This document contains information about a group presentation including names and student IDs of group members. It also contains sections written by each group member on various topics related to recruitment and selection such as the definition of recruitment, alternatives to recruitment, advantages and disadvantages of recruitment, the difference between recruitment and selection, the selection process, objectives of employee selection, and the employee selection process in Bangladesh.

1. Welcome to our presentation
Group:08

2. Table of contents
Name ID Number
Imon Saha 12005031
MD Amran Hossain 12005037
Mousumi Sarkar 12005041
Mosharaf Hossain 12005047
Shahinur Farzana Pizu 12005054

3. Imon Saha
ID:12005031

4. What is Recruitment?
Recruitment refers to the process of identifying, attracting interviewing, selecting,
hiring and onboarding employees.
That means it involves everything from the identification of a staffing need to
filling it.
Depending on the Size of an organization, recruitment is the responsibility of a
range of worker.

6. Md: Amran Hossain
ID:12005031

7. What is alternatives to recruitment?
The Alternatives to Recruitment are the temporary ways of hiring people for
the job position with a view to saving cost incurred in recruiting process and
meet the short-term demand for increased work volume.

8. Some alternatives to recruitments are
• Employee leasing
• Subcontracting
• Temporary employment

9. Employee Leasing
The employee leasing is also called as “staff outsourcing” wherein the
permanent employees of other firms are hired due to their specialization in a
certain field on a lease basis to meet the short term requirements of the client
company. Here the individuals work for the leasing firm.

10. Subcontracting
The subcontracting is a business practice wherein a certain portion of the work
is delegated to other specialized agencies to meet a surge in the demand for
goods and services. Here, the contractor with a mutual consent assigns some
task to some other specialist contractor who helps in completing the project.
The subcontracting is prevalent in the complex jobs such as construction,
building, and information technology.

11. Temporary Employment
The temporary employees are those who are hired for a specific time period
until the task gets accomplished. Earlier the temporary employment agencies
were used in hiring the unskilled and semi-skilled laborers, but nowadays the
employees are readily available for the technical, professional and executive
positions as well.

12. What is Constraints of Recruiting Efforts?
Constraints on the recruiting efforts are the hindrances faced during the
recruitment process. In real world practice it is actually difficult to find and
select a suitable candidate fit for the job.The recruiting organization’s mode
of communication may not be an appropriate one.

13. Some constraints of recruitment efforts are
• Attractiveness of the job
• Image of the organization
• Governmental influence
• Internal organizations policies
• Internal organizations policies

14. Mousumi Sarkar
ID:12005041

15. Advantages and disadvantages of
recruitment
Advantages Disadvantage
• Provides higher quality candidates. • Recruitment may stagnate the company's
culture
• Ensures faster hiring. • Increases training costs of the new
applicants.
• New hires are likely to have fewer internal
political issues.
• New employees may require longer
adjustment periods and orientation efforts.
• Helps hire applicants with specialist
knowledge.
• Recruitment agencies have limited
choices.
• Promotes business growth and
innovation.
•The recruiting process may take more
time and resources.

16. Difference between Recruitment and
Selection
Basis Recruitment Selection
Meaning It is an of establishing contact
between employers and applicants.
It is a process of picking
up more competent And
suitable employees.
Objective It encourages large number of
candidates for a job
It attempts at rejecting
unsuitable candidates.
Priority Recruitment is the initial process. Selection is the final
process.
Level Generally, Lower level managers deal
with recruitment process
Mid and top level
managers deal with
selection process.
Hurdles The candidates have not to cross over
many hurdles
Many hurdles have to be
crossed.
Approach The approach of recruitment is
positive approach
The approach of
selection is negative
approach.

17. Shahinoor Farzan Pizu
ID:12005054

18. What is Selection?
Selection is the process of identifying an individual from a pool of job
applicants with the requisite qualifications and competencies to fill jobs in the
organization

19. Selection Process

20. Mosharaf Hossain
ID:12005047

21. Objectives of Employee Selection
Objectives of Employee selection is the process of putting the right people in
the correct position. Each and every time, different organization are faced
with a never-ending task of selecting and hiring new employees.The hiring
managers are confronted with a difficult task as the job is more repetitive and
each and every time the job requirements for a particular position is usually
the same.

22. Some major
objectives of employee selection are discussed below
Find a qualified candidate and fill the position you need filling.
To determine how far an employee want to achieve
Conduct a successful interview during the selection process
Reduce the cost
To meet the legal concerns
Reduce the turnover rate
Improve your brands’ perception

23. Employee selection in Bangladesh
In Bangladesh, there are several pieces to the employee selection process:
sourcing candidate, reviewing and tracking applicants, conducting interviews
and selection for employment.

24. Sourcing Candidates
This is the first step in the recruitment and selection process. Sourcing
candidates means our employment specialist is using a variety of methods to
find suitable candidates for job vacancies. Sourcing can be done via online
advertising on job and career sites or professional networking and
participation in trade associations.
Tracking Applicants
The next steps in the recruitment and selection process are tracking applicants
and applications and reviewing resumes. Applicant tracking systems (ATS) are
becoming extremely helpful to employers, and this technology aids in the
management of job vacancies and applications for every open position.

25. Preliminary Phone Interview
Conducting a preliminary phone interview is essential for obtaining information
about the applicant background, work history and experience.When our
employment specialist conducts a preliminary interview, the objective is to
determine whether or not the applicant has the requisite skills and
qualifications for the job vacancy.
Face-To-Face Interview And Selection
In this stage of the recruitment and selection process, the hiring manager
reviews the applications and resumes the employment specialist forwarded to
her.The hiring manager invites the applicant to interview face-to-face;
communication about the interview and scheduling is generally handled by the
employment specialist. This ensures that all qualified applicants receive the
same information.

26. Extending An Employment Offer
Once the hiring manager decides which candidate is most suitable for the job
vacancy, time to inform the candidate of pre-employment matters, such as
background inquiries, drug tests and, if applicable, licensing information.
Considerations
As a leading manpower recruitment agency in Bangladesh our Human
resource consultant are always try to make the recruitment and selection
process easy and effective for our clients. Our company recruitment and
selection process in Bangladesh is the best way to achieve success in the
business world.