of the workers to achieving organization goals and
objectives. In this report to evaluating the different plan of recruitment and selection and how
external and internal sources use by those companies.
TASK 1
P1 Different plans of recruitment using external and internal sources.
These both organizations have different recruitment plan and they use different internal
and external resources to help in planning for selecting the new candidate for the job. The
recruitment plan is very critical for every enterprise in Luton of United Kingdom. Vacancy are
first stage of recruitment and selection process in Randstad Education Luton and Blue arrow.
Recruitment Sources- First step of recruitment is collecting CVs from sources. There
are two sources of recruitment:
Internal Sources- For encouraging the internal candidate, job vacancies in Randstad
Education and Blue arrow may be advertised through internal notices to all employees.
Recruitment from the internal source may be through promotion or delegating individuals with
new assignments.
In the case of internal sourcing, HR along with the concerned department will identify
prospective candidates on the basis of individual capability matching with Competency, profile
and will conduct appropriate tests to select the most suited person (Cordner and Cordner, 2011).
In internal source of company consider mainly three types of employees:
 Contractual
 Part time
 Interns
Contractual employees are those who are working in a contact of six months or one year. And
part-time employees are those who work in Call Centre (Dipboye, Macan and Shahani-Denning,
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2012). And also interns, after completing their internship and completing their graduation can
apply for job.
External Source:
In short external sources mean collecting CVs from outside. collect a lot of CVs from outside.
Recruitment from external sources will be through many sources-
The CVs are collect by following ways:
Human resource resume box
Advertisement
Internet job sites
Employees reference
CV Box of Human resource- There is a box for CV in Randstad Education Luton
human resource. In that box anyone can drop his or her resume in anytime. From this profile
document box of company sort out suitable profiles for the required position. This box is open
for everyone who wants to drop their documents. By this way Randstad Education Luton HR
collect a lot of CVs for job.
Advertisement- Use this tool is a world wide accepted source of recruitment. Every
company is also use this source for recruitment. The main rules for advertisement in business
entity are newspaper will be posted on the national dailies. Under this texts must be in the
prescribed and approved format of Randstad Education Luton.
Internet- This tool is another new source of Recruitment. Now a day every employee has
a website and they collect resume by internet. Ever there is lots of job website and company can
send advertisement over there. Like other company Randstad Education Luton also give
advertisement over net (Fletcher, 2013). Generally firm gives advertisement in
www.bdjobs.com. The interested candidates whose profiles match with the requirement can
apply for job over the net. By this way organization gets many CVs.
Employee Reference- This source may be collected through circulation of advertisement
to all employees. Its consider employees reference because it got some advantage,The internal
employees know how to do the work so he can easily understand who can do the work.
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P 2 Impact of the legal and regulatory framework on recruitment and selection.
There are many different types of legal and ethical limitation the human resources
department within the business has to considering the during the recruitment. It is important that
the all companies stay within keep to these regulations to ensure they are acting fairly towards of
their candidates (Forstenlechner, Madi and Rutledg, 2012). Some legal and regulatory
frameworks are employment act 2002, sex discrimination act 1995,equal pay act 1970, race
relation act 1992 and European working time directive and national minimum wages. One of the
major requirement in term of legal and regulatory thing is that there should not be any type so
discrimination during selection interviews. The candidate must not be asked any inappropriate
question related to his religion or preferences. Another recruitment according to legal and
regulation of law is that no candidate will not be selected on the basis of his skin colour or his
gender. Women should bot be rejected to select male candidate whether they both haver same
qualification and skills.
Equality Act 2010- under this act is legislation which enables anybody with specific
characteristics to have equal rights and protection from discrimination and victimisation.
Characteristics may include: Race, religion, sexuality, disability.
European Working Time Directive- This act is legislation which enables EU workers,
the right to a minimum number of holidays per year, paid breaks, and some sort of rest for at
least 11 hours in any 24 hours.
Employment Act 2002- This act is legislation that is intended to provide an incentive for
employers and employees to resolve any problem through dialogue, in cases where such
procedures have not existed previously or have been used, and as a result of this, forestall legal
action. Within the piece of legislation itself there are two different types of procedure defined in
the Act: A standard procedure and a simple, more modified procedure.
TASK 2
P 3 Preparation of the documents used in selection and recruitment activities
Documents are very important part of selection and recruitment activities in Randstad
Education Luton. For vacant seat of a sales assistant in the company includes three most crucial
elements like job description, person specification and job advertisement (Ofori and Aryeetey,
2011). Following is an explanation of these.
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Job Description-
Job Description
Title Sales Assistant
Company Randstad Education Luton
Report to Human resource manger
Summary of position A friendly person with smart
communication and polite tone
Duties and responsibilities Maintain and develop a
computerised customer and prospect
database
Qualification Post graduate in marketing business
administration field
Person specification-
EDUCATION &
TRAINING
 Good numerical and
literacy which may be
subject to assessment
 Formal customer
service course/training
Essential
YES
NO Application form
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EXPERIENCE,
KNOWLEDGE &
UNDERSTANDING
 Proven experience of
dealing with candidates
 Knowledge of social
media
YES
Application form & interview
SKILLS & ABILITIES
 Ability to work
effectively and respond
well under pressure
 Organised and efficient
administrative skills
YES Application form & interview
PERSONAL QUALITIES &
ATTRIBUTES
 Well presented,
friendly and
approachable
 Co-operative and
supportive team player
YES
YES
Application form & interview
Job advertisement-
SALES ASSISTANT
Required by Randstad Education Luton with salary of 3000 pound per month.
Minimum two years field experience as dealing with distributors and new market identification.
