By: Saeed-Ur-Rashid, Md. Muktadir Hossain

HR planning and recruitment process in Bangladeshi

Organizations

Introduction

Human Resource plays the vital role to get the maximum contribution from its workforce. It is the nerve heart of the company as it is to deal

with a man who is the vital and most sensitive factor in any organization. Without the support of the human beings machine

remain idle, raw materials lie stacked and money gets tied up. Human resource is the main force to achieve organizational goals and

objectives.

In lodge to accomplish these goals and objectives, the organization needs productive human resources.

Recruiting Practices in Bangladesh• The present work aims at exploring differences and similarities

between the public and private sector manufacturing firms of Bangladesh with respect to recruitment and selection practices, sources of recruitment, and selection devices.

• Some imports are likewise proposed for the enhancement of the recruitment and selection practices of the public and private sector manufacturing firms of Bangladesh.

Planning and forecasting practices in Bangladesh

Planning and forecasting practices in Bangladesh

Integrated with the overall

strategy

Practicing organizational

Behavior effectively

A unified vision

Forecasting personnel needs for Bangladeshi organization

• Every organization has employment planning. And every company has also its employment planning.

• Organizations usually forecast their personnel needs based on their mission, strategic goals &objectives & technological and other changes resulting in increased productivity.

The need for effective recruitment process organization in Bangladesh

The general

recruitment process

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Identify Vacancy and Evaluate Need

Develop recruitment plan and select search

committee

Sourcing or attraction of potential candidates by

various means

Screening of initial applicants using a variety of

methods

Selection of the best candidate

Why recruiting is important for Bangladeshi Organization Why

recruiting is important for Bangladeshi Organization

To create a better work

environment

To create a good

workforce

To increase performance

of an organization

To help a company

reach new heights

What makes effective recruiting a challenge?

Job Avaibility

Reach goals in the mean

time

Create a good

environment

Hiring Talent

Highest-impact Strategic Recruiting Challenges

Not being prepared for recruiting competition

The increased volume of open positions will overload the recruiting system

Rusty hiring managers have diminished capabilities

A lack of speed will restrict the results

Long-ignored employer brands will begin to negatively impact recruiting

Steps of

Recruitment and Selection

Measuring Recruiting Effectiveness

Measuring Recruitment Effectiveness

Time to hire

Recruitment cost ratio

Recruitment cost ratio

Number of vacancies

Quality of Hire

Time-to-productivity

Longevity

Finding internal candidates

Finding internal candidates

Succession planning

Rehiring

Job posting

Pros and Cons of internal source of candidates in the organization in Bangladesh

Pros Cons Easier to assess applicants since more information is

available.

Less costly and quicker than an external Search.

Promoted employee is already familiar with organization policies, culture, etc.

Signals to employees that career opportunities exist in organization.

Improve employee morale and organization loyalty.

Lower costs for some jobs.

Narrowing of thinking and stale ideas.

May not help turn company around.

Training will be needed and learning curve will occur for the job duties.

Internal politics will occur (e.g. possible discontent of rejected applicants; new subordinates discount new boss knowledge and expect special treatment etc.)

Difficult to do with rapid growth.

Affirmative action goals may be more difficult to achieve.

Ripple effect.

Smaller talent pool / fewer applicants.

Rehiring Employees

Succession

Planning

External sources of candidates in the Organization in Bangladesh

• Most of the Organizations in Bangladesh prefers recruiting through advertisement via print media and electronic media. Still print media is one of the most used sources of recruitment.

• Now-a-days recruitment through job portals and organizational website is becoming popular in our country. HR Division of the organizations collects CVs of the external candidates from different job portals, such as: www.prothom-alojobs.com and www.bdjobs.com.

• Many organizations also take part in job fairs, on campus recruitment and also uses “Word of Mouth” to attract competent candidates.

• Recruitment via employment agencies is now becoming popular in our country. These agencies only provide CVs of competent candidates.

Steps involved in external recruiting process

Requisition of Advertisement

Employee of the Vacant CV Sorting Selection of the

Recruitment Position Candidate(s)

Written Final

Test Interview

Employee Pool

First (Potential &

Interview preferable for

another position)

Recruiting via the internet

Internet Recruiting Mathods in Bangladesh

Job Portals

Organizational Website

Job Portals

www.bdjobs.com

www.prothom-alojobs.com

Organizational website

Career Page Seperate website

Advantages and disadvantages of internet recruiting

ADVANTAGES DISADVANTAGES

Cost savings

Time savings

Expanded pool of applicants

More unqualified applicants

Additional work for HR staff

members

Many applicants are not

seriously seeking employment

Access limited or unavailable to

some applicants

Advertisement for vacant position

Employment

Agencies

Employment Agencies

Placement Firms

# Junior level,

# Mass,

# Semi-skilled positions.

Executive Search Firms

# Top level Executives,

# Specialized Positions

Alternative

Staffing

Alternative Staffing

Temp. Agencies

In-house temporary employees

Contract technical

employees

Offshoring and outsourcing jobs

Offshoring Outsourcing

Definition Offshoring means getting work done in a

different country.

Outsourcing refers to contracting work out to an

external organization.

Risks and

criticism

Offshoring is often criticized for transferring

jobs to other countries. Other risks include

geopolitical risk, language differences and poor

communication etc.

Risks of outsourcing include misaligned interests of

clients and vendors, increased reliance on third

parties, lack of in-house knowledge of critical (though

not necessarily core) business operations etc.

Benefits Benefits of offshoring are usually lower costs,

better availability of skilled people, and getting

work done faster through a global talent pool.

Usually, companies outsource to take advantage of

specialized skills, cost efficiencies and labor

flexibility.

Executive Recruiters Executive

Recruiters

Marketplace Knowledge

and Expertise

Specialized Knowledge

and Resources

ConfidentialityObjective

Input

Negotiation Buffer

Older

workerOlder

worker

Saving time and money

great experience

more efficient

communication skills

Diplomatic

role models

punctual & dedicated

Developing and Using Application Forms in organizations in Bangladesh

• Personal data (address, sex, identification marks) ii. Marital data (single or married, children, dependents)

• iii. Physical data (height, weight, health condition) iv. Educational data (levels of formal education, marks, and distinctions)v. Employment data (past experience, promotions, nature of duties, reasons for leaving previous jobs, salary drawn, etc.)

• vi. Extra-curricular activities data (sports/games, NSS, NCC, prizes won, leisure-time activities)

• vii. References (names of two or more people who certify the suitability of an applicant to the advertised position)

Purpose of Application form

To faciliate productive interview

Pre screen job applicants

To prevent discriminations

Legal documents

Perpose of the application form

Application Guideline

Questions to

beware

Education.

Arrest record

Notify in case of

emergency

Membership in

organization

Physical handicaps

Marital status

Housing

Obstacles of effective recruitment system:

• Retention problems will increasingly impact recruiting

• Velocity once again becomes essential to stay competitive

• Limited resources will require position prior

• Business volatility makes workforce planning more necessary, but more difficult

• College recruiting must be engineered if it is to succeed

• The shortage of top recruiters will become evident

• Large firms must take to compete with startups for talent

• Obtaining high-impact technology will however be problematic

Effective recruitment

process

Develop a job advertising database

Set time aside to review resumes & interview candidatesUse a tracking form to

keep track of candidates, qualifications and

progressCluster candidate interviews

Use template letters that can be personalized

Build relationships with candidates

Review, Follow up and revise the recruitment process

Thank you