EMPLOYEES RECRUITMENT &SELECTION

Recruitment

1.

Recruiting refers to the process of attracting potential job applicants from the available

labor force. Every organization must be able to attract a sufficient number of the job candidates
who have the abilities and aptitudes needed to help the organization to achieve its objectives.
Selection
2.

Excellent employee selection starts with the main elements of the job description and the

success factors. With the job parameters, responsibilities and skills /knowledge and abilities lay
out, the interview assessment becomes much straighter forward. The next step is to define which
elements are most important and rank weight them accordingly 3-4 from each section sensible
and do this before interviewing the candidates.
Recruitment Process

3.

The step to step recruitment process followed by organization is:(a)

Job analysis is very important, as job analysis information is used in selecting and
recruiting, compensation, performance appraisal, training and in resolving other issues
which MCB faces.
(b)

Prepare job description and person specification

(c)
Advertising the vacancy and sourcing focuses on activities to attract both passive
and active candidates.
(d)

Managing the Response

(e)

Short listing

(f)

Arrange interviews

(g)
Conducting interviews and decision making and common strategies include peer
interviews, panel interviews, and the use of behaviorally-based interview techniques.
(h)
Reporting include surveying applicants and hiring mangers collecting and
analyzing applicant flow data, and reporting performance measure and processing
metrics.
Initiation of Staff Hiring
4.

All units/branches of the Bank should systematically forecast their future staffing

requirements for timely induction of competent high quality staff. Requirement of additional
staff/ replacement should be intimated to HRD through Divisional Heads/ Regional Managers/
General Managers/ Group Heads offices. All open positions are first posted internally by HRD
at the request of branch/ dept. concerned on the Employee Portal for a minimum period of seven
days. Incase vacant positions cannot be filled in through internal resources then such vacancies
will be filled in through external hiring as per Banks recruitment policy.
Sources of Candidates
5.

While hiring, the organization has pool of employees through:

(a)

Internal Sources

(b)

External Sources

Internal Sources
6.

The current employees are the internal sources for recruitment. Whenever a position is

vacant, the organization can post the vacancy internally and search for a suitable candidate. This
is also convenient for the organization as it reduces the search time, cost and also serves as
motivator for the employees. Some internal sources for recruitment are given below:
(a)

Transfers.

In MCB the employees are transferred from one department to

another according to their efficacy and experience.

(b)

Promotion.

The employees are promoted from one department to another with

more benefits and greater responsibility based on efficiency and experience.

(c)

Upgrading and Demotion. Others are upgrading and demotion of present

employees according to their performance.

(d)

Retired and Retrenched Employees.

Retired and retrenched employees

may also be recruited once again in case of shortage of qualified personnel or increase in
load work. Recruitment of such people save time and cost of the organization as the
people are already aware of the organizational culture, policies and procedures.
(e)

Deceased Employees and Disabled.

The dependent and relatives of

deceased employees and disabled employees are also employed by many companies in
recognition of the services rendered by the individuals to the organization so that the
family members of the deceased/disabled employees are not left at the mercy of others.
External Sources
7.

External source includes all the people within or sometimes, outsides the country who

are seeking the job opportunities and fulfill the requirements of the job when the organization
publishes the job advertisements in newspapers and on websites. Candidates are searched
through external sources that are outside the organization. Some external sources for recruitment
are given below:
(a)

Online Advertising.

Jobs are advertised on banks own website.

(b)

Print Advertising.

Jobs are advertised in newspapers and banks

internal publications.
(c)

Referrals/Recommendations.

One of the main sources of candidates is

referrals and recommendations from other candidates who they have placed.

8.

Staff hiring may be done in batches, in small groups or individually. The management of

the Bank may, at its discretion, employ expatriates. The Bank complies with the relevant
provisions of the Emigration Ordinance/Law when hiring such employees.
(a)

Hiring of Batches.

When a whole batch of fresh officers is hired, they are first

trained at the Banks Training & Development Centre (TDC) and then posted to
Branches/HO Divisions based on requirement. These batches will be hired under the
following categories;
(i)

Management Trainee Officers (MTOs)

(ii)

Operations Officers (OOs)

(iii)

Cash Officers (COs)

(iv)

SME Officers/ Credit Officers/ Lease Finance Officers (LFOs)/ Rural

Finance Officers (RFOs)

(v)

Any other category of staff required by the Bank

Before initiating hiring of batch officers, HRD informs all units of approximate timings
of such hiring and enquires about their city-wise requirements before the hiring process
starts.
(b)

Hiring in Small Groups.

Hiring in small groups may be done according to

planned phases of expansion of existing branches/units, or upon establishment of new

branches/units, or for creating/replenishing staff pools maintained under the supervision
of Area Managers/ Regional Managers/ Group Heads in major banking centers.
(c)

Individual Hiring.

