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Recruitment in Bank of Baroda
02/27/2009
1 Comment
Mohammadarif.A.Shaikh 08OPREFACE
Today if we go through the managerial concept then we can say recruitment has be
come the base of every organization and the most important platform has been giv
en to recruitment process is by the Indian economy and the economical developmen
t in different states of American as well as in various part of the world. Today
a recruitment consultancy institute has become the care base of students who wi
sh to enter in the organization without recruitment we can not function in any o
rganization.
Today achieve mastery in the performance in the field one need to take practical
knowledge training and experience of the work our recruitment process help us i
n learning the various aspects that a manager perform in managing an organizatio
n. So the study of recruitment process helps the student to do better in there H
.R career life after MBA.
We have tried the best to explain this in formation in our project report. We h
ope this project may serve overall information about the student s perceptions.
Recruitment is overall to satisfy organization to through creating and changing
education styles and value with the student s has a days the world in becoming sm
all and it us coming to the doorstep of every house in the world through the gre
at and unimaginable development of recruitment process and it concept.
ACKNOWLEDGEMENT
We sincere attempt has been made to include everything regarding the subject tha
t was within reach. We will consider our effort rewarded if this shot piece of w
ork being better under standing of the subject.
We are highly thankful to our Prof. Cdr.L.Radhakrishnan. for guided us in unders
tanding different recruitment process of Bank of Baroda as a part of our study r
equired at MBA level. The detailed information of various functional and operati
on department has helped us a lot in submitting the report.
This report is fruit of many people s effort and thoughts, directors indirect each
has contributed inside facts, experience and personal support during its prepar
ation.
PURPOSE OF THIS REPORT
The student of MBA have to make a group report for the purpose of our live-proje
ct so our group has selected to make a report on the
This has helped the students to enrich their theoretical knowledge about the wor
king and functioning of all departments in the particular area of the management
and we have achieved the opportunities to do a work group report.
In this report we are very thankful to our professor Cdr.L.Radhakrishnan who gav
e us important guidance to fulfill the need of the report.
INDEX
Sr.No
Title
Page No.
01
Introduction
01
02
Recruitment Needs
02
03
Purpose & Importance of Recruitment 03
04
Recruitment Process 04
05
Recruitment Policy Of a Company

06
Recruitment in Bank of Baroda

07
Educational qualifications and experience

08
Selection procedure
Introduction
According to EDWIN B FLIPPO, "Recruitment is the process of searching for prospe
ctive employees and stimulating and encouraging them to apply for jobs in an org
anization."Thus, recruitment enables the organization to select suitable employe
es for different jobs. It is the most important function of the personnel depart
ment.
It is concerned with the discovery of the sources
of manpower and tapping of these sources so that the potential employees are pro
perly evaluated and the new employees are placed and inducted to fill up the vac
ant position in the organization.
Recruitment aims at developing and maintaining ade
quate supply of labor force according to the need of the organization. It is the
process of attracting qualified applicants for a specific job. The process begi
ns when applications are brought in and ends when the same is finished. The resu
lt is a pool of applicants, from where the appropriate candidate can be selected
.

