3.10 Selection & Interview of Human Resources
The second step of Recruitment and Selection Process is Selection. It is the process of choosing the suitable person among the total number of applicants.
3.10.1 Definition of Selection
M.J. Jucious has defined, “The selection procedure is the system of functions and devices adopted in a given company for purpose of ascertaining whether or not candidate process the qualifications called for by a specific job.
Dale Yoder has defined, “Selection is the process by which candidates for employment are divided into two classes those who will be offered employment and those who will not.
3.10.2 Inputs and challenges to HR Selection
The selection process relies on three helpful inputs. These are;
The input job analysis yields the description of the jobs, the human specifications and the performance standards each job requires. Another input, HR plans identify likely job openings and allow selection to proceed in a logical & proactive manner. The last input, recruits form a pool of applicants from which employees are selected. Other challenges
to the selection process limit the actions of HR specialists and line managers. Thus selection process is influenced by these inputs challenges and HR activities (orientation, training, development, compensation, career planning etc.) are highly dependent on selection process.
3.10.4 Different types of Interview
# Individual interview: Individual interview is one-to-one interviews between the applicants and the interviewer.
# Group interview: There are two variation of group interview. One variation is to have applicants meet with two or more interviewers, allowing all the interviewers to evaluate the individual on the same questions and answers. Another major variation is to have two or more applicants be interviewed together by one or more interviewers.
# Unstructured interviews: An unstructured interview allows employment specialists to develop questions as the interview proceeds. The interviewer goes into topic areas as they arise, trying to simulate friendly conversation. This approach may overlook key areas of the applicant’s skills or background.
# Structured interviews: Structured, or directive, interviews rely on a predetermined set of questions. The questions are developed before the interview begins and are asked of every applicant.
# Mixed interviews: Interviewers typically use a blend of structured and unstructured questions. The structured questions provide a base of information that allows comparisons between candidates; the unstructured questions make the interview more conversational and permit greater insights into the unique differences between applicants.
# Behavioral interviewing: Behavioral interviewing focuses on a problem or a hypothetical situation that the applicant is asked to solve. Often these are hypothetical situations, and the applicant is asked what should be done. Both the answer and the approach are evaluated.
# Stress interviews: Stress interviews attempt to learn how the applicant will respond to job pressures. The interview consists of a series of harsh questions asked in rapid-fire succession and in an unfriendly manner. Since stressful situations are usually only part if the job, this technique should be used in connection with other interview formats. Even then negative reactions are likely among those who are not hired.
3.10.5 Tests Types for selecting candidate in Bangladesh context
In order to select people, following tests are conducted in different organizations both public and private in Bangladesh.
3.10.6 Induction, Placement and Follow-up
The final step in the selection process is the induction or placement of the accepted applicant on the job. It is the act of introducing a new employee to a job. In’ short, induction means introduction of new employee in the company. A good induction program has three parts:
1. Introductory information given informally or in-group sessions in the Human Recourse Department
2. Further information given by the new employee’s Supervisor in the Department about Departmental facilities and requires and
3. A follow-up interview several weeks after employee has been on the job.
3.10.7 Ten steps in the induction procedure:
# Greet the new employee cordially.
# Display personal interest in him.
# Review his/her terms of employment.
# Explain any additional privileges.
# Show him around.
# Explain the part he will play.
# Introduce him to his/her co-workers.
# Explain carefully his/her duties.
# Introduce him to persons who can assist or instruct.
# Follow up carefully.
Chapter Four : Recruitment and Selection Process of Enam Labels Ltd.
4.1 Recruitment process of Enam Labels Ltd.
Recruitment is the process of finding and attraction capable applicants for employment. Enam Labels Limited always wants to recruit the right people with combination of skills and resources in the right place. Because ENAM LABELS LIMITED believes that in order to achieve the organizational goal effectively there must be a need of skilled human resources. ENAM LABELS LIMITED always believes in Equal Employment color, region, race, age, national origin or any other factor. The Company always wants to recruit the best and suitable human resources in the vacant position. The person who can face the global challenges and always concentrate to achieve the Company’s vision, mission, and goals always gets preference.