Location is Luton town of United Kingdom
Send CV with supporting documents like last salary slip recent photographs to P.O. Box
number.533, XYZ commercial tower,gram street , Luton latest by 1 June 2017.
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TASK 3
P 4 Planning to take part in a selection interview.
These companies create a plan to take a of selection interview of the candidate for the
right job (Osoian and Zaharie, 2013).
 Before carry out the interview that company shortlist the best applications received from
the candidates with a checklist, using the job description and person specification to
create the criteria.
 Crate the new interview questions for the interview that the company use job description
ans person specification to help create new questions. Interviewer asked each candidate
the same question to be able compare their answer in the evaluation process.
 Use the application forms to ask more detailed questions to specific candidates. For
example it they mention some previous work experience. The interviewer use their
application form to ask what skills they learned or experience they gained, this will help
to gain a better insight on their work ethics.
 Then manager will check the availability of an appropriate venue, date and time. And
invite the candidate to the interview.
 Ensure there are beverages to offer and documentation to help the interview process, such
as the candidates resume (Siavelis, 2012). Before see the review the document to ask
questions related to the candidates. For example, asking about the responsibilities they
had at a previous jon or work experience they had.
 Structure the interview- introduce yourself, asking general questions, then ask consistent
question about the job itself and the candidates personal experiences or skills, then give
candidates a chance to ask question.
 Use the evaluation sheet to complete and evaluating the candidates, with the shortlist
check list.
 Follow up the interview- offer job to successful applicants on the phone, because it
is quick and gives them the opportunity to decline. Then send out letter of regret to
unsuccessful applicants.
After the selection interview is done, some post interview work should be done on the part of
interviewer or interviewee. If the candidate is selected or not, he will be sent and information
letter of rejection or selection. Another aspects of post interview are job offer whether in verbal
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way or non verbal way (Zhao and Liden, 2011). In wage or salary rate information, the
interviewer tells about how much amount of salary he will be given by company. Another
miscellaneous essential of selection interview are expense claims, references,candidate’s
feedback,taking up and checking and police and/or medical checks. Thus for taking part in
selection interview is very critical role and it needs above planning.
P 5 Taking part in selection interview as interviewer of Randstad Education Luton
An interviewer is an important person of any business organisation. As an interviewer , I
will take care of all aspects or point which can affect the selection interview in a positive as well
as in a negative way (Treweek, Mitchell and Jones, 2010). I will analyse the candidate on the
basis of his knowledge and skills so that most suitable employee can be chosen for betterment of
the company. The sequence of interviewer will be scheduled so that there will be no confusion
about questions to ask to candidate during selection interview. I will observe the gesture or body
language of candidates to see if he is honest regrading his vies and opinion which can affect
workplace of organisation.
Another role I will play that I will make efforts to market my company so that candidates
also make effort to get the job we are offering. As an interviewer I will make sure that I let
candidate to ask about offering in term of salary, incentives and other benefits which can affect
the chances of his desire to come in our company in future. I will be prepared for interview in
advance so tat I can represent my company in an attractive way in front of candidate. Along with
these, I will be clear about interview process so that no false offering can be offered to
candidates .As it might mislead them and disappointed them which can affect their performance
in the long term. Thus as an interviewer, I will try not to conduct a lengthy selection process for
candidates.
CONCLUSION
Recruitment and selection is one of the most important for every employee. Cause by this
company makes a person as the member of it. There is a general process of recruitment and
selection that a company should follow. In Bangladesh perspective many company does not
follow any specific process for recruitment and selection. The internal type of recruitment may
provide the opportunity to alter the position of job to anyone in the Company. Internal
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Recruitment may construct the robust reliability with the Company as the workers have the
opportunity to alter their location after some point of time.
REFERENCES
Books and journals
Breaugh, J.A., 2017. to Recruitment. The Wiley Blackwell Handbook of the Psychology of
Recruitment, Selection and Employee Retention, p.12.
Cordner, G. and Cordner, A., 2011. Stuck on a plateau? Obstacles to recruitment, selection, and
retention of women police. Police Quarterly. 14(3). pp.207-226.
Dipboye, R.L., Macan, T. and Shahani-Denning, C., 2012. The selection interview from the
interviewer and applicant perspectives: Can’t have one without the other. The Oxford
handbook of personnel assessment and selection, pp.323-352.
Fletcher, C., 2013. 1 6 IMPRESSION MANAGEMENT IN THE SELECTION INTERVIEW.
Impression management in the organization, p.269.
Forstenlechner, I., Madi, M.T. and Rutledge, E.J., 2012. Emiratisation: determining the factors
that influence the recruitment decisions of employers in the UAE. The International
Journal of Human Resource Management. 23(2). pp.406-421.
Ofori, D. and Aryeetey, M., 2011. Recruitment and selection practices in small and medium
enterprises: Perspectives from Ghana. International Journal of Business Administration.
2(3). p.45.
Osoian, C. and Zaharie, M., 2013. Job recruitment and selection practices in small and medium
organisations. Studia Universitatis Babes Bolyai-Oeconomica, (2), pp.86-94.
Siavelis, P.M., 2012. Pathways to power: Political recruitment and candidate selection in Latin
America. Penn State Press.
Treweek, S., Mitchell, E. and Jones, R., 2010. Strategies to improve recruitment to randomised
controlled trials. The Cochrane Library.
Zhao, H. and Liden, R.C., 2011. Internship: a recruitment and selection perspective. Journal of
Applied Psychology. 96(1). p.221.
Online
Ari Kopoulos,2015.6 Best Practices to Drive Your Recruitment & Selection Proces.[Online].
Available through: <https://www.employeeconnect.com/blog/6-best-practices-
recruitment-selection-process/>. [Accessed on 5th June 2017].
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