It is the process to discover sources of manpower to meet the requirement of sta

ffing schedule and to employ effective measures for attracting that manpower in
adequate numbers to facilitate effective selection of an efficient working force
. Recruitment of candidates is the function preceding the selection, which helps
create a pool of prospective employees for the organization so that the managem
ent can select the right candidate for the right job from this pool. The main ob
jective of the recruitment process is to expedite the selection process. Recruit
ment is a continuous process whereby the firm attempts to develop a pool of qual
ified applicants for the future human resources needs even though specific vacan
cies do not exist. Usually, the recruitment process starts when a manger initiat
es an employee requisition for a specific vacancy or an anticipated vacancy.
RECRUITMENT NEEDS
There are three types of recruitment needs Viz:
µ PLANNED:- The needs arising from changes in organization and retirement policy
.
µ ANTICIPATED:- Anticipated needs are those movements in personnel, which an orga
nization can predict by studying trends in internal and external environment.
µ UNEXPECTED:- Resignation, deaths, accidents, illness give rise to unexpected ne
eds.
Purpose & Importance Of Recruitment Ø Attract and encourage more and more ca
ndidates to apply in the organization.
Ø Create a talent pool of candidates to enable the selection of best candidates
for the organization.
Ø Determine present and future requirements of the organization in conjunction w
ith its personnel planning and job analysis activities.
Ø Recruitment is the process which links the employers with the employees.
Ø Increase the pool of job candidates at minimum cost.
Ø Help increase the success rate of selection process by decreasing number of vis
ibly under qualified or overqualified job applicants.
Ø Help reduce the probability that job applicants once recruited and selected wil
l leave the organization only after a short period of time.
Ø Meet the organizations legal and social obligations regarding the composition o
f its workforce.
Ø Begin identifying and preparing potential job applicants who will be appropriat
e candidates.
Ø Increase organization and individual effectiveness of various recruiting techni
ques and sources for all types of job applicants
Recruitment Process The recruitment and selection is the major function of t
he human resource department and recruitment process is the first step towards c
reating the competitive strength and the strategic advantage for the organizatio
ns. Recruitment process involves a systematic procedure from sourcing the candid
ates to arranging and conducting the interviews and requires many resources and
time. A general recruitment process is as follows:
Identifying the vacancy: The recruitment process begins with the human resource
department receiving requisitions for recruitment from any department of the com
pany.

These contain:
§ Posts to be filled
§ Number of persons
§ Duties to be performed
§ Qualifications required
§ Preparing the job description and person specification.
§ Locating and developing the sources of required number and type of employees (A
dvertising etc).
§ Short-listing and identifying the prospective employee with required characteri
stics.
§ Arranging the interviews with the selected candidates.
§ Conducting the interview and decision making
1. Identify vacancy.
2. Prepare job description and person specification.
3. Advertising the vacancy.
4. Managing the response.
5. Short-listing.
6. Arrange interviews.
7. Conducting interview and decision making.
The recruitment process is immediately followed by the selection process i.e. th
e final interviews and the decision making, conveying the decision and the appoi
ntment formalities.
Sources of Recruitment Every organization has the option of choosing the candi
dates for its recruitment processes from two kinds of sources: internal and exte