4.1.1 Recruitment policy of Enam Labels Limited
To achieve the organizational goal effectively ENAM LABELS LIMITED’s Top Management has develop a “Recruitment Policy”. In accordance with the Recruitment Policy there have some guidelines. The guidelines of the policy are as follows:
# Ensure the right people in the right place.
# Combination of skills and resources is a must.
# Policy is based on EEO.
# No discrimination against the applicant on the basis of sex, color, region, race, age, national origin or any other factor.
# Company’s policy is always loyal to the Local law.
# No one who is below 18 years of age can be hired as an employee for Enam Labels Limited on regular, contract or temporary status.
# The person who is serving in any other companies whether temporary or permanent under any circumstances in any capacity is never recruited.
# That functional heads determines suitable qualification for any post.
# Absolute confidentiality in HR Recruitment Policy must maintain.
4.1.2 Recruitment sources of Enam Labels Ltd
Enam Labels Limited usually uses three types of recruitment sources, internal source and external source.
Firstly employees can be recruited from the internal source. Management is usually preferred to recruit known and experienced employees from within the organization. In the following ways ENAM LABELS LIMITED recruitment from the internal source may take place with the approval of the Top Level Management. This can be happed by following ways –
There are also some external sources of human resources recruitment uses by ENAM LABELS LIMITED. These are as follows:
Employee Referrals / Recommendation:
Recommendation from the current employees about any person.
4.1.3. Steps in Recruitment at Enam Labels Limited
There are various steps followed by Enam Labels Limited to recruit skilled and qualified employees for the achievement of objectives. The steps are as follows:
# Assessment of the job:
The following things are to be assessed for a job:
# Requisition of Recruitment:
The concerned Department Head raise the requisition of recruitment through the prescribed Recruitment Requisition Form with required information and after that forward it to the Human Resources Department. The Human Resources Department than complete its formality and return it to the concern department. Last of all the concern department submit the Recruitment Requisition Form to the Managing Director for approval. The new appointments must be according to the approved HR budget and must be approved by the Managing Director.
# Attracting application:
Enam Labels Limited always circulate the job vacancies by publishing advertisement in national newspapers. The newspapers that are widely circulated get preference for accomplishing this task. For circulating the publishing widely and effectively Enam Labels Limited chooses both Bangla and English dailies. The advertisement includes name of the position, nature of work, age limits, educational qualification, qualities and experience required for the job, job responsibilities and duties, expected salary, place of the job etc.
# Receiving applications:
In the advertisement, potential and confident applicants are asked to submit their applications along with their resume, certificates and other necessary documents within a period of time. Then the HR department receives all the resumes submit by the applicants.
4.2 Selection and interview process of Enam Labels Limited
Selection is the second steps of Recruitment and selection process. Selection is the process of choosing the best one among the number of applicants. OMIC Management typically followed a standard pattern, beginning with an initial screening, interview, presentation and concluding with the final employment decision.
The selection process of Enam Labels Limited is as follows:
# Initial screening interview
The first step in the selection process is the screening process. During the initial screening process the Human resource manager describes the job in detail so the candidates can consider seriously about applying. After that Enam Labels Limited HR Manager compiles the resume and curriculum vitae from the applicants. The applicants may come to the corporate office or he or she can post his or her documents by post.
# Employment tests
Employment tests are varies from job to job. Such as – for Marketing Executive recruitment the physical appearance or smartness get preference where for HR executive recruitment managing power gets priority.
4.2.1. Testing tools used by Enam Labels Limited
Many employment tests exist in Enam Labels Limited, but each type of test has only limited usefulness. Each type of test has a different purpose.
# Knowledge tests determine the information or knowledge of the applicants. Enam Labels Limited Management is able to demonstrate that the knowledge is needed to perform the job.
# Performance tests measure the activity of applicants to do the some part of the work for which they are to be hired.
# Psychological tests measure personality or temperament of the applicants. By conducting this test Enam Labels Limited C management wants to know about the applicant’s personality.
# Attitude and honesty tests are being used in the same circumstances to learn about the attitudes of applicants and employees toward a variety of job related subjects. Attitude tests are being used to assess attitudes about honesty and presumably on the job behavior. For finance department this test is sometimes applied by Enam Labels Limited management.
# Medical tests determine the physical fitness of the applicants. It measures whether the person is fit enough to do the job or not.
