DEFINITIONS Recruitment is defined as, a process to discover the sources of manpower to meet the requirements of the staffing schedule

and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient workforce. Edwin B. Flippo defined recruitment as the process of searching for prospective employees and stimulating them to apply for jobs in the organization. Recruitment is a linking function-joining together those with jobs to fill and those seeking jobs. It is a joining process in that it tries to bring together job seekers and employer with a view to encourage the former to apply for a job with the latter. In order to attract people for the jobs, the organization must communicate the position in such a way that job seekers respond. To be cost effective, the recruitment process should attract qualified applicants and provide enough information for unqualified persons to self-select themselves out. Thus, the recruitment process begins when new recruits are sought and ends when their applications are submitted. The result is a pool of applicants from which new employees are selected The Recruitment Process: The recruitment process beins when you know you need someone new in the Department, either because an existing staff member has left, or because there is new work to be done. It doesn't finish until after the appointment has been made. The main stages are identified in the below flow chart Identify Vacancy Prepare Job Description and person Specification Advertise Managing the Response Short-listing References Arrange Interviews Conduct The Interview

Decision Making Convey The Decision Appointment Action

Recruitment and selection Policy of Grameen Phone company : The Job: The job that is clarified is Officer (Research & Analysis). KNOWLEDGE, SKILLS, AND ABILITIES REQUIREMENTS: Experience in market research tools and techniques Excellent command on English speaking and writing skills Excellent analytical and independent problem solving skills Excellent communication skill and interpersonal sensitivity Goal orientated, energetic, and team playing ability Highly adept in MS-office Applications. Recruitment & Selection process of the job To recruit a new officer (Research & Analysis). the company follows the following steps: Finding out the vacant position: This is done by the job analysis of that position. Moreover as business is growing and diversifying in different fields the company needs more (Research & Analysis). To handle the responsibilities of different fields. This has been identified through job analysis. At the moment the Company is having officers(Research & Analysis).Within next year they will need two officers (Research & Analysis). to handle the increased pressure of the project as well as from the customers. Attracting the field: To attract the prospective candidates for the position company will advertise through the following sources: Online job advertisement in different job searching websites like bdjobs, prothomalo jobs, jobsa1, including and companys own websites. Newspaper add in leading national and local daily newspapers like prothom alo/dailystar including sylheter dak etc.A notice will be hung in the company notice board in the company premises. Company will bear the cost to attract the candidates thats why candidates dont have to pay any thing for making an application. Short listing:

Candidates are short listed by scrutinizing the application forms that are receivedfrom the different candidates. There will be some basic criterias to short list thecandidates. For instances: The candidate must be a marketing graduate and he must be computer literate and of course should match experience criteria. If any candidatedoes not fulfill any of the above criteria will not be short listed. Candidates who areshort listed must possess fulfill all three criteria. On the basis of best match 50% of the applied candidates will be short listed. Selection test: The short listed candidates will be called for a selection test. The test will contain 50marks. The selection test will divide into two parts. First part is for testing basic marketing concepts and knowledge (out of 40); while another one will evaluate candidates computer literacy (out of 10). For this test each candidate has to perform some tasks practically sitting using computer within a time frame. At a ratio5:3(attendees: passed) the top scorers will be asked for employment interview. Employment interview: Candidates who score highest in the selection test will be selected and called for a formal interview. Each candidate will be given a similar kind of situation where they have to make decision and prove their ability to handle the situation. During that process the candidates will be tested for the following competencies: 1. Customers services 2. Team work 3. Flexibility 4. Achievement 5.Communication skill. Selection decision: On the basis of the performance in written test and interview 5 candidates will be selected chronologically starting from the highest scorers. The company will have provision for another 3 candidates in case if any selected candidates do not accept offer. Job Offer: Top two candidates will get our formal appointment letter by currier. In the appointment letter the basic terms of the employment, policies, compensation and their benefits will be briefly mentioned. Evaluation & Employment Contract: Those who will accept our job offer will be given the final contract letter after successful completion of their six months probationary period. Each employee will have a line manager to whom they will report. After six months every line manager will sit with higher management to do the formal evaluation of each candidate. Thenthe successful candidates will be given the permanent employment contract letter.After signing this letter the employee will become a full time permanent staff member of the organization. COMPLETE RECRUITMENT & SELECTION CYCLE

Phase I: Pre-Selection
Functional

Head

MRF

&

Approval

Approving Authority

Job Description & Candidate Profile (Education, competencies, Attitude etc)

Search
HR

CV Sources Internal CV database Hiring Consultants e-Recruitment portals Internal Reference Personal Networks

CV Bank

Phase II: Selection

Initial HR S c Short-listed CVs Called for Personal Interviews (Local candidates) CVs not short-listed go to CV Database (For Future use)

Short-listed CVs
Tel. Interviews

HR co-ordinates to organize the interviews Preliminary Interviews (As per the Selection approving Matrix)

Short-listed

candidates

Final Interview (As per the Selection Approving Matrix)

De-briefing & final decision (Interviewers discuss amongst themselves & with HR to take a final selection decision)

Phase III: Post-Selection

Salary proposal

(HR to prepare it keeping in mind the Internal Equity)

Reference : *Grameen phone customer care *http://www.grameenphone.com/