The Recruitment Process and the Team

The recruitment team of HRD in EBL is very energetic, intelligent, hardworking, and responsible and
committed to every task they are assigned to. Within this HRD, the work pressure and work load of the
recruitment department is comparatively high, and the way the team handles them is excellent and
appreciable.

The whole recruitment team is divided two main segments. They are

 HR Core team and

 HR Relationship team Mode of Employment:

EBL has four types of employment to meet the highest order of the satisfaction level of its clientele.
These are:

 Full Time

 HR Contractual

 Outsource

 Internship Programs (IP)

JOB Advertisement

The talent sources are as follows:

 Reference from internal employees

 Drop Box

 Road Show

 Job Fair

 Internal Job Posting

 Newspaper Advertisement

 Job Portal

 Promotion

 Transfer or deputation

 CV Bank
 Fig: Job Specification posted by BRAC Bank

CV Screening:

When a department sends a requisition proposal to Human Resource's core recruitment team with the
consent of the concerned Head of Division, the job description/job specification for the specific vacancy
is included. The job description directs the Recruitment team in evaluating and deciding on the most
relevant and efficient assessment methods and tools. As a result, for the Recruitment Department to
approve and act on any manpower request, a completed job description and job specification information
must be attached.

The job description is used by core recruitment to determine whether an employee is actually required for
the department/division in question. Following receipt of an authorized requisition, the Recruitment
Department takes the necessary steps to post an advertisement addressing possible internal and external
resources. The core recruitment team of HR posts the job circulation internally through e-mail to all the
employees of Eastern Bank Limited (EBL) and also attaches the job description along with the job
circulation. If CVs are not received within the stipulated time internally, the core recruitment team posts
the job circulation in the local dailies of the country and rewrites the job description in the form of job
responsibilities. Should any recruitment requisition requires posting newspaper advertisement that shall
be required to be recommended by the concerned Division head, upon which, Corporate Affairs
Department design the layout plan for approval of Managing Director. After receiving a requisition and
posting of a job advertisement, candidates are usually given seven days’ time to apply, which can be
extended if it is deemed necessary

CVs are received on the IFS as well as hard copy CVs in the case of internal job distribution. In the case
of external job postings, in addition to hardcopy CVs, e-mail CVs are also received.

The applications/CVs are profiled against the given job advertisement and sent to the concerned
department by the ARM for screening and short listing. Short listing criteria including Education,
Required academic qualification, Reputation of academic institution, Relevant courses, Number of years
and relevance of job experience (where applicable), Skills and qualifications, Other factors (extra –
curricular activities)

Once the CVs are evaluated and shortlisted by the concerned Department, those are sent back to the
concerned ARM who cross-checks the CVs against the criteria set out above.

If the job was advertised internally, the responsible authority, after cross-checking and screening the
applications of the short-listed candidates, makes the required arrangements for the short-listed
candidates' interview. Furthermore, in order to apply internally, the candidate must have worked for the
Bank for a specific period of time. Additionally, PIN numbers are utilized as the application/CV track
number for individuals who apply internally.

For external applicants, the ARM submits the short-listed CVs to HR's core recruitment team after they
have been cross-checked and screened by the concerned ARM after the concerned Department. The core
recruitment team double-checks the CVs against the criteria outlined above, assigns an application track
number to each CV, and updates the MIS accordingly. The core recruitment team then sends the short-
listed applications/CVs to the appropriate ARM, who makes the necessary arrangements for the short-
listed candidates' interviews.
The human resource department's primary purpose is recruitment and selection, and the recruiting process
is the first step toward building competitive strength and a recruitment strategic advantage for firms. The
recruitment process is a methodical process that includes everything from locating candidates to
scheduling and performing interviews, and it takes a lot of time and resources. A general recruitment
process is as follows:

There is a vacancy. This could be due to the introduction of a new position, or it could be owing to the
promotion or retirement of an existing employee.

The recruitment process begins with the human resource department receiving requisitions for
recruitment from any department of the company. These contain: Posts to be filled, Number of persons,
Duties to be performed, Qualifications required. A new job description is written, as well as an employee
specification. The job description outlines the position's responsibilities, whereas the Employee
specification outlines the experience, skills, and abilities required to perform the job.