# Power point presentation measures the applicant’s communication skill and fluency in English.
4.2.2. Selection interview
Enam Labels Limited selection interview is a formal, in-depth conversation conducted to evaluate an applicant’s acceptability. The Management of Enam Labels Limited seeks to answers three broad questions: Can the applicant do the job? Will the applicant do the job? How does the applicant compare with others who are being considered for the job? Selection interviews are the most widely used selection technique. The popularity stems from their flexibility. They can be adapted to unskilled, skilled, managerial, and staff employees. They also allow a two-way exchange of information. Interviewers learn about the applicant and the applicant learns about the employer.
4.2.3. Types of interview conduct by Enam Labels Limited
# Individual interview
The supervisor of the vacant position takes the interview. This time the interviewee only face one person. This is often called individual interview.
# Group interview
The applicants may meet with two or more interviewers, allowing all the interviewers to evaluate the individual on the same questions and answers. And sometimes two or more applicants are interviewed together by one or more interviewers. This is called group interview.
# Unstructured interviews
Enam Labels Limited management also applies the unstructured interview. This interview allows Enam Labels Limited interviewers to develop questions as the interview proceeds. The interviewer goes into topic areas as they arise, trying to simulate friendly conversation. This approach may overlook key areas of the applicant’s skills or background.
# Structured interviews
Sometimes management applies Structured, or directive, interviews rely on a predetermined set of questions. The questions are developed before the interview begins and are asked of every applicant.
4.2.4 Verification of Reference and Educational background
All sorts of certificates are to be checked by the HR service manger in this stage. At least two references are needed in order to verify applicants. After verification the reference and certificates the next is begin.
4.2.5 Medical check up
The section process also includes a medical evaluation of the applicant before the hiring decision is made. Normally, the evaluation consists of a health checklist that asks the applicant to indicate health and accident information. All sorts of expenses in this regard are borne by Enam Labels Limited Management.
4.2.6 Supervisory interview
The ultimate responsibility for a newly hired worker’s success falls to the worker’s immediate supervisor. The supervisor is often able to evaluate the applicant’s technical abilities. When supervisors make the final decision, the employment function provides a supervisor with the best prescreened applicants available. From those two or three applicants, the supervisor decides whom to hire.
4.2.7 The final hiring decision
Regardless of whether the supervisor or the HR department makes the final hiring decision, hiring makes the end of the selection process, assuming that the candidate accepts the job offer. To maintain good public relations, Enam Labels Limited management notifies applicants who are not selected.
Chapter Five : Analysis and Findings
5.1 Percentage analysis and graphical presentation of some major findings through questionnaire
Issue : 1
Level of choosing right person for the right place at Enam Labels Ltd.
Data for finding the level of choosing right person for the right place at Enam Labels Limited has been collected from the officer and above level employees. Here total number of respondent was 14. From graph we can see that 7 people (50%) feels
it is good, 5 people (36%) feels as satisfactory, 2 people (14%) feels as needs to improve. So we can say that, some department may getting some extra favor from HR department.
Issue : 2
Times of employee recruitment at Enam Labels Ltd.
Comments: Data for finding the times of employee recruitment at Enam Labels Limited has been collected from the officer and above level employees. Here total number of respondent was 14. From graph we can see that 10 people (71%) says when required, 4 people (29%) says as annually. But at when I worked there I have seen
Enam Labels Limited only recruit employees when they need.
Issue : 3
Chances of being promoted to the upper position of the exiting employee
Comments: Data for finding the levels of chances of being promoted to the upper position form the existing employee Enam Labels Limited has been collected from the manager and above level employees. Here total number of respondent was 14. From graph we can see that 37% says that it is 40-60%, 25% says that it is 80%, other 25% says that it is 20-40% and 13%
says that it is 60-80%. By analyzing these data we can say that most of the time employees for the upper level post are selected from external sources.
Issue : 4
Satisfaction level of recruitment process
Comments: Data for finding the satisfaction levels of recruitment process at Enam Labels Limited has been collected from the offices and above level employees. Here total number of respondent was 14. From graph we can see
that moderate level is for 64%, 14% feels as Very high level, 22% feels as high level. By analyzing these data we can say that most of the employees neither satisfied nor dissatisfied but it seems some people got extra favor at the time of recruitment.
