Literature Review on Recruitment and

Selection Practices of RBL

Submitted to:

Dr. Mohammad Thoufiqul Islam

Associate Professor

Department of Management

University of Dhaka

Submitted by:

Md. Mahmudul Hassan Munna

MBA Serial NO: 207

Department of Management

University of Dhaka

Date of submission: 16. 07. 2014

Succession management is the process of ensuring that, a pool of skilled employees is trained
and available to the organization to meet the strategic objective of the organization.
It is very much important for the organization as organization has unlimited life and it required
more and more competent people to meet the need of the fast moving world. Another thing is
skilled people are not made in one day. The need to build up and it required time. For this reason,
organizations have to practice good succession management based on the future need and groom
up employees accordingly.
Succession management is a complex process as it deals with the complex human being. A well
tested succession management process consists of five steps. Those steps are briefly discussed
here for the better understanding.

Align succession management plans with strategy

Depending on the market or the types of business the required skill vary from organization to
organization. Organizations need people to meet the objective of the organization. So the HR has
to align all its strategy with its objective. So the managers has to determine what are the required
skills of the manager, how many managers need to fight in the competitive global world, how
many employees have those required skills. After determining these things the HR manager has
to plan all the things accordingly like succession planning, performance evaluation etc.

Identify the skills and competencies needed to meet strategic objectives

Once the HR manager has decided the required succession management objectives than they
have to go for the determination of the scale for the performance measurement. There are two
types of performance measurement scale. They are as follows:
Job-Based approach
This approach assume that, the employee who has the significant experience as manager and
have acquire job skills such as motivation, delegating, marketing, or managing finance will be a
successful manager.
Competency-Based approach
It refers to the group of related behavior that is needed for successful performance. They are
measurable performance that differentiates successful manager from the others. These
competencies may be hard or soft. Hard competencies are the ability to build a new technology
and the soft competencies is the ability to be in the top ten. Manager acquires these competencies
through job rotation and with the spirit of learning new things.
Among the above two competency measurement scale, most of the manager and HR specialist
prefer the second one. It is so because, the global business world is dramatically changing every
day and a successful manager have to know all the things related to the business of the
organization.

Discussions about Recruitment

Recruitment refers to the process of attracting, screening, and selecting a qualified person for a
job. At the strategic level it may involve the development of an employer brand which includes
an 'employee offering'.
So by the definition The process of identifying and hiring the best-qualified candidate (from
within or outside of an organization) for a job vacancy, in a most timely and cost effective
manner.
The recruitment phase of the hiring process takes place when the company tries to reach a pool
of candidates through job postings on company and external websites, job referrals, help wanted
advertisements, college campus recruitment, social media recruiting, etc.
Job applicants who respond to the recruitment efforts of the company are then screened to
determine if they are qualified for the job.
Selected candidates are invited to interviews and other methods of assessment. Employers may
check the background of prospective employees, as well as check references prior to making a
job offer and hiring the top candidate for the position
The stages of the recruitment process include: job analysis and developing a person
specification; the sourcing of candidates by networking, advertising, or other search methods;
matching candidates to job requirements and screening individuals using testing (skills or
personality assessment); assessment of candidates' motivations and their fit with organizational
requirements by interviewing and other assessment techniques. The recruitment process also
includes the making and finalizing of job offers and the induction and on boarding of new
employees.
Depending on the size and culture of the organization recruitment may be undertaken in-house
by managers, human resource generalists and / or recruitment specialists. Alternatively parts of
all of the process might be undertaken by either public sector employment agencies, or
commercial recruitment agencies, or specialist search consultancies.

There are two types of recruitment

 Internal recruitment
 External recruitment
The advantages of internal recruitment are that
1. Considerable savings can be made. Individuals with inside knowledge of how a business
operates will need shorter periods of training and time for 'fitting in'.
2. The organization is unlikely to be greatly 'disrupted' by someone who is used to working
with others in the organization.
3. Internal promotion acts as an incentive to all staff to work harder within the organization.
4. From the firm's point of view, the strengths and weaknesses of an insider will have been
assessed. There is always a risk attached to employing an outsider who may only be a
success 'on paper'.