Recruitment Policies:

 With internal job postings, an employee can only apply if he or she has worked for Eastern Bank
for more than two years and the candidate's application must be recommended by the employee's
reporting supervisor.
 The HR Contract employee can apply for the regular post after servicing more than two years in
the Eastern Bank.
 EBL never recruit employee through third parties or agencies.
 All regular employees will be appointed by the Managing Director.
 All HR contract will be appointed by The Head of Human Resource Division.
 The schedule of recruitment will be created according to the Service Level Agreement (SLA).
 The interview board will with The Head of Department of that post, The Supporting Department
Head and The Head of HRD.
 From Senior Officer and more there will be a second interview with the Managing Director of
Eastern Bank Limited after the first interview.
 The new recruited will get the probationary period of one year if the employee has less than three
years of working experience and will get the probationary period of six months if he has more
than three years working experience.
Selection Process

Grading/Marking Marks
Preliminary Screening 10
Written test 60
Interview 20
Interview with Dept head 10
total 100

Process of selection:
 An initial screening procedure will be used in the first step of the selection process. This
procedure will include a set of questions that will be the same for all applicants. The candidate
will be advanced to the written test level after passing the initial screening.
 A written test will be given to each candidate. The test should cover general knowledge,
arithmetic, English, and other topics. Eastern Bank Limited may enlist the assistance of outside
specialists to help create the questions, supervise the examination process, and mark the scripts.
 A candidate must secure minimum 70% mark in written Test to be eligible for Short-listed for
assessment Centre and total scoring out of 90 before final interview must be over 60 as
Management Trainee Officer.
 Total number of candidates to be called for VIVA will be 4 times the numbers of Management
Trainee to be recruited or all the candidates who has provided they meet the minimum 60 scoring
out of 90-mark criteria.

Written Input Training

Screeni Selecti
Interview Inform Joining
Exam ng ng
ation
Fig: Selection Chart
Written Exam

After collecting CV the procedure begins with exam. The examination question paper is made upon

1. Mathematics

2. General knowledge

3. English

4. Analytical ability

5. Write up

The mark distribution of each section is 10 and total is 50. Passing marks is 30. The candidates need to be
passed by getting specific marks. After cross checking the copies, the shortlisted interviewers are called
for interview.

Interview

 Now, we call their personal number and advise them of their interview, as well as the papers they
will need, such as photocopies of all academic diplomas, NID, and one copy of a passport-size
photograph. Meanwhile, the recruiter prints up the candidate's CV and gives it to the interviewee.
 On the day of the interview, approximately 100 people arrive, and we give them a form to fill out,
which includes their personal history, address, and other information.

 The interviewees are given a score card to indicate whether they were picked or not, and they sign
it at the end of the interview, which is then collected by the recruitment officer.

And I think the Eastern Bank’s interviewees are smart enough to conduct a successful interview whether
directly or indirectly practicing these factors. Generally, there is two or more interviewee in an interview
board and they ask several questions to the interviewer/candidate to measure their knowledge. At the end
of the session, with a number of selected candidates HR people precede for our next activities which are
mentioned earlier-input data (candidate’s information), Creating appointment letter, offer letter, call them
for joining and so on.
Screening and selecting/Short listing
 After conducting a successful interview session another shortlisted people around 50 or
70
 Candidates are given a joining package, along with instructions on how to complete it. A
bond, a medical slip, and an account starting paperwork are included in this joining
package, as well as some personal and professional history. And advise them to have a
pre-deployment health checkup at a certain medical facility, with the results arriving at
head office.
 After that HR people input their information’s for next steps.

Input Information

 The HR Operation Divisional people enter the candidate's information and create
appointment and offer letters, which the Head of HR signs.
 After arranging all data and documents of the candidates we call them to join on a
particular date. Also input information for making medical checkup letter.

Employment medical checkup

It is a very limited portion since the bank authority must know whether he or she is capable of performing
job properly or is mentally and physically fit for work; if not, he will not be hired despite having the
highest score. The bank pays for it, and a medical health checkup is required for every candidate in every
position.

Joining

At the joining date Bank collect back them with all those joining packs and provide them a copy of
appointment letter & offer letter and tell them to come on a certain date to know their posting. Posting is
given by another Department and instruct them to go their work location and contact with their
supervisor.

This starts when final candidates came at the joining date. We took the joining package back and this
should be filled by the candidates and after cross checking all the documents, Bank create an employee
file and the file contains the employees name and the date of joining in front of the file and also their
academic certificate, copy of National ID card both of them and their nominee and so on.