rnal sources. The sources within the organization itself (like transfer of emplo
yees from one department to other, promotions) to fill a position are known as t
he internal sources of recruitment. Recruitment candidates from all the other so
urces (like outsourcing agencies etc.) are known as the external sources of recr
uitment.

Sources of Recruitment

Internal Sources Of Recruitment F TRANSFERS:- The employees are transferred fro

m one department to another according to their efficiency and experience.
F PROMOTIONS:- The employees are promoted from one department to another with
more benefits and greater responsibility based on efficiency and experience.
F Others are Upgrading and Demotion of present employees according to their per
formance.
F Retired and Retrenched employees may also be recruited once again in case of
shortage of qualified personnel or increase in load of work. Recruitment such pe
ople save time and costs of the organizations as the people are already aware of
the organizational culture and the policies and procedures.
F The dependents and relatives of Deceased employees and Disabled employees are
also done by many companies so that the members of the family do not become dep
endent on the mercy of others.
External Sources Of Recruitment F PRESS ADVERTISEMENTS:- Advertisements of th
e vacancy in newspapers and journals are a widely used source of recruitment. Th
e main advantage of this method is that it has a wide reach. F EDUCATIONAL INS
TITUTES:- Various management institutes, engineering colleges, medical Colleges
etc. are a good source of recruiting well qualified executives, engineers, medic
al staff etc. They provide facilities for campus interviews and placements. This
source is known as Campus Recruitment. F PLACEMENT AGENCIES:- Several private
consultancy firms perform recruitment functions on behalf of client companies b
y charging a fee. Theseagencies are particularly suitable for recruitment of
 executives and specialists. It is also known as RPO (Recruitment Process Outsou
rcing) F EMPLOYMENT EXCHANGES:- Government establishes public employment exchan
ges throughout the country. These exchanges provide job information to job seeke
rs and help employers in identifying suitable candidates. F LABOUR CONTRACTORS:
- Manual workers can be recruited through contractors who maintain close contact
s with the sources of such workers. This source is used to recruit labour for co
nstruction jobs. F UNSOLICITED APPLICANTS:- Many job seekers visit the office o
f well-known companies on their own. Such callers are considered nuisance to the
daily work routine of the enterprise. But can help in creating the talent pool
or the database of the probable candidates for the organization. F EMPLOYEE REF
ERRALS / RECOMMENDATIONS:- Many organizations have structured system where
the current employees of the organization can refer their friends and relatives
for some position in their organization. Also, the office bearers of trade union
s are often aware of the suitability of candidates. Management can inquire these
leaders for suitable jobs. In some organizations these are formal agreements to
give priority in recruitment to the candidates recommended by the trade union.
F RECRUITMENT AT FACTORY GATE:-Unskilled workers may be recruited at the factor
y gate these may be employed whenever a permanent worker is absent. More efficie
nt among these may be recruited to fill permanent vacancies.
Factors Affecting Recruitment The recruitment function of the organizations is a
ffected and governed by a mix of various internal and external forces. The inter
nal forces or factors are the factors that can be controlled by the organization
. And the external factors are those factors which cannot be controlled by the o
rganization. The internal and external forces affecting recruitment function of
an organization are:
Factors Affecting Recruitment