Individual hiring is to be done from time to time when a

branch or unit has a need to induct additional staff, or for replacement of outgoing staff.
The Manager of the Branch/ Department where recruitment is to be made will first fill
out the Job Requisition Form and send to HRD. After minimum of 7 days of posting on
portal, if suitable replacement within the Bank is not available, then external recruitment
is allowed subject to requirements being met and a genuine business need is established.

Minimum Entry Requirements

9.

Minimum entry requirement for employment in MCB Ltd. in officers cadre is graduation

from a recognized university of home country or abroad. However, condition of graduation may
be waived by CEO to suit the requirements of the Bank, especially for cashiers, sales/
verification/ recovery staff of various Products/ Call Centre. However, such employees will be
on Contractual Employment. Their services will be regularized after clearance of test and
completion of requisite qualification.
Recruitment of Close Relatives
10.

MCB does not prohibit employment of close or blood relatives of current employees,

provided that they meet required eligibility criteria, no conflict of interest is likely to arise and
prior approval is obtained from GM HRD. Candidate once appointed should not be placed in the
same Branch/Unit in which his/ her close/blood relative is already working.
11.

All candidates, at the time of interview are required to disclose their relationship (if any)

with the existing employees in their application form.

Selection Responsibility and Authority
12.

All appointments of Branch Managers, Divisional Heads, Area/ Regional Managers and

above require subsequent ratification from Boards Advisory Committee.

Selection Test
13.

All regular and contractual candidates must undergo a selection test arranged by HRD.

Those obtaining 50 % or above points (allowing for two grace marks) will go to the next step in
the hiring process. However, condition of written test can be waived off for contractual
employment, especially for Product Departments/ Cash Officers/ Call Centre staff etc. The

employees of these departments will however have to appear for the test before their services are
regularized.
Selection Interview
14.

Selection interviews should be conducted and evidenced by duly filled interview sheets,

as follows:

(a)

Appointment

Interview to be Conducted by

For Branch Staff

Branch Manager & Area Manager/ Regional

Managers/ Panel Members approved by

(b)

HRD
For Branch Manager & Area Concerned Area Manager/
Office Staff

Regional

Manager/ Group Head/ Panel Members

approved by HRD. Team Leaders should be
interviewed

(c)

For Product Departments Staff

by

CEO/

Co-Chairman

Executive Committees (any one).

Concerned Manager & Product Head/
Group Head/ Panel Members approved by

(d)

For Head Office Division Staff

HRD
Concerned Manager & General Manager/
Group Head/ Panel Members approved by
HRD.

Panel Interviews
15.

All candidates will be interviewed by panels of senior officers at Lahore. Panel members

will be approved by the CEO.

Issue of Offer/Appointment Letters

16.

Offer / Appointment letters will be issued by HRD to be jointly signed by authorized

signatories i.e. Recruitment Manager/ DGM/ GM HR as the case may

Verification of Antecedents
17.

HR will arrange verification of references provided by the officers and their highest

educational degree/certificate from the concerned university/board. Feedback from his/her last
employer (especially in case of Financial Institutions) will also be obtained with regards to
his/her honesty, integrity and performance before confirmation of services.
Probationary Period & Confirmation of Services
18.

As a standard practice, service of new entrants to MCB Ltd. is subjected to a

probationary period. Length of this period is to be determined as follows:(a)

Six Months for those with less than five years of prior relevant experience.

(b) Three Months for those with prior relevant experience of 5 years and above.
19.

Confirmation letters will be issued by HRD on recommendation of concerned Branch

Managers and AM/ GM/ RM/ GH. For Product Department Staff, concerned Product Department
Head may recommend confirmation cases.
Renewal of Contract
20.

Officers hired on contract will be relieved from the services of the Bank unless the

contract is renewed.
21.

Before the end of the contract period, the Head of concerned Branch/Unit should fill a

Contract Renewal Form and forward the same to HRD through concerned Group Head/ GM/
Divisional Head.

22.

In case of renewal of contract for further one year concerned officer will be eligible for

salary increase (if recommended by the concerned GH/ GM/ Div Head) based on his/her
performance rating. Renewal of Contract for above 60 years of age staff will be approved by
CEO.
Placement of New Entrants
23.

As far as possible, attempt is to be made to select candidates belonging to the area where

they need to be posted, in order to minimize disturbance and dislocation to newly recruited
employees. However, in terms of the Banks service contract, services of an employee are
transferable anywhere in the country or overseas branches to suit the requirements of the Bank.
Re-Hiring Policy
24.

Those staff who had worked with MCB can be considered for re-employment subject to

following:(a)

He/ She was not involved in any disciplinary action

(b)

Performance Rating was never below Good

(c)

No adverse comments/ records available on his/ her personal file

(d)

Salary will be fixed based on current assignment and responsibility

(e)

Salary of re-hired person should be in line with other officers of his/ her seniority

level
(f)

Verification of antecedents from previous employer

(g)

After clearance of Panel interview and approval from GM HRD