1.
C
WELCOME TO THE
PRESENTATION

2.
C
PRESENTATION ON
ANANALYSIS OF RECRUITMENT &
SELECTION PROCESS OF
SONALI BANK LIMITED

3.
Rangamati Science & Technology University
Supervised By
Mohona Biswas
Assistant Professor
Department of Management
Rangamati Science & Technology University
Submitted By
Rahanuma Tasmin
Reg No: 2015-22-34
Department of Management
Rangamati Science & Technology University

4.
Table of Content
Topic Name Topic Name
Introduction Recruitment Interview
Background of the study Definition of Selection
Objectives of the Study Selection Process
Scope of the Study Difference between Recruitment and Selection
Methodology of the study Recruitment and Selection procedure of Sonali
Bank Limited
Limitation of the Study Sources of Recruitment of SBL
Sonali Bank Profile Recruitment Process of Sonali Bank Limited
Vision & Mission Selection Process of Sonali Bank Limited
Definition of Recruitment Findings of the Study
Types of Recruitment SWOT Analysis of Sonali Bank Limited
sources of Internal Recruitment Implication of the study
sources of External Recruitment Limitations of Sonali Bank Limited
Importance of Recruitment Recommendation
Recruitment Process Conclusion

5.
Introduction
The recruitment and selection processes of an organization are two of its most important
Human Resource planning activities. The basic purpose of recruiting is to ensure a sufficient
pool of applicants from which the most qualified individuals may be selected. Effective
recruiting is important because sufficient number of qualified applicants is needed to ensure
that selection can be successfully accomplished.
Recruitment precedes selection and helps in selecting a right candidate. Recruitment is a
process to discover the sources of manpower to meet the requirement of the staffing
schedule and to employ effective measures for attracting that manpower in adequate
numbers to facilitate effective selection of efficient personnel.

6.
Background of the study:
Dimension of Banking all over the world has been changing rapidly due to the deregulation
of globalization and technological innovation. Recruitment and selection process is an
important issue in modern day business which is conducted by banks and other Human
Resource department. So, I am lucky that I have been assigned with the Human Resource
department to work in and I decided to prepare a report on “An Analysis of Recruitment and
selection process of Sonali Bank Limited”. The internship program on a bank like Sonali
Bank Limited has certainly improved my professional learning.
Objectives of the Study:
• To analyze the recruitment and selection process of Sonali Bank Limited.
• To identify the strengths and weaknesses of existing recruitment and selection process.
• To suggest some measures for bringing effectiveness in recruitment and selection process.

7.
Scope of the Study:
The report deals with the recruitment and selection process in terms of theoretical point of
view and practical use. The study will allow learning about the recruitment and selection
issues, importance, modern techniques and models used to make it more efficient. The study
will help to learn the practical procedures followed by the leading organizations. Moreover,
the study will help to differentiate between practice and the theories that direct to realize
how the organization can improve their recruitment and selection process.
Methodology of the study:
Primary sources of data:
Primary sources of data are collected from the employees of Sonali Bank Limited (SBL).
• Discussion and informal interview with officials
• Desk work and observation
Secondary sources of data:
• Relevant books
• Job description and recruitment files
• Annual report of SBL

8.
Limitation of the Study
• The main limitation took place when the information about recruitment and
selection policies was being collected. It was really hard to have information
of their recruitment and selection policies.
• The annual report is the main secondary sources of the information but
information was not enough to complete the report.
• Most of the report was made by following the Human Resource Management
basic so the reflection of the theory was highlighted in the report mostly than
the practical references.

9.
Sonali Bank Profile:
Name of the Company Sonali Bank Limited
Chairman Mr. Ziaul Hasan Siddiqui
CEO & Managing Director Mr. Md. Ataur Rahman Prodhan
Company Secretary Mr. Tauhidul Islam
Legal Status Public Limited Company
Genesis Emerged as Nationalised Commercial Bank in 1972, following
the Bangladesh Bank (Nationlisation) Order No. 1972 (PO
No.26 of 1972)
Date of Incorporation 03 June, 2007
Date of Vendor's Agreement 15 November, 2007
Registered Office 35-42, 44 Motijheel Commercial Area, Dhaka, Bangladesh
Authorized Capital Taka 6000.00 Crore
Paid-up Capital Taka 4530.00 Crore
Number of Employee 19,348
Number of Branches 1228
Phone-PABX 9550426-31, 33, 34, 9552924
FAX 88-02-9561410, 9552007
SWIFT BSONBDDH
Website www.sonalibank.com.bd
E-mail itd@sonalibank.com.bd

10.
Vision
Socially committed leading banking institution with global presence.
Mission
Dedicated to extend a whole range of quality products that support divergent needs of people
aiming at enriching their lives, creating value for the stakeholders and contributing towards
socio-economic development of the country.