Internal Factors Affecting Recruitment The internal forces i.e. the factors wh
ich can be controlled by the organization are:
1. RECRUITMENT POLICY
The recruitment policy of an organization specifies the objectives of recruitmen
t and provides a framework for implementation of recruitment programmers. It may
involve organizational system to be developed for implementing recruitment prog
rammers and procedures by filling up vacancies with best qualified people.
FACTORS AFFECTING RECRUITMENT POLICY:-
Organizational objectives. Government policies on reservations.
Personnel policies of the organization and its competitors. Preferred sources of
recruitment.
Need of the organization.
Recruitment costs and financial implications. 2. HUMAN RESOURCE PLANNING:-
Effective human resource planning helps in determining the gaps present in the
existing manpower of the organization. It also helps in determining the number o
f employees to be recruited and what qualification they must possess.
3. SIZE OF THE FIRM:- The size of the firm is an important factor in recru
itment process. If the organization is planning to increase its operations and e
xpand its business, it will think of hiring more personnel, which will handle it
s operations.
4. COST:- Recruitment incur cost to the employer, therefore, organizations tr
y to employ that source of recruitment which will bear a lower cost of recruitme
nt to the organization for each candidate.
5. GROWTH AND EXPANSION:- Organization will employ or think of employing m
ore personnel if it is expanding it s operations.
External Factors Affecting Recruitment The external forces are the forces which
cannot be controlled by the organization. The major external forces are:
1. SUPPLY AND DEMAND:- The availability of manpower both within and outside the
organization is an important determinant in the recruitment process. If the comp
any has a demand for more professionals and there is limited supply in the marke
t for the professionals demanded by the company, then the company will have to d
epend upon internal sources by providing them special training and development p
rograms.
2. LABOUR MARKET:- Employment conditions in the community where the organization
is locatedwill influence the recruiting efforts of the organization. If there i
s surplus of manpower at the time of recruitment, even informal attempts at the
time of recruiting like notice boards display of the requisition or announcement
in the meeting etc will attract more than enough applicants.
3. IMAGE / GOODWILL:- Image of the employer can work as a potential constrain
t for recruitment. An organization with positive image and goodwill as an employ
er finds it easier to attract and retain employees than an organization with neg
ative image. Image of a company is based on what organization does and affected
by industry. For example finance was taken up by fresher MBA s when many finance c
ompanies were coming up.
4.POLITICAL-SOCIAL-LEGALENVIRONMENT:-Various government regulations prohibiting
discrimination in hiring and employment have direct impact on recruitment practi
ces. For example, Government of India has introduced legislation for reservation
in employment for scheduled castes, scheduled tribes, physically handicapped et
c. Also, trade unions play important role in recruitment. This restricts managem
ent freedom to select those individuals who it believes would be the best perfor
mers. If the candidate can t meet criteria stipulated by the union but union regul
ations can restrict recruitment sources.
5. UNEMPLOYMENT RATE:- One of the factors that influence the availability
of applicants is the growth of the economy (whether economy is growing or not an
d its rate). When the company is not creating new jobs, there is often oversuppl
y of qualified labor which in turn leads to unemployment.
6. COMPETITORS:- The recruitment policies of the competitors also effect t
he recruitment function of the organizations. To face the competition, many a ti
mes the organizations have to change their recruitment policies according to the
policies being followed by the competitors.
Recruitment Policy Of a Company In today s rapidly changing business environment,
a well defined recruitment policy is necessary for organizations to respond to i
ts human resource requirements in time. Therefore, it is important to have a cle
ar and concise recruitment policy in place, which can be executed effectively to
recruit the best talent pool for the selection of the right candidate at the ri
ght place quickly. Creating a suitable recruitment policy is the first step in t
he efficient hiring process. A clear and concise recruitment policy helps ensure
a sound recruitment process. It specifies the objectives of recruitment and pro
vides a framework for implementation of recruitment programme. It may involve or
ganizational system to be developed for implementing recruitment programmes and
procedures by filling up vacancies with best qualified people.
COMPONENTS OF THE RECRUITMENT POLICY
The general recruitment policies and terms of the organization
Recruitment services of consultants
Recruitment of temporary employees
Unique recruitment situations
The selection process
The job descriptions
The terms and conditions of the employment
A recruitment policy of an organization should be such that:
It should focus on recruiting the best potential people.
To ensure that every applicant and employee is treated equally with dignity and
respect.
Unbiased policy.
To aid and encourage employees in realizing their full potential.
Transparent, task oriented and merit based selection.
Weightage during selection given to factors that suit organization needs.
Optimization of manpower at the time of selection process.
Defining the competent authority to approve each selection.
Abides by relevant public policy and legislation on hiring and employment relati
onship.
Integrates employee needs with the organisational needs.