Issue : 5
Percentage of male and female employee in Enam Labels Ltd.
Comments: Data for finding the percentage levels of male and female employee at Enam Labels Limited has been collected from HR Department. From graph we can see that male are 60% and female are 40%. By analyzing these data we can say that Enam Labels Ltd not committed any discrimination about selecting male and
5.2 Major Findings
The major findings in the recruitment and selection procedure of Enam Labels Limited that are justified in my view are:
# The recruitment process of Enam Labels Limited is mostly fair and transparent.
# Enam Labels Limited uses both Internal and external recruitment channels.
# The concerned Department Head raise the requisition of recruitment through the prescribed Recruitment Requisition Form with required information and after that forward it to the Human Resources Department. The Human Resources Department than complete its formality and return it to the concern department. Last of all the concern department submit the Recruitment Requisition Form to the Managing Director for approval. In order to attract the applicants an advertisement in the national newspaper is publishing. Then the HR Department collects the Resume or Curriculum Vitae and filed it.
# No discrimination against the applicant on the basis of sex, color, region, race, age, national origin or any other factor.
# The company always tries to find out the best people for recruiting.
# Enam Labels Ltd’s management always prefers the people who have already completed the Bachelor or Masters in any recognized public or private universities.
# A minimum requirement of two references is needed in order to verify the applicants. But if any one of the applicants applies any sorts of persuasive measure it will be treated as disqualification.
# It does arrange orientation program for the new employees.
# Enam Labels Limited recruitment circulation gives through of newspaper and website.
# Enam Labels Ltd’s management follows a standard procedure in the selection process.
# The Management always tries it best to find the best and suitable person for employment.
# Enam Labels Limited does type of the tests are as follows Knowledge tests, Performance tests, Psychological tests, Attitude and honesty tests ,Medical tests , Power point presentation.
# Enam Labels Ltd arrange limitation amount of training for professional and personal development of the employee.
5.3 Drawback of Recruitment & Selection Process of Enam Labels Ltd.
Some drawbacks of Enam Lables Ltd are following:
# Enam Labels Ltd. never carry cultural behavior test, achievement test, aptitude test etc.
# In Enam Labels Limited the job applicants’ age is limited from 25 yrs to 32, management are not interested to hire people who are more than 32 years.
# Sometimes Enam Lables Ltd do not arrange orientation program for fresh employee
# Sometimes applicants who are referred by the top level management gets some more favor form the recruiting board.
Salary level for the entry level employee is not at satisfactory level comparing with others.
Chapter Six : Recommendation and Conclusion
Strive to make the important things measurable, not the measurable things important. Many HR professional believe their function has become more involved in business decisions, more strategically oriented and more effective as a business partner. The HR function is adding more and more value to modern organizations. The changing role of HR professional carries with it new responsibilities and challenges.
During my internship program in HRM at Enam Labels Limited, I found some deficiency (as mentioned in findings) in the present recruitment and selection procedures. For better recruitment and selection I do humbly recommend the following points:
# Enam Labels Limited’s Policy of taking one permanent employee’s (only according to manager) security bond for only casher appointment might be extended for posts that are financially sensitive.
# It also needs to carry cultural behavior test, achievement test, aptitude test etc.
# In Enam Labels Limited the job applicants’ age is limited from 25 yrs to 32 yrs who have the tendency to change their job frequently.
# Enam Labels Limited should arrange orientation program for all new employees. As a result new employees happen to know the organizational culture, values, mission, vision etc.
# Though Enam Labels Limited provides induction training before placing in job but I think they should provide some more training related with job.
# Some time it seems nepotism but they should avoid it for 100% fair and transparent recruitment.
This requires a sharp business focus from HR professionals and the delivery of high quality HR systems that are integrated into the organization strategy and operations. The study “Recruitment and Selection Procedure of Enam Labels Limited” under HR revealed that employees are the most valuable resources for the progress of the organization. For the development of these valuable resources there are many factors involved. In this regard “Recruitment and Selection Procedure” play the most important role. To increase the productivity of an organization effective & dynamic recruitment and selection procedure is essential. Enam Labels Limited practices a progressive recruitment and selection procedures. HR officers of Enam Labels Limited are now expected to work beyond the boundaries of contracts and policies to contribute directly to the operation and success of the business.