Arifur Rahman :Recruitment and selection procedure plays a vital role in the concept of present business. Since the company’s functions start with the recruitment and selection, if it is not done in a systematic and effective way, all other functions will get affected. This is true in case of banking institutions. Banking institution in the world presently faces many problems such as corruptions of employees’, loan scandals etc. These situations are also prevailing in the banking sector of Bangladesh. It is expected that better recruitment and selection practices can improve above problems of any banking organization. With this regard, the current study has been prepared in the context of the Banking Institution.Selection Process Human Resource management is of paramount importance for bank management. Human resource recruitment involves evolving an appropriate planning process to move the bank from its particular human resource position to desire human resource position and placement of right of people at the right place at the right time. It should make the decision on the successful candidates as a result of candidate data collection, candidate assessment, comparison. In the recruitment process there are couples of steps that are to be followed:1. Application form.2. Collection of curriculum vitae (CV).3. Screening/short listing.4. Reference check.5. Written test.6. Interview performances7. Appraisals (internal candidates)8. Online questionnaires9. Assessment centre performancesSelection Activities Screening of CandidatesFollowing publication of Job Vacancy, concerned Division/ Department Head and HR Division will scrutinize the applications and short list candidates for inviting to oral interviews or written tests where applicable. When screening following criteria will be followed:-For the Executive position, candidate must be at least graduate from the preferred universities.-For Executive and above, candidate must have at least 2nd class in all academic level. However, in case of competent candidates with strong experience in the relevant field such educational qualification may be relaxed.-For Non-Executive permanent employees, minimum educational requirement is SSC.-For Non-Executive contractual employees, candidate must be of class eight pass.Final SelectionFrom process of the interview some suitable candidates comes out. Once the final incumbent is selected, HR Division (Compensation & Benefit) will initiate the compensation Plan and will make offer / process the appointment formalities. This time HR manager discuss about few things like: terms and condition of company, salary and benefit and joining. A typical way of applying selection methods to a large number of applicants for a job requiring relatively high levels of KSAs would be the following:1. Once references and, if required, background checks are completed, the staffing specialist develops an offer that both of you feel is appropriate and attractive to the candidate. In some cases, the staffing specialist will consult with the compensation staff for salary authorization.2. Use extensive interviews and appropriate testing to determine which of the minimally qualified job candidates have the highest degree of the KSAs required by the job.3. If the candidate accepts the offer, then you or the staffing specialist updates the Jobs, indicating the final candidate and the candidates who were interviewed but not hired.4. The staffing specialist sends an offer confirmation letter to the candidate confirming the position, start date and the salary. The letter also includes information about attending new employee orientation.One viable strategy for arriving at a sound selection decision is to first evaluate the applicants on each individual attribute needed for the job. That is, at the conclusion of the selection process, each applicant could be rated on a scale for each important attribute based on all the information collected during the selection process.Final ApprovalLike the requisition for appointing candidate the approval of MD is needed. This time HR manager sends the approval to MD that these candidates are selected in interview for this position and they are going to appoint these candidates for the post. (Arifur Rahman is a MBA student in a private university).