FACTORS AFFECTING RECRUITMENT POLICY

Organizational objectives
Personnel policies of the organization and its competitors.
Government policies on reservations.
Preferred sources of recruitment.
Need of the organization.
Recruitment costs and financial implications.
Recent Trends in Recruitment The following trends are being seen in recruitmen
t:
OUTSOURCING:-In India, the HR processes are being outsourced from more than a d
ecade now. A company may draw required personnel from outsourcing firms. The out
sourcing firms help the organization by the initial screening of the candidates
according to the needs of the organization and creating a suitable pool of talen
t for the final selection by the organization. Outsourcing firms develop their h
uman resource pool by employing people for them and make available personnel to
various companies as per their needs. In turn, the outsourcing firms or the inte
rmediaries charge the organizations for their services.
Advantages of outsourcing are:
1. Company need not plan for human resources much in advance.
2. Value creation, operational flexibility and competitive advantage
3. turning the management's focus to strategic level processes of HRM
4. Company is free from salary negotiations, weeding the unsuitable resume
s/candidates.
5. Company can save a lot of its resources and time
POACHING/RAIDING
Buying talent (rather than developing it) is the latest mantra being followed by t
he organizations today. Poaching means employing a competent and experienced per
son already working with another reputed company in the same or different indust
ry; the organization might be a competitor in the industry. A company can attrac
t talent from another firm by offering attractive pay packages and other terms a
nd conditions, better than the current employer of the candidate. But it is seen
as an unethical practice and not openly talked about. Indian software and the r
etail sector are the sectors facing the most severe brunt of poaching today. It
has become a challenge for human resource managers to face and tackle poaching,
as it weakens the competitive strength of the firm.
E-RECRUITMENT:- Many big organizations use Internet as a source of recruitment.
E- Recruitment is the use of technology to assist the recruitment process. They
advertise job vacancies through worldwide web. The job seekers send their applic
ations or curriculum vitae i.e. CV through e mail using the Internet. Alternativ
ely job seekers place their CV s in worldwide web, which can be drawn by prospecti
ve employees depending upon their requirements.
Advantages of recruitment are:
Low cost.
No intermediaries
Reduction in time for recruitment.
Recruitment of right type of people.
Efficiency of recruitment process.
E-Recruitment The buzzword and the latest trends in recruitment is the E-Recruitm
ent . Also known as Online recruitment , it is the use of technology or the web based
tools to assist the recruitment process. The tool can be either a job website l
ike naukri.com, the organization s corporate web site or its own intranet. Many bi
g and small organizations are using Internet as a source of recruitment. They ad
vertise job vacancies through worldwide web. The job seekers send their applicat
ions or curriculum vitae (CV) through an e-mail using the Internet. Alternativel
y job seekers place their CV s in worldwide web, which can be drawn by prospective
employees depending upon their requirements. The internet penetration in India
is increasing and has tremendous potential. According to a study by NASSCOM Jobs
is among the top reasons why new users will come on to the internet, besides e-m
ail. There are more than 18 million resume s floating online across the world.
The two kinds of e- recruitment that an organization can use is
Job portals i.e. posting the position with the job description and the job spec
ification on the job portal and also searching for the suitable resumes posted o
n the site corresponding to the opening in the organization.
Creating a complete online recruitment/application section in the companies ow
n website. - Companies have added an application system to its website, where th
e passive job seekers can submit their resumes into the database of the organizati
on for consideration in future, as and when the roles become available.
Resume Scanners: Resume scanner is one major benefit provided by the job portal
s to the organizations. It enables the employees to screen and filter the resume
s through pre-defined criteria s and requirements (skills, qualifications, experie
nce, payroll etc.) of the job.
Job sites provide a 24*7 access to the database of the resumes to the employees
facilitating the just-in-time hiring by the organizations. Also, the jobs can be
posted on the site almost immediately and is also cheaper than advertising in t
he employment newspapers. Sometimes companies can get valuable references throug
h the passers-by applicants. Online recruitment helps the organizations to automat
e the recruitment process, save their time and costs on recruitments.
Online recruitment techniques
Giving a detailed job description and job specifications in the job postings to
attract candidates with the right skill sets and qualifications at the first sta
ge.
E-recruitment should be incorporated into the overall recruitment strategy of th
e organization.
A well defined and structured applicant tracking system should be integrated and
the system should have a back-end support.
Along with the back-office support a comprehensive website to receive and proces
s job applications (through direct or online advertising) should be developed.
Therefore, to conclude, it can be said that e-recruitment is the Evolving face of
recruitment.
RECRUITMENT IN Bank of Baroda:-
Post
Scale
Age as on 01.01.2009Min 21 years Max
Chartered Accountant
III
35
Civil Engineer
III
35
Economist
III
35
Security Officer
II
45
Computer Officer
II
30
Law Officer
II
35
Chartered Accountant
II
30
Civil Engineer
II
30
Electrical Engineer
II
30
Industrial Development Officer
II
32
Hindi Officer
I
30
ASSISTANT GENERAL MANAGER
IV
40
Chief Information Security Officer
V
48
Clerical Staff
-
28
Other staff
-
28

RESERVATIONS
SC
Scheduled Caste
ST
Scheduled Tribe
OBC
Other Backward Classes
GEN
General Category
OH
Orthopaedically Handicapped
HI
Hearing Impaired
VI
Visually Impaired

