Recruitment & Selection Process
at HBL (Habib Bank Limited)
• Danish Riaz Shaikh (Group Leader)
• Naveed Khero
• Paras Akhlaque Shaikh
• Sonam Balchand Ahuja
• Introduction and Brief History of HBL
• Human Resource Department at HBL
▫ Opening and Closing Phase of Recruitment
▫ Internal and External Recruiting
▫ Media Sources used for External Recruiting
▫ Job Analysis at HBL
▫ Five Processes of HR Manual
HBL (Habib Bank Limited)
• Inception in 1941.
• Moved head quarters from Mumbai to Karachi.
• First commercial bank of Pakistan.
• Over 1500 branches in Pakistan, 1000 ATMS
and 55 branches worldwide.
Human Resource Department at HBL
• Very active and one of best HR department in
• HR of HBL is also Working on
▫ Strategic planning of HBL
Geographic expansion strategy
▫ Functional Strategy
• Opening and closing phase of HBL recruitment.
Recruitment in HBL
Internal Recruitment: Hiring from the Organization
External Recruitment: Hiring outside of the
Media Sources used for External Hiring
• HBL uses outside sources for recruitment which are:
▫ 1.Newspapers (Daily Jung, Nawa-e-Waqt, The Nation,
Dawn and Daily Khabrein etc)
▫ 2.Trade and professional journals (Aurora Magazine)
▫ 3.Internet job sites (rozee.pk)
• Outside sources of candidates:
▫ 1.Sidat Hyder Morched Association works for outsourcing
▫ 2.College recruitment
▫ 3.Employee referrals
Job Analysis at HBL
• The interview
▫ Individual employees, group of employees and
supervisors with vast knowledge about jobs are
▫ In questionnaire the employees fill out
questionnaires to describe their job related duties
Job Analysis at HBL Cont…
• Job Description
▫ After getting job analysis information the next
step is to describe job description which contains
the points of job identification.
• Job Specifications
▫ After formulating job description the next step
taken is job specification in which the traits of
employees are defined who are assumed suitable
for the job at HBL.
Human Resource Manual of HBL Contains Five
Selecting and Recruiting
Training and Development
Analysis of Position and Recruitment
Pre Screening and Short Listing
Test / Interviews
1. Selecting and recruiting process according to HBL
Analysis of positions and requirement: After planning it is
analyzed that which position is going to be filled and the requirement
is analyze by job analysis.
Identify Candidates: HBL identifies its candidates by developing
the criteria of job description and job Specification.
Finding internal candidates:
▫ Job Postings
▫ Rehiring former employees
Prescreening and short listing: Selection board goes through
those CVs and selects those candidates which initially fulfill the
criteria of selection board.
After prescreening selection board short lists the candidates who are
considered most suitable for job at initial level on the basis of
Test/ interview: In this process short listed candidates are called for
test and interview according to nature of their applied jobs.
Formats used in selection interview:
Modes of Interview:
• Penal interview
• Structured sequential interview
Types of questions:
Final Selection: After going through all the processes the best
candidates according to HBL’s selection boards are selected.
2. Training and development:
For training and developing HBL follows five steps process of
training and development:
Needs analysis: Identify job performance skills needed, assess
prospective trainee’s skills, and develop objectives.
Instructional design: Produce the training program content,
including workbooks, exercises, and activities.
Validation: Presenting (trying out) the training to a small
Implement the program: Actually training the targeted
Evaluation: Assesses the program’s successes or failures.
Training methods mostly used by HBL:
Coaching or understudy: it is done at all level of the jobs. It is the OJT
method in which employee is coached and taught by profession that how to
do the job in order to meet HBL’s goals and objectives.
Job Rotation: Moving a trainee from department to department to
broaden his or her experience and identify strong and weak points. HBL’s
Manager Associate program is used for job rotation training.
Special Assignments: These assignments are actually related to tasks
within the branch by achieving those tasks assigned by trainer, employee
Action Learning: Management trainees are allowed to work full-time
analyzing and solving problems in other departments.
• Case study methods: special case studies are given to employees which
contains some dilemma about banking sector. By solving those case study
problems employee gets training to take bold and effective decision in
• Outside seminars: HBL encourages its employees to participate in the
seminars arranged by banking sectors not just in the Pakistan but also
beyond the boarders. By participating in outside seminars employee gets
authentic knowledge about the new horizons of banking sector which is
useful for HBL and makes it leading bank in Pakistan.
• It is actually management developing program. Succession planning
is a process through which senior-level openings are planned for
and eventually filled. HBL’s Management Trainee (MT) program
deals with succession planning.
• 6 months probation period for all level of jobs.