Graduate Recruitment Strategies: A Comparative Report on KPMG & Lloyds

This report provides a comparative analysis of the graduate recruitment and selection processes at KPMG and Lloyd's Bank. It details the recruitment stages at both organizations, including application processes, online assessments, interviews, and pre-employment checks. The report evaluates the effectiveness of each approach, highlighting similarities and differences in their strategies, such as KPMG's focus on online portals and Lloyd's Bank's blend of internal and external sourcing. The analysis considers factors like cost-effectiveness, compliance with legal obligations, and the inclusivity of their recruitment practices, ultimately concluding that both organizations employ comprehensive and largely aligned strategies for attracting and selecting graduate talent. Desklib provides access to similar reports and solved assignments for students.

Managing People and
career
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Table of content
Table of Contents
Introduction......................................................................................................................................3
Main Body.......................................................................................................................................3
Conclusion.......................................................................................................................................6
References........................................................................................................................................7
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Introduction
Managing people ad career is considered as a task of Human Resources. The graduate
who work upon managing the career tend to conduct a productive discussions in aspect of the
pro-active career (Anderson and Bidwell, 2019). The discussion of management of people and
career comprises of regular meetings, discussion of objectives, Recommendation and providing
learning and training opportunities along with facilitation of encouragement for network and
mentoring. The project report revolves around the management of people and career of Two
organisations namely KPMG and Lloyd's bank.
KPMG is a multinational professional services network which is based in British and
Dutch. The organisation was founded in the year 1987 and its headquarters is situated at
Amstelveen, Netherlands. Lloyd's bank is a public organisation and it is a part of British retail
and commercial bank. The bank has its branched across the region of Wales and England. The
bank organisation was founded in the year 1765 at Birmingham, United Kingdom.
Main Body
Findings about Recruitment and Selection process
Recruitment and selection process is considered with identification of vacant position in
the organisation and further identifying candidates that can be best suitable for the job. Selection
tends to choose the most competent applicant from the pool. Recruitment is considered as a
positive process whereas selection is considered as a negative process. The recruitment and
selection of both the primary organisations have been discussed below [KPMG LLP, 2021].
Recruitment and selection process at KPMG
The recruitment and selection process of KPMG for campus recruitment comprises of several
stages which include job application as well as several interview process. The organisation tends
to have a unique recruitment process for employing new graduates in the organisation and they
have been discussed below (Skulmoski and et.al., 2021).
 Application process- The first step in the hiring process of KPMG is that the graduate is
required to fill the application form upon the website of the organisation. This process is
helpful in analysing the personal details of the organisation along with the educational
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background along with the educational backgrounds as well as accounting qualification
and employment history as well (Bowden, 2018).
 Online assessment- The online assessment comprises of application as well as
information that tends to meet with the standards and in case the Graduate is compatible
with the requirements of the organisation then the a mail is sent in order to take an online
assessment (Hansen And et.al., 2018).
 Online Numerical and Verbal reasoning tests- After the graduate, successfully passes the
test then they are required to appear for the verbal and numerical reasoning tests. This is
applicable in case of the graduate jobs. At KPMG the session lasts for 20 minutes.
 Digital submission- When the graduate, successfully completes the reasoning tests then
they are required to complete a digital submission in the audio format. KPMG tends to
check communication and motivational skills of the applicants (Dickmann, Suutari and
Wurtz, 2018).
 Launch pad recruitment event- The launch pad recruitment event is basically the last
stage in the recruitment process of KPMG. It is a full day event wherein the event offers
opportunities in order to learn about the career progress. The event provides an overview
of the daily routines of the organisation (Hughes, 2017).
 Group exercise- The group exercise is wherein the applicant is allotted a task wherein
they are required to discuss the ideas with several other candidates in order to identify the
issues and come up with the solutions.
 Analysis exercise- In the stage of analysis exercise, the candidate is required to analyse
the information in order to come up with several solutions in regard to the issues in the
business. This helps in analysing the communication skills as well as sound judgement
skills of an graduate (Abdalla and Al-Zufairi, 2020).
 Partner Interview- The next step in the selection process of KPMG is to conduct an
interview on the one to one basis. The interview usually takes place with a senior member
of the KPMG team which further helps in analysing if the graduate can be hired or not.
 Networking sessions- The next stage in the selection process of KPMG is to conduct the
Networking sessions in order to enhance and reflect the interpersonal skills. It is
basically an opportunity for the candidate to interact with the KPMG staff as well (Dolce
and et.al., 2021).
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 Hearing from KPMG after the interview- The next step in the selection process is getting
response from the organisation after the interview. If the candidate successfully surpasses
the Lunch Pad Stage, then the candidate receives the opportunity of joining the
organisation (Lynch, 2021). Orientation- The last step in the Selection stage of KPM is to organise an induction or the
orientation program for the staff that has been recruited newly (Scurry and Clarke, 2021).
Recruitment and selection process at Lloyd's bank
Lloyd's bank also focuses upon an effective and efficient recruitment process at the
organisation. The recruitment and selection process of Lloyd's bank has several stages in order to
ensure that a successful recruitment process is done at the organisation. The stages of
Recruitment and selection process of Lloyd's bank that takes place as campus recruitment has
been discussed below [Lloyds Bank Foundation, 2021].