Details of Reservation:
1. The number of vacancies as also the number of reserved vacancies is provision
al and may vary according to the actual requirement of the Bank.
2. The reserved vacancies of SC/ST/OBC as above also include the backlog vacanci
es, if any of the respective category and adjustment of excess representations i
n SC and OBC categories.
3. * The reservation for Persons with Disabilities (PWD) is on horizontal basis
and the selected candidates will be placed in appropriate category (viz. SC/ ST/
OBC/General) to which they belong.
4. Reservation for Persons with Disabilities: The definitions of the Hearing Imp
aired (HI) and Orthopaedically Handicapped (OH) and Visually Impaired (VI) are a
s prescribed in The Persons with Disability (Equal Opportunities, Protection of R
ights & Full Participation) Act, 1995
(a) It is clarified that Persons with Disabilities will have to work in branches
/offices which have posts identified by the Bank, as suitable for them.
(b) Wherever written examination is held, candidates who are visually impaired a
nd such others whose writing speed is affected by cerebral palsy can use own scr
ibe at their cost during the written examination. In all such cases where a scri
be is used, the following rules will apply:
i) The candidate will have to arrange his/her own scribe at his/her own cost.
ii) The academic qualification of the scribe should be one grade lower than the
stipulated eligibility criteria.
iii) The scribe should be from an academic discipline other than that of the can
didate. The scribe should possess less mark than the candidate and not more than
60% marks in his own academic stream which has to be different from that of the
candidate.
iv) Both the candidate as well as the scribe will have to give a suitable undert
aking, confirming that the scribe fulfils all the stipulated eligibility criteri
a for a scribe as mentioned above, Further, in case it later transpires that he
did not fulfill any of the laid down eligibility criteria or suppressed material
facts, the candidature of the applicant will stand cancelled, irrespective of t
he result of the written test.
v) Such candidates who use a scribe shall be eligible for extra time of 20 minut
es for every hour of the examination.
Note: It is clarified that it may not be possible to employ Persons with Disabil
ities in all Offices / Branches of the Bank and they will have to work in the po
st identified by the Bank suitable for them. Candidates belonging to Reserved Ca
tegory, including persons with Disabilities, for which no reservation has been a
nnounced, are free to apply for vacancies announced for General Category.
EDUCATIONAL QUALIFICATIONS AND EXPERIENCE:
a. For posts where experience is essential/ desirable, it should be on full time
basis.
b. Candidates must possess the qualifications/ experience as on the last date st
ipulated for the submission of application.
c. Experience in the relevant field of the post applied for will only be counted
.
d. The candidates for all posts / scales should have proficiency in computer ski
lls /working knowledge of application packages used in Automation such as MS-Off
ice, Foxpro etc.,
Post
Essential Qualification / Relevant full time post qualification
experience
Chartered
Accountant
Qualification: Graduate of any recognized university with a pass in the final ex
amination of the Institute of Chartered Accountants of India.
Experience: 2 years experience in Commercial Banks / Finance Companies / Industr
ial Undertakings.
Civil
Engineer
Qualification: Degree in Civil Engineering (B.E., B.Tech, B.Sc, Engg full time c
ourse from a recognized university)
Experience: Minimum 7 years experience in the respective field preferably in Cen
tral / State Government / PSUs / reputed companies.
Economist
Qualification: Postgraduate degree in Economics/Econometrics with a minimum of 5
0% marks from a UGC/AICTE recognized / accredited University / Institution. Desi
rable: Ph.D in Economics
Experience: Minimum 5 years experience in Planning Dept. of a Bank/ Financial In
stitution.
Security
Officer
Qualification / Experience: 5 years commissioned service in Army / Navy / Air Fo
rce or a Police Officer not below the rank of Assistant Superintendent of Police
/ Deputy Superintendent of Police with 5 years of Service or an Officer of iden
tical rank in paramilitary forces with 5 years of service.
Computer
Officer
Qualification : (any of the following from a recognized university/Institution)
(1) B.E/ B.Tech in CSE/IT/ECE
(2) M.Sc in S/W or I.T
(3) M.C.A
Experience: (in any one or more areas of the following)
(1). Oracle Data Base administration.(2). System administration with exposure in
UNIX/ WINDOWSSERVERS.(3). Network management and monitoring.(4). Data Centre ad
ministration/ infrastructure management.(5). Internet and other web enabled appl
ications (development and maintenance)(6). Application programmers (with exposur
e in .NET, VB, ASP, ORACLE, JAVA, etc.(7). Hardware management and maintenance.(
8). IT Security administration and compliance.(9). Server and storage management
(IBM systems and storage)(10). Performance measurement.(11). Tandem switch main
tenance(12) BASE24 software
Legal Officer
Qualification: Degree in Law (B.L / L.L.B) from a recognized University.
Experience: Must have enrolled as an Advocate with at least 5 years of active pr
actice at Bar (or) Must have enrolled as an Advocate with at least 3 years activ
e practice at Bar plus 2 years experience as Legal Officer in PSUs / reputed com
panies / Legal Department of Central /State Governments / Judicial Service.
Civil Engineer
Qualification: Graduate of any recognized university with a pass in the final ex
amination of the Institute of Chartered Accountants of India. Experience: Not co
mpulsory.
Electrical
Engineer
Qualification : Degree in Civil Engineering (B.E., B.Tech, B.Sc Engg. full time
course from a recognized university)
Experience: Minimum 5 years experience in the respective field preferably in Cen
tral/ State Government/ PSUs / reputed companies.
Industrial
Development
Officer
Qualification: First class Engineering degree from a recognized University prefe
rably with MBA in finance.
Experience: Minimum 4 years in industry or banking
Hindi Officer
Qualification: Post Graduate Degree in Hindi with English as a subject in Degree
level or Post Graduate Degree in Sanskrit with English and Hindi as subjects in
the Degree level.
Experience: 2 years Experience in translation in a full time period post in an o
rganization.
Clerical Staff
A 10 + 2 / Intermediate / HSC pass with 60% marks (55% for SC/ST/PWD & XSM OR A
Degree with minimum of 50% marks (45% for SC/ST/PWD & XSM)

