The document discusses the recruitment, selection and hiring process of The City Bank Ltd. It provides definitions and differences between recruitment, selection and hiring. It then details the bank's recruitment and selection process, which includes advertising openings, screening candidates, interviews, making job offers, medical tests and hiring. It also discusses internal recruitment policies and procedures. Major findings are that the bank uses centralized recruitment coordinated by HR, and the selection process can be time-consuming. Recommendations include improving the sorting of CVs, developing an online employee database, providing training, and making some selection decisions centrally to reduce time.

1. Recruitment, Selection and Hiring
Policy of The City Bank Ltd.

2. Definitions
Recruitment
The process of finding and hiring the best-qualified candidate
(from within or outside of an organization) for a job opening,
in a timely and cost effective manner. The recruitment
process includes analyzing the requirements of a job,
attracting employees to that job, screening and selecting
applicants, hiring, and integrating the new employee to the
organization.
(source: www.businessdictionary.com)

3. Selection:
Definitions
Selection involves the series of steps by which
the candidates are screened for choosing the
most suitable persons for vacant posts. It is the
process of differentiating between applicants in
order to identify and hire those with
greater likelihood of success in job.
(source: www.wikipedia.com)

4. Definitions
Hiring:
Hiring is the process of Selection.
Policy:
A policy is a principle to guide decisions
and achieve rational outcomes. A policy is a
statement of intent, and is implemented as
a procedure[ or protocol.
(source: www.wikipedia.com)

5. Differences Between Recruitment,
Selection & Hiring
Recruitment Selection Hiring
The recruitment is the process of
searching the candidates for
employment and stimulating them to
apply for jobs in the organization.
Selection involves the series of steps by
which the candidates are screened for
choosing the most suitable persons for
vacant posts.
The basic purpose of recruitment is to
create a talent pool of candidates to
enable the selection of best candidates
for the organization, by attracting more
and more employees to apply in the
organization
The basic purpose of selection process is
to choose the right candidate to fill the
various positions in the organization.
Hiring is the process of
Selection
Recruitment is a positive process i.e.
encouraging more and more employees
to apply
Selection is a negative process as it
involves rejection of the unsuitable
candidates.
Recruitment is concerned with tapping
the sources of human resources
selection is concerned with selecting the
most suitable candidate through various
interviews and tests.
There is no contract of recruitment
established in recruitment
selection results in a contract of service
between the employer and the selected
employee.

6. Overview of The City Bank Ltd.
• Date of Establishment: March 14, 1983
• Number of Branches: 99 (as of September 01, 2014)
• Number of Employees: 1886 (as of September 01, 2014)
• Number of Directors: 13
• Current Chairman: Mr. Rubel Aziz
• Current MD & CEO: Mr. Sohail R.K. Hossain
• Current Head of HR in Charge: Mr. Sohail R.K. Hossain
• Current Head of HR Operations: Mr. Hasan Md. Lablu
(source: www.thecitybank.com and HR Office of CBL)

7. Recruitment, Selection & Hiring
Process
CEO
Leaders
Managers
Officers
Top Management Level
Executive Level
Sr./Manager Level
Work Force Level

8. Recruitment, Selection & Hiring
Process
Primary screening based on Advertisement
Written tests that evaluate basic Job knowledge/Communication/Analytical
aptitude (upto EO Level)
Evaluation of written communication and analytical skills (upto EO level)
Well-structured and paneled interviews that focus on required Management
Competencies for a particular
Final Selection
Medical Test
Appointment & Hiring

9. Recruitment, Selection & Hiring
Process
External Recruitment Policy
Recruitment Policy of City Bank Limited (CBL) is
formulated to ensure an efficient and transparent
recruitment process for the bank. Human Resources
Division is responsible for all recruiting activities. Line
manager and divisional head will be consulted at different
stages of recruitment process by HR. Strict confidentiality
will be maintained by the concerned personnel involved
with recruitment process. Any exception to the following
clauses can only be made by Managing Director
& CEO.

10. Recruitment, Selection & Hiring
Process
Educational Qualification
Individuals joining at Management Trainee & Officers (fresh, without
prior experience) level at CBL have to have a graduate degree,
completing four years of graduation in any discipline from UGC
approved universities of Bangladesh or renowned universities from
abroad. Individuals who have completed B.Com or the likes (less than
four years of graduation) will need to have a post graduate degree in
order to be eligible to apply for the above mentioned posts. However
candidates who have done only graduation (below four years) will be
eligible to apply for junior officer/Cash
officer.

11. Recruitment, Selection & Hiring
Process
Steps of Recruitment
Candidates applying for all temporary and officer position at CBL
will have to go through a written test with pass mark of 45%. For
candidates applying for the position of Executive officer and
above, written test is not mandatory however can be taken at
the discretion of Human Resources Division and the line
manager. An interview board will comprise of minimum three
members who should include one member from HR and one
from line division/department and one cross functional.