External recruitment
External recruitment makes it possible to draw upon a wider range of talent, and provides the
opportunity to bring new experience and ideas in to the business. Disadvantages are that it is
more costly and the company may end up with someone who proves to be less effective in
practice than they did on paper and in the interview situation.
Recruitment approaches
There are a variety of recruitment approaches and most organizations will utilized a combination
of two or more of these as part of a recruitment exercise or to deliver their overall recruitment
strategy. In summary five basic models more commonly found are:-
 An in-house personnel or human resources function may in some case still conduct all
stages of the recruitment process. In the smallest organizations recruitment may be left to
individual managers. More frequently whilst managing the overall recruitment exercise
and the decision-making at the final stages of the selection process external service
providers may undertake the more specialized aspects of the recruitment process.
 Outsourcing of recruitment to an external provider may be the solution for some small
businesses and at the other extreme very large organizations.
 Employment agencies are established as both publicly-funded services and as commercial
private sector operations. Services may support permanent, temporary, or casual worker
recruitment. They may be generic agencies that deal with providing unskilled workers
through to highly-skilled managerial or technical staff or so-called niche agencies that
specialize in a particular industrial sector or professional group.
 Executive search firms for executive and professional positions. These firms operate
across a range of models such as contingency or retained approaches and also hybrid
models where advertising is also used to ensure a flow of candidates alongside relying on
networking as their main source of candidates.
Internet recruitment services including recruitment websites and job search engines used to
gather as many candidates as possible by advertising a position over a wide geographic area. In
addition social network sourced recruitment has emerged as a major method of sourcing
candidates
Sources of internal recruitment
 Company’s own website.
 Placement consultants.
 Employee reference
 From internship student
 Employment of Relatives

Sources of external recruitment

 Advertisement in the newspapers.
 Campus Recruitment.
 Job Centre
 Notice Bord

Discussion about selection

Employee Selection is the process of putting right men on right job. It is a procedure of matching
organizational requirements with the skills and qualifications of people. Effective selection can
be done only when there is effective matching. By selecting best candidate for the required job,
the organization will get quality performance of employees. Moreover, organization will face
less of absenteeism and employee turnover problems. By selecting right candidate for the
required job, organization will also save time and money. Proper screening of candidates takes
place during selection procedure. All the potential candidates who apply for the given job are
tested.
But selection must be differentiated from recruitment, though these are two phases of
employment process. Recruitment is considered to be a positive process as it motivates more of
candidates to apply for the job. It creates a pool of applicants. It is just sourcing of data. While
selection is a negative process as the inappropriate candidates are rejected here. Recruitment
precedes selection in staffing process. Selection involves choosing the best candidate with best
abilities, skills and knowledge for the required job.
Selection in staffing is the part of the recruiting process that deals with choosing an employee to
hire from among a narrowed-down list of outstanding candidates. Selection can actually occur
several times throughout the recruiting process. Managers select which candidates to contact
based on their resumes, which candidates to bring in for an interview and finally which
applicants to hire for open positions. Understanding the different levels of selection and what to
look for at each level can help you to select the ideal job candidates for long-term success.
After interviews are conducted, hiring managers and human resources personnel meet and select
a candidate to offer the job to. The team carefully considers the candidates' qualifications,
assessments and interviews to determine whom to offer the job. If hiring managers are not
satisfied with any of the candidates, the recruiting process may start again. In most cases, the
hiring team has the ability to select a candidate and a job offer is made. If the candidate declines
the job offer, the recruiting process may start again.

Methods of selection
 The interview as a selection method: pros and cons
 Tests as a selection tool
 The selection interview
Selection in staffing is the part of the recruiting process that deals with choosing an employee to
hire from among a narrowed-down list of outstanding candidates. Selection can actually occur
several times throughout the recruiting process. Managers select which candidates to contact
based on their resumes, which candidates to bring in for an interview and finally which
applicants to hire for open positions. Understanding the different levels of selection and what to
look for at each level can help you to select the ideal job candidates for long-term success.
After interviews are conducted, hiring managers and human resources personnel meet and select
a candidate to offer the job to. The team carefully considers the candidates' qualifications,
assessments and interviews to determine whom to offer the job. If hiring managers are not
satisfied with any of the candidates, the recruiting process may start again. In most cases, the
hiring team has the ability to select a candidate and a job offer is made. If the candidate declines
the job offer, the recruiting process may start again.