SELECTION PROCEDURE:
1) The selection will be based on Interview for Post Code 1 to 4 (For these post
s, the Bank at its discretion may relax the eligibility criteria in case of dese
rving candidates). The Bank reserves the right to call only the requisite number
of candidates for the interview after preliminary screening / short listing bas
ed on qualification/ suitability and experience etc.
2) The selection will be based on Written Examination and Interview for Post Cod
e 5 to 12. Depending upon the number of vacancies, only those candidates who ran
k sufficiently high in the written examination will be called for the interview.
The written examination comprises of Objective and Descriptive papers.
3) OBJECTIVE TEST: (Duration 135 minutes) Sl.No. Name of the Test Medium of Exam
1 Test of Reasoning English & Hindi
2 Quantitative Aptitude English & Hindi
3 English Language English
4 Tests of Professional Knowledge English & Hindi
4) DESCRIPTIVE PAPER of one hour duration consisting of 5 questions with interna
l options on subject of specialisation. The candidates have the option to answer
the descriptive paper also in Hindi or English.
NOTE: Candidates have to pass in each of the objective and descriptive tests sep
arately. Depending on the number of vacancies the qualified candidates will be m
erit ranked on the basis of total marks obtained in Objective Test and Descripti
ve Paper together. All candidates will be subjected to Objective Test followed b
y Descriptive Paper for respective specialisation. The final selection would be
on the basis of the aggregate marks obtained by the candidates in the written ex
amination and Interview and strictly in the order of Merit. Mere eligibility / p
ass in the test shall not vest any right in a candidate for being called for the
Interview.
CALL LETTERS:-
The date of the written examination is TENTATIVELY FIXED. However, it will be in
timated in the call Letter along with the Centre/Venue for the Examination, well
in advance of the date of the Written Examination. The Date of Interview will b
e informed later. Call letter for the Written Examination/ Interview and any oth
er communication in future will be sent to the eligible candidates at the corres
pondence address given in their application form by ordinary post/ courier. Requ
ests for sending letters to a different address subsequently will not be enterta
ined.

APPOINTMENT, PROBATION AND TRAINING:-

The candidates selected will be subject to such terms and conditions as existing
in the Bank at the time of appointment.

ACTION AGAINST CANDIDATES FOUND GUILTY OF MISCONDUCT:-

Candidates are warned that they should not furnish any particulars that are fals
e, tampered, fabricated or suppress any material information while filling up th
e application form and submitting the certified copies/ testimonials. At the tim
e of interview, if a candidate is (or has been) found guilty of 1. Impersonating
or procuring impersonation by any person or 2. Resorting to any other irregular
or improper means in connection with his/her candidature for the selection or 3
. Obtaining the support of his/her candidature by any means; such candidate may,
in addition to, rendering himself/herself liable to criminal prosecution will b
e liable (a) to be disqualified from the interview for which he/she is the candi
date (b) to be debarred either permanently or for a specific period from any exa
mination or selection held by the Bank. The Bank would be analyzing the response
s of a candidate with other candidates, who appeared for the examination to dete
ct patterns of similarity. If as per the laid down procedure it is suspected tha
t the responses have been shared and the scores obtained are not genuine/ valid,
the Bank reserves the right to cancel his/her candidature.

Conclusion:
We arrive at the conclusions that the recruitment process in the Bank of Baroda
is so good and it is effective in work. It take the help of internal sources and
external sources for the recruitment in the bank. It helps Bank of Baroda to re
duce there burden of recruiting wrong people in the bank.

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I am the author of this project i am a student of MBA.
I want othelp my friends who are doing MBA or who are willing to do MBA.

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