 The joining Package contains

 Top sheet
 ID card requisition from
 Joining letter
 Letter of Declaration
 Salary Fitment
  Appointment letter
 Personal History From
 Terms of Employments
 Insurance Form
 Provident Fund
 Other Certificates
 Educational Certificates
 National ID card of the candidate
 National ID card of the candidate’s nominee
 NID verification
 Medical test documents
 Recruitment memo
 Exam sheet
 CV with photograph
 Requisition from Recruitment
 Declaration if experience
 Affidavit
 Medical money receipt
 By combining all these things together one candidate’s joining become successful.

Training
In each all-around presumed association preparing is extremely normal practice to put new
representative into administrative duties after procedure of preparing and advancement. We
realize Training implies familiarizing everybody with the specialized part of the activity so his
specialized aptitudes will be overhauled. It's a customer arranged occupation, so preparing isn't
sufficient for explicitly who needs human connection and social ability in this preparation gives
people discernment, frame of mind, qualities and desires, so that and representative or manager
can build up there with the most recent update. HR create expertise and information for better
exceptional of employment duties. Its grips with on - the-work and shaped preparing programs.

Here is the EBL training programs

 Orientation Training
 In-House Training
 Job Specific Training
 Need based Local/Foreign Training
 Peer or supervisors' coaching
 E-Learning: Online Training & Evaluation

Direction Training for the fresher, Eastern Bank Limited has direction inside preparing project
to give them the general perspective on the bank and furthermore present them with the
hierarchical culture.
  Job explicit preparing: this is preparing where Norm of the bank is to prepare them by
friend or directors' instructing. Representatives must endeavor this preparation to know
the set of working responsibilities and pursue on the hands on preparing.

 Need based preparing: this preparation can be either Foreign or nearby. In the wake of
breaking down worker’s whole among aptitudes and information and competency
required for the present job.

Basic training program:

 Joining/ Participating in orientation with different Departments

 Foundation Course
 Attachment with SME Unit Offices & Branches
 Organization of Development Program
 Attachment with different departments
 Information Technology Training
 On job hands-on training according to Job Description

Training Authority

The Managing Director has the ability to choose issues identifying with preparing of the
representatives of the Bank. For preparing/instruction inside or outside the nation, the choice
might be made by Managing Director in interview with Heads of the Divisions/Deputy
Managing Directors.

10. Analysis With Data Interpretation:

Recruitment and selection process is a mandatory.

Recruitment and selection process is a

mandatory.

6%

44%
50%

Strongly Disagree Disagree Nutral

Agree Strongly Agree
Recruitment and Selection process of Eastern Bank Ltd. is satisfactory

Recruitment and Selection process of

Eastern Bank Ltd. is satisfactory

3%
19% 13%

64%

Strongly Disagree Disagree Nutral

Agree Strongly Agree

Recruitment and Selection process generates hassle to the applicants.

Recruitment and Selection process generates

hassle to the applicants.

6% 9%
16% 12%

56%

Strongly Disagree Disagree Nutral

Agree Strongly Agree
Employees are selected according to the job description and job specification

Employees are selected according to the job

description and job specification
22%

47%

22%

9%

Strongly Disagree Disagree Nutral

Agree Strongly Agree

Eastern Bank’s Recruitment and selection process is bias free.

Eastern Bank’s Recruitment and selection

process is bias free.

3% 6%
19%
12%

59%

Strongly Disagree Disagree Nutral

Agree Strongly Agree
 Eastern Bank can attract suitable candidate.

Eastern Bank can attract suitable candidate.

6%

34%

59%

Strongly Disagree Disagree Nutral

Agree Strongly Agree

Eastern Bank follows formal Recruitment and selection process.

Eastern Bank follows formal Recruitment and

selection process.

3%3%
3%
19%

72%

Strongly Disagree Disagree Nutral

Agree Strongly Agree
Recommendation:

The study proved that EBL has an effective Human Resource Department which meets all the
manpower requirements of the company. So, considering all the findings and analyzing all the
data the following recommendations are made, which will benefit Eastern Bank. First of all the
amount of days it takes to recruit and choose personnel might be cut in half using EBL. EBL has
a strong recruitment and selection process in place. However, the process of seeking and hiring a
new employee is lengthy. EBL should recruit more from external sources. EBL can go for
campus recruitment in order to get talented candidates to improve the organization effectiveness.
Whether the candidates' references are management or higher level, any form of partiality should
be avoided during the recruitment