Welcome

to
My Presentation

Md. Saiful Islam

ID: M1516029

PRESENTATION TOPIC
RECRUITMENT AND
SELECTION PROCESS of SBL

INTRODUCTION
The human resources are the most
important assets of an organization.

Methodology

Selecting the Variables: Banking

System
Data Collection
Primary Source
Secondary Sources

Company Overview:

SBL PROFILE
Standard Bank Limited (SBL) was incorporated as a Public
Limited Company on May 11, 1999 under the Companies Act,
1994 and the Bank achieved satisfactory progress from its
commercial operations on June 03, 1999. SBL has introduced
several new products on credit and deposit schemes. It also
goes for Corporate and Retail Banking etc. The Bank also
participated in fund Syndication with other Banks. Through all
these myriad activities SBL has created a positive impact in
the Market.

OBJECTIVES
To be a dynamic leader in the financial market in
innovating new products as to the needs of the
society.
To earn positive economic value addition (EVA) each
year to come.
To top the list in respect of cost efficiency of all the
commercial Banks.
To become one of the best financial institutions in
Bangladesh economy participating in the most
significant segments of business market that we
serve.

VISION
To be a modern Bank having the object of
building a sound national economy and to
contribute significantly to the Public
Exchequer.

MISSION
To be the best private commercial bank in
Bangladesh in terms of efficiency, capital
adequacy, asset quality, sound management
and profitability.

CORE VALUES

SBL Shareholders
By ensuring fair return on their investment through generating
stable profit.
SBL customer
To become most caring bank by providing the most courteous and
efficient service in every area of our business.
SBL employee
By promoting the well being of the members of the staff.
Community
Assuring our socially responsible corporate entity in a tangible
manner through close adherence to national policies and objectives

Strategy of SBL
To earn customers confidence by providing best service to
them
To operate and manage the Bank in the most effective
manner
To fulfill customers requirements by identifying their needs
To enhance the ability to extend better services to the
customers, it reviews and updates policies, procedures &
practices
To address customers needs reasonably, it trains &
develops all
employees

SERVICES OF SBL

RECRUITMENT & SELECTION

Recruitment:
Recruitment is a process of attracting candidates towards a job in
an organization.
When a vacancy for a job exist recruitment is initiated.

Selection:
Selection is a process of hiring right person for a right job at a
right time at a right cost.
Selection flows recruitment.

Steps in Recruitment and Selection Process:

Step-1: Planning for Recruitment and
Selection

Job Analysis
Job Qualifications
Job Description
Recruitment and Selection Objective
Recruitment and Selection Strategy

Steps in R & S Process:

Cont

Step-2:

Recruitment: Locating Prospective

Candidates

Internal Sources
External Sources

Steps in R & S Process:

Cont
Step-3:
Selection: Evaluation and Hiring

Screening Resumes and Applications

Initial Interview
Testing
Background Investigation
Physical Exam
Selection Decision and Job Offer

RECRUITMENT PROCESS
ORGANIZATION

Vacant or New position occurs

Generate candidate pool via
internal or external recruitment
methods
Evaluate Candidates via
Selection process
Impress Candidates
Make Offer

STRATEGIC RECRUITING
DECISIONS
HR PLANNING
DECISIONS

STRATEGIC
RECRUITING
DECISIONS

DECISIONS ON
RECRUITING
SOURCES/METHOD
S

How Many Employees Needed

When Needed
KSAs Needed
Special Qualifications

Where
to
Recruit:
Internal/External
Who to Recruit: Flexible
Staffing
Options
Nature of Job Requirements

Advertising Choices
Recruiting Activities

SOURCES OF RECRUITMENT
Job Posting &
Bidding
Promotions and
Transfers
INTERNAL
SOURCES

Employee
Referrals
Re-recruiting former
Employees & Applicants

Internal Recruiting
Data base

SOURCES OF RECRUITMENT
Schools Colleges &
Universities

EXTERNAL
SOURCES

Labor
Unions
Media Sources

Employment Agencies

BASIC SELECTION CRITERIA

Formal Education

BASIC
SELECTION
CRITERIA

Experience and Past

Performance

Physical Characteristics
Personality
Characteristics

SELECTION
PROCESS
Fail to meet minimum
qualification
Failed to complete job
application or failed job
specification

Failed Test

Initial screening
Passed
Completed
application

Passed
Employment test
Passed

Comprehensive
Failed to impress interview
interviewer and /
meet job
expectations
Background
Examination if
Problem
required
encountere
d

Reject
Applicant

Unfit to do
essential
elements of job

Passe
d

Passed

Medical/physical
examination if required
(conditional job offer
Able to
perform
essential
elements of job

Permanent job
offer

Conditional
job offer

Recruitment & Selection Process

(Standard Bank Ltd.)

6-8 weeks
Consist of
7 key
elements

No

Ide
ntif
y
hiri
ng
nee
d
Pre
and
pare
pre
Job
par
Des
e
crip
hiri
tion
ng
plan

Sou
rci
ng
and
vac
anc
y
ann
Scr
oun
een
ce
and
me
sho

Yes

Ass
ess
men
t
cent
er,
test
&
inte
Can
rvie
dida
ws
te
Fina
lizat
ion
&
offe
Or
ffe
app
rrova
pl l
ac
e
m email
Offer
en
is sent to
t
selected

candidate

Offe
r
Acc
Yesepta No
nce

Ye
s

Recruitment for
permanent &
temporary
employees

Recruitme
nt
forwards
the
accepted
offer to
concerned
regional
operations
.

If offer is
not
accepted,
recruitment
reserves
the right to
withdraw
offer

Recruite
d or
Rejecte
d

CONCLUSION
To fill a vacancy created in an organization it
should be filled by a right person at right time
at right cost. If recruitment and selection goes
right the goal is achieved. Also it includes cost
so it should be done at predetermined cost.

ANY QUESTION

THANK YOU!