 Recruitment legislation- The organisation tends to focus upon the recruitment legislation
in order to oblige with the specific and lawful purposes. Further, Lloyd's bank focuses
upon keeping the information of the graduate applicants confidential and the documents
can only be disclosed by the approval of the request from the graduate. The bank is
required to comply with the several legislations (Furniss, Curzon and Blandford, 2018).
 Defining the job vacancy- The first stage in the recruitment and selection process of
Lloyd's bank is to define the vacant position at the work place. The organisation tends to
define the role and accountabilities of the candidate at the organisation. It comprises of
purpose of the job, basis of the role, responsibilities and accountabilities of the role and
several more (Dane, 2020).
 Defining the specification of the person- The specification of the person is basically a
summary of the profile and it tends to reflect the skills and competencies required for the
organisational job role. It includes communication skills, team work, planning, etc. The
skills are further listed as essential or desirable in terms of the requirement at the
organisation (Fazal and et.al., 2019).
 Sourcing candidates in internal as well as external modes- Lloyd's bank can look
internally as well as externally regarding the filling procedure of the vacant positions.
Internal recruitment is likely to result in developing better understanding along with
being more productive at the work place. In internal application, the graduate applicants
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are assessed on the basis of the criteria rather than just being appointed. The external
recruitment can be helpful for the bank in exploring the fresh talent for the organisation
(Ivers And et.al., 2019).
 Job advertisements- The bank uses several advertisement sources in order to attract the
applicants for the job role. The organisation focuses upon the requirement of the job,
location, reward packages, nature of the organisation, etc (Gee and Yeow, 2021).
 Short listing the candidates- Herein the selection process starts, wherein the organisation
focuses upon application form and CVs for receiving the application. Lloyd's bank
focuses upon the assessment and selection of the candidates by using a wide range of
tools and techniques to shortlist the candidates (Pudelko and Tenzer, 2019).
 Considering alternatives for selection process- There are several interview section
processes such as selection interview, panel interview, psychometric interview along with
the assessment centres, etc. The selection interview tends to describe and facilitate the
face to face interview opportunities that facilitates easy assessment at the workplace.
 Making job offer- The next step in the recruitment and selection process is to make a job
offer to the graduates. It can be either verbal offer, written conditional offer as well as
unconditional offer .
 Pre employment check- The pre employment check is an integral part of the recruitment
process wherein the risk is upon employing of the wrong people. In order to avoid the
risk, it is important for the organisation to conduct an employee check before the
employee is placed in the organisation.
KPMG Lloyd's Bank
 KPMG tends to focus upon the
segregation of the suitable graduates by
conducting an assessment that
eliminated the candidates that are not
compatible with the job requirement
(De Vos and et.al., 2017).
 Hence, this tends to save time of the
organisation in the recruitment process
of the organisation.
 Lloyd's Bank tends to focus upon the
recruitment of the graduates in the
organisation through internal as well as
external sources.
 The organisation identifies and
discloses the vacant position in the
organisation through several modes of
advertisement while complying with
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 Further, in order to choose from the lot
KPMG focuses upon the interview
process that will facilitate interaction of
the graduates with the employees of the
organisation.
 The focus of the organisation is
choosing candidates through online
portals that tend to save cost and time
of the organisation.
the legislations of the region.
 This method of attracting graduates
through the advertisement tends to be
an expensive process of recruitment but
it further facilitates attraction of several
or wider range of graduates that tend to
satisfy the educational requirement for
the vacancy in the organisation.
 Lloyd's bank focuses upon internal
sources that tends to save time and cost
whereas tends to shift upon external
sources in order to gather wider talent
pools (Ramsarup, 2019).
Evaluation
The approaches followed by KPMG and Lloyd's Bank are similar to some extent in
aspect of the recruitments of the graduates. In order to choose the graduates for recruitment, both
he organisations follow a long procedure before selecting the graduates. The recruitment and
selection procedure of KPMG tends to focus upon the online portals in order to recruit the
candidates. The use of online portals tend to widen the talent pool of the organisation while
focussing upon the geographically diverse locations. The recruitment and selection process of
Lloyd's bank focuses upon online as well as several offline sources. The difference between the
two is that the recruitment process of KPMG might require more efforts in comparison to the
Lloyd's bank.
The organisational practices of both the organisations can be considered as highly aligned
with the notion of best practices. The practices of both the organisation tend to comply with the
several legal obligation as well as is based on accountable and reliable terms as they tend to
follow a transparent work procedure.
It can be evaluated from the report that both the organisations have provided access to the
recruitment and selection process in a very user friendly manner. The websites of the
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organisation provide abundant information in regard to the graduate recruitment and selection
processes. These processes of both the organisations can be considered highly inclusive.
The website of Lloyd's Bank tend to provide in depth information in context to the future
career development opportunities which is likely to attract and retain the employees in aspect of
the particular graduates. The Website of KPMG also tends to provide inflammation regarding
culture and career growth opportunities at the organisation in context to the legislations of the
United Kingdom. The recruitment and selection process considered by KPMG can be predicted
as more effective in order to save time as it eliminates the unsuitable graduates through online
assessment which further tends to save time and cost of the organisation.
Conclusion
It can be concluded from the report, that managing people and career is a significant task
in an organisation. The task is usually carried on by the Human Resource department of the
organisation. It is essential to notice the recruitment and selection within an organisation. The
recruitment and selection procedure is required to be significant in order to attain the effective
and efficient employees for the workplace. The report has discussed effective recruitment and
selection processes of the chosen organisation.
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