11.
Definition of Recruitment
Recruitment is a process of identifying, screening, shortlisting and hiring potential resource
for filling up the vacant positions in an organization. It is a core function of Human Resource
Management.
Different authors define Recruitment in different ways. Here is a list of some of the
definitions:
“Recruitment is the process of discovering potential candidates for actual or anticipated
organizational vacancies. Or, from another perspective, it is a linking activity-bringing
together those with jobs to fill and those seeking jobs.” (De Cenzo and Robbins 1999)
According to Edwin B. Flippo, “Recruitment is a process of searching for prospective
employees and stimulating and encouraging them to apply for jobs in an organization.”

12.
Types of Recruitment:
1. Internal Recruitment
2. External Recruitment
sources of Internal Recruitment:
• Promotions
• Transfers
• Internal Advertisements (Job Posting)
• Recruiting Former Employees
• Employee Referrals
• Previous Applicants
Sources of External Recruitment:
• Direct Recruitment
• Employment Exchanges
• Employment Agencies

13.
• Advertisements
• Professional Associations
• Campus Recruitment
• Word of Mouth Advertising
Importance of Recruitment:
It determines the current and future job requirement.
It increases the pool of job at the minimal cost.
It helps in increasing the success rate of selecting the right candidates.
It helps in reducing the probability of short term employments.
It meets the organization’s social and legal obligations with regards to the work force.
It helps in identifying the job applicants and selecting the appropriate resources.
It helps in increasing organizational effectives for a short and long term.
It helps in evaluating the effectiveness of the various recruitment techniques.
It links the potential employees with the employers.

14.
Recruitment Process
Recruitment Planning
Strategy Development
Searching
Screening
Evaluation and Control

15.
Recruitment Interview
An interview is an intentional exchange of ideas, questions answers and conversation
between two or more people. Generally, an interview is a process of private meeting
conversation between people, asking questions and responding to information on quality,
attitudes, leaflets, etc.
Definition of Selection
The process of selecting or choosing the best candidate for a vacant employment position in
a company is known as selection.
Different authors define Selection in different ways. Here is a list of some of the definitions:
Dale Yoder has defined, “Selection is the process by which candidates for employment
are divided into two classes those who will be offered employment and those who will not”.
M. Ataur Rahman has defined, “Selection is the screening and filtering process of job
applicants who have been invited to apply for the vacant positions through which the
process comes to an end”.

16.
Selection Process
Preliminary Interview
Receiving Applications
Screening of Applications
Employment Test
Interview
Reference Checking
Medical Examination
Final Selection

17.
Difference between Recruitment and Selection
Comparison
basis
Recruitment Selection
Meaning Recruitment is an activity of searching candidates
and encouraging them apply for it.
Selection refers to the process of selecting the best
best candidates and offering them job.
Approach Positive Negative
Objective Inviting more and more candidates to apply for the
vacant post.
Picking up the most suitable candidate and
rejecting the rest.
Key factor Advertising the job. Appointment of the candidate.
Sequence First Second
Process Vacancies are notified by the firm through various
sources and application form is made available to
the candidate.
The firm makes applicant pass through various
levels like submitting form, written test, interview,
medical test and so on.
Contractual
relation
As recruitment only implies the communication of
vacancies, no contractual relation is established.
Selection involves the creation of contractual
relation between the employer and employee.
Method Economical Expensive

18.
Recruitment and Selection procedure of Sonali Bank Limited:
Sonali Bank Limited's recruitment aims to attract and retain highly skilled human resources
who would excel in their respective fields. The bank attempts not only to attract well-
qualified individuals, but also to discover and recruit employees who are truly interested in
working for the bank for a reasonable amount of time.
SBL practices two types of recruitment:
• Yearly recruitment- this is done each year, according to the HR plan
• Need-based recruitments- this is done when there is a sudden vacancy
Sources of Recruitment of SBL:
Internal sources:
• Recruitment through promotion
• Company‘s own website
• Transfer
External sources:
• Direct Recruitment
• Advertisement in the newspapers
• Contractual Recruitment

