Recruitment & Selection Process

A Study on EXIM Bank Ltd.

GROUP NAME:
 Group Members

 Md. Abu Yousuf 2016-3-95-045

 Introduction

 An organization is nothing without human resource.

 Human resource department is concerned with the “people” dimension
in management.
 The company considers human resource as an integral part of corporate
management for higher productivity.
 Company follows a dedicated policy for recruitment, training and
development, motivating, organizing and retaining
 About EXIM Bank Ltd.

 Export Import Bank of Bangladesh Limited was established in the year

1999.
 The Bank starts functioning from 3rd August, 1999 with its name as
Bengal Export Import Bank Limited.
 Mr. Mohammad Lakiotullah was the Founder Managing Director of
EXIM Bank Ltd.
 Dr. Mohammed Haider Ali Miah is the current Managing Director and
CEO of EXIM Bank Ltd.
 The tagline of EXIM Bank Ltd. is “TOGETHER TOWARDS
TOMORROW”
 Human Resource of EXIM Bank Ltd.

 Head of Human Resource Department: Mr. Shah Md. Abdul Bari

 The Management Team of EXIM Bank comprises of 7 DMDs, 6 Senior
Executive Vice Presidents and 4 Executive Vice Presidents
 Current Manpower Position of EXIM Bank

Sl. Designation No. of Employees

1 Executive 244
2 Officer 1828
3 Contractual 40
4 Sub Staff (Casual) 631
Total 2743
Recruitment and Selection Process

1. Job
vacancy

8.
2. Job
Employee
Analysis
Evaluation

7. Inducting 3.
& Training Attracting
Candidates

6. Selecting
& 4. Screening
Appointing Application
candidates
5.
Interviewi
ng
Candidates
Recruitment and Selection Process
of
 Recruitment Process of EXIM Bank Ltd.

 Recruitment philosophy of EXIM BANK

 EXIM BANK usually promotes from within the organizations.

 EXIM BANK always emphasizes on hiring for a long period of time.

 EXIM BANK has developed a corporate culture where employees are not treated as
mere employees.
 Recruitment Process of EXIM Bank Ltd.

 Types of Recruitment
 Yearly Recruitment

 Need Based Recruitment

 Mode of Employment
 Full Time

 HR Contractual

 Internship Programs
 Recruitment Process of EXIM Bank Ltd.

 Recruitment Sources
 Online Sources

 Advertisement

 Internal Referral

 Mode of Recruitment
 Written Test

 Viva Voce
 Recruitment Process of EXIM Bank Ltd.
Name of the Post Minimum Banking Experience Length of Service as
Educational in any commercial Officer

 Recruitment of the Senior DMD

Qualification
Masters
Bank
3yrs SEVP/GM or 22 Years

Executives or Officials
quivalent
SEVP -do- 3yrs as EVP/GM or 20 Years
Equivalent
EVP -do- 4 yrs as SVP/DGM or 2yrs 18 Years
as GM or equivalent rank

SVP -do- 3yrs as VP/DGM orlyr as 16 Years

GM or equivalent rank

VP -do- 3yrs as SAVP/AGM or 14 Years

Equivalent rank

SAVP -do- 3 Yrs as AVP/AGM or 12 Years

Equivalent rank
AVP -do- 3 Years as SPO or 10 Years
equivalent rank
SPO -do- 3yrs as PO or Equivalent 9 Years
rank

PO -do- Equivalent rank 8 Years

EO -do- 3yrs as EO/SO or 6 Years
Equivalent rank
Officer -do- 3yrs as EO/SO or 4years
Equivalent rank
JO -do- 3yrs as EO/SO or 3years
Equivalent rank
AO -do- 3yrs as EO/SO or 2years
Equivalent rank
 Recruitment Process of EXIM Bank Ltd.

 Forms of Recruitment
 Internal Recruitment (e.g promotion and transfers, Employee Referrals, re-recruiting former
employees etc.)
 External Recruitment (e.g. Universities, Employment Agencies, Media Sources etc.)

 Recruitment Planning
 Organizational Issues
 In-house versus External Recruitment Agency
 Centralized versus Decentralized Recruitment
 Administrative Issues
 Employee Requisition Proposal
 Number of Contacts
 Development of Recruitment Guide
 Process Follow & Record Keeping
 Recruitment Process of EXIM Bank Ltd.

 Communication Medium
 Advertisement

 Online Ads

 Organization’s Website

 Advertisement Guideline
 Director Referrals
 Selection Process of EXIM Bank Ltd.

 Steps in Selection Process

 Initial Screening

 Written Employment Test

 Work Sample Test

 Interview

 Salary Negotiation

 Job Offer

 Background Investigation

 Pre-joining Documentation

 Provision Period
 Selection Process of EXIM Bank Ltd.

 Intern Recruitment
 EXIM Bank Limited offers internship programs to individuals who are about to get
graduate.
 They give an opportunity to get involved with their corporate environment to learn
and experience work life.
 Every three months they hire almost 50 interns from different universities.
 Conclusion

The success of a commercial bank depends largely in the quality of service

rendered to the clients. Quality of service depends on the competence and
the quality of the employees of the organization. Therefore, the authority
of EXIM Bank has to be careful in recruiting the right person for each job.
We think its HR policy in EXIM Bank is good, but if any problem arises
then they should reduce it in a proper way. To prosper, they should
develop their human resource or capital properly.
THE END