12. Recruitment, Selection & Hiring
Process
Medical Test
In CBL, the job offer is contingent on passing medical examination
conducted by the Bank nominated diagnostic centre.
Reference Check
Bank may go for reference check wherever deemed necessary and
HR must do the reference check.

13. Recruitment, Selection & Hiring
Process
Internal Recruitment Policy
CBL encourages people to grow from within and therefore will
give equal opportunity to recruit suitable candidates internally
against any vacancies. The internal job posting will be done
simultaneously with the external job advert and the internal
candidate will be given equal chance to compete with the external
short listed candidate for a specific job opening. Internal
candidates can only apply for a specific job opening after taking
approval from line manager and divisional head in the provided
form. An internal candidate need to have spent at least six months
in his current role to be able to apply for lateral internal move, and
at least one year in his current role to be able to apply for a
opening in a higher position.

14. Recruitment, Selection & Hiring
Process
External Recruitment Process
Head Count Planning
Manpower Needs and Recruitment Requisition
Job Posting
CV Sourcing and Short Listing
Written Test
Interview
Job Offer
Medical Test
Appointment Letter

15. Recruitment, Selection & Hiring
Process
Internal Recruitment Process
Job Posting
CV Short listing
Interview
Appointment to the New Role

16. Recruitment, Selection & Hiring
Process

17. Major Findings
Recruitment Procedure
 The City Bank Ltd uses an in-house function which ensures consistent
recruitment from opening to opening. As they use in-house functions
they have greater control on the recruitment process and they can
easily execute different aspects of recruitment properly.
 The City Bank Ltd pursued centralized recruitment policies. That is
recruitment activities are coordinated by the Human Resource
Division. The advantages of this centralization recruitment are quick
decision making, elimination of duplication, limitation of time, low
cost and efforts.
 It has a strong online application system. Generally they post the
advertising on www.bdjobs.com. The applicants send their resumes
through www.bdjobs.com. Later on HR Officials sorts out the
resumes according to the criteria.

18. Major Findings
 The Head of Human Resource along with the other stuffs do all the HR
activities in The City Ban Ltd. They maintain Human Resource
Information System (HRIS) for their employees.
 There is fair and equal treatment in different categories of the jobs in
The City Bank Ltd. Male and female employees are treated equally in
City Bank. There is no gender discrimination.
 There is no proper guideline in The City Bank Ltd regarding the
recruitment budget.
 There is little effort of HR division for continuous development in
recruitment process. The world is changing and recruitment process as
well. They are using the same methods and strategies year after year
because they are familiar with the practice and it is working.
 In many cases employees has to be selected upon request provided by
the Directors and in some cases Bangladesh bank officials.

19. Major Findings
Selection Procedure
 Usually, the selection is a time consuming procedure. All the processes
go through the decentralized decision making process that takes more
time to complete the whole selection process.
 The applicants send their resumes through www.bdjobs.com. These
resumes are then sorted for particular competencies. These sorted and
varied resumes are then entered in the database to weed out any
probable entry mistakes. The whole process takes considerable length
of time as the number of applicants often reaches staggering number.
 The persons who are selected in the process are only contacted.

20. Major Findings
 When selection takes place, The City Bank Ltd loses more qualified
candidate because within this time most of the candidates joined in
another organizations.
 In case of security guard, tea-boy and cleaner, they follow
outsourcing. That is they hire the employees from employment
agencies. Those workers work on temporary basis in The City Bank
Ltd. There is a contract between The City Bank Ltd and the supplier.

21. Recommendations
1. The Human Resource need identification should be done by HR
department rather than divisional Head. It will facilitate the
proper control of HR on different Branches and it will be possible
to procure the actual number of employees.
2. The CVs of applicants should be sorted on the basis of degree
or skill as early as possible which will save valuable time to
internal CV sourcing.
3. An online database of all employees should be developed so
that every employee has individual online profile account and it
can be accessed at a time by more than one employee.

22. Recommendations
4. Customer service skill are needed some improvement and
effective steps should be taken to provide one stop service
related training as early as possible.
5. Computerized database of salary is required from Jan- Aug
2009. It will take more time if the data of salary is being input to
database manually. Branches should make the soft copy and send
it to the HR.
6. The front liner banks are providing higher salary and picking
the efficient employees. The HR should make regular assessment
here.

23. Recommendations
7. There should be sufficient budget for Recruitment, Selection
and Hiring purpose.
8. For some valuable positions, selection decisions can be made
centrally to avoid time.
9. Reference should not be used as selection criteria because
there is a chance to select a wrong person.

25. Question and Answer
Thank you
&
Questions?
Recruitment, Selection & Hiring