19.
Recruitment Process of Sonali Bank Limited
Workforce Forecasting
Prepare and publish advertisement
Receive application from several sources
Sort out CV’s according to the criteria
Plan for the selection test
Create database and inform applicants
Taking necessary preparation for exam
Recruitment file closing with reports
File handover to the appointment unit

20.
Selection Process of Sonali Bank Limited
Receipt of Applications
Sorting out of Applications
Informing Candidates
Written Tests
Interview
Background Investigation
Final Approval by Competent Authority
Physical Tests
Joining and Placement

21.
Findings of the Study
Existing Human Resources are not sufficient. More skilled staff must be recruited.
Sonali Bank Ltd. uses both internal and external sources of recruitment.
Before planning manpower SBL assesses the need assessment, external conditions,
organizational conditions, employee inventory.
In the recruiting and selecting procedure, contemporary technology is not used.
The Recruitment and Selection process of Sonali Bank Ltd is not cost effective for
candidates.
The formal recruiting method is followed by Sonali Bank Ltd.
The Recruitment and Selection process of Sonali Bank Ltd. follows objective criteria.
Recruitment and Selection process of Sonali Bank Ltd. is somewhat bias free.

22.
SWOT Analysis of Sonali Bank Limited
Strengths
• For the selection procedure, a strong written
and oral test is required.
• A positive image and a solid reputation
• Strong networks all over the country.
• Workforce is both energetic and intelligent.
• No engage in unfair business practice.
• Customer loyalty and a constant emphasis
on the customer.
Weakness
• Human resources information system is
mostly paper based.
• Lengthy procedure of job circular.
• Lengthy procedure of selection process.
• The bank lacks of using modern and
advanced banking tools and techniques.
• Lack of experienced employees in junior
level management.
Opportunities
• Potential high-profile clients.
• The government has the resources to aid in
the bank’s improvement process.
• The bank can undertake need-based
training programs and full computerization
of the bank's activities.
• The bank can expand its business areas and
create more employment opportunities.
Threats
• Emergence of more private banks taking up
market share.
• Some rules and regulations of Bangladesh
Bank also create threat for the bank.
• Illegal interference of Collective Bargaining
Agent (CBA) in banking activities.
• Gap between actual and present strength of
manpower.

23.
Implication of the study
This report contains the Bank's policy on HR planning, personnel recruitment and
selection, and other relevant issues.
This report can aid in decision making at the top level.
This report can be used as a tool for evaluating recruitment and selection criteria
effectively.
This report works as an information source for efficient recruitment and selection
procedures for the bank.
This report helps to identify HR related issues of the bank and therefore provides the
required recommendations.

24.
Limitations of Sonali Bank Limited
 The employees are not efficient and skilled enough.
 Lack of proper motivation, training, and job rotation.
 Lack of proper supervision.
 Lack of adequate update & accurate information from the management
 information system.
 Unstable policies of the government due to political changes over time.
 Security system of many branches is not sufficient.
 Employee selection/sorting process is still not automated.
 Centralized management leads to a lack of efficiency.

25.
Recommendation
The employees in the Human Resource Division at Sonali Bank Limited are not enough; more
qualified and skilled personnel are required for the purpose of improving the entire recruiting
process in the Human Resources Division.
SBL should reduce the process time of recruitment and selection. A logical and rational time range
will ensure participation of qualified candidates in the selection process.
The process of recruitment and selection is not economical for the candidate and should make the
process cost-effective for the candidates.
Employee selection process should be automated.
The bank uses conventional recruitment and selection process in choosing potential employees. In
order to make the process more efficient, faster and reliable, the bank need to be improved by
contemporary technologies.
The bank need to limit the interference of CBA.
The bank should develop such a system through which they can assess employees without any
influence.

26.
Conclusion
The study on Sonali Bank Limited's recruitment and selection procedure showed that people are
the most significant asset for any company to develop. Many elements are involved in the
development of human resources. In order to enhance the effectiveness of a company,
recruitment and selection processes play an essential part. It is vital to have a dynamic recruiting
and selection process. Sonali Bank Limited's human resource division is now required to go
beyond the scope of contracts and rules to actively contribute to the operation and success of the
Financial Business Institution.

27.
Thank You