Policy Manual

RECRUITMENT
POLICY

DOCUMENT CONTROL: HR-023

Managed by: Responsible Contact Position: Version: 1
BanglaCAT Human Resource position: Organizational
Division Head of HR Development

Review Date: Effective Date: User Group: Status:

11th February 2019 1st March 2019 All Employees of Final
Bangla Trac

A K M Monir Hossain Noor-E- Elahi (Chief people Officer) Tarique E. Haque

Head of Human Resource Chief people Officer CEO

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1.0 The Purpose

To streamline the recruitment process ensuring equal opportunity aligning merit and
the processes to acquire high quality talent from the marketplace.

2.0 The Scope

This policy is applicable for all the companies under Bangla Trac Group, for the
management graded employees [M4 and above]. In case of temporary employment,
decision will be taken case to case basis in discussion with HR and concerned HOD.

Technical candidates from Bangladesh Technical Education Board and Vocational

Training Institute will not come under the purview of this policy.

3.0 Responsibilities
The respective Group Recruitment Team along with the HODs/concerned line managers
are responsible for the whole process.

4.0 Recruitment Process:

The recruitment process will follow the below:

4.1. Manpower Requisition Form should be raised by the concerned department with
proper approval from HOD and form should include number of vacancies, job
responsibilities, experience etc. with budget status and will be submitted to HR.

4.2. HOHR will review the manpower requisition and based on the management
approval will proceed the recruitment process.

4.3. CV can be sourced through online job portals, advertisements in various media,
CV Bank, Internal Sources, Internal Job Postings [IJP], Career Events, Headhunting
agencies, Internal References etc.

5.0 Recruitment Lead Time:

As a standard process to generate the offer letter, up to Assistant Manager 30 working
days and above Assistant Manager 45 working days will be the lead time from receiving
the approved manpower requisitions.

6.0 Selection Process:

6.1 CV Screening Criteria:

For recruiting fresh graduates, the preferred universities should be recognized Public
Universities, NSU, BRAC, EWU, IUB, AIUB, UIU, BUP, IUT, Asia Pacific, AUST and MIST.
Candidates from Foreign Universities will be decided case to case basis.

 For recruiting fresh graduates, the minimum CGPA requirement is 3.00 or

equivalent.
 Candidates should not have any 3rd Division/ Class in entire academic career.
 For Finance Division candidates will be preferred from professional accounting
bodies eg. ACCA, ICMAB, ICAB, CIMA [partly qualified candidates].
 For experienced candidates, the university preference and CGPA requirement
can be relieved based on experience in the relevant field based on the
discretion of the HOHR & CPO and Concerned Department Head.

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 The final shortlist of candidates should be finalized by the joint involvement of

HR and concerned HODs or nominated members.

6.2 Written Test:

It is mandatory for all fresh candidates [experience up to 1 year] to appear for written
test. The written test should consist of Aptitude test (Math English, Critical Reasoning)
and basic role-related subjective/technical questions. The candidate must obtain 50%
marks in the written exam to qualify for the next level. However, concerned and
respective HR Heads and HODs will take the final decision.

6.3 Interviewing Team and Interview Process

There will be minimum two levels of interviews for any position. First level interview
must have minimum three members panel [Representatives from HR, Concerned
Department and Cross Department]. Apart from HR, other panel members preferably
Assistant Manager and above.

7.0 SALARY FITMENT PROCESS / CTC AND APPROVALS

For every position HR Division will prepare a “Fitment Sheet / CTC” on the basis of
the Company Policy to ensure internal parity in terms of compensation, benefits to
internal comparisons and job evaluations to be offered to the selected candidate. The
HOHR along with CPO will approve the Fitment Sheet / CTC. For any experience
candidate, collecting Salary Proof from his/her last employer is mandatory before
proceeding for the final offer.

8.0 Exceptions
Any Exceptions to this policy will be the sole discretion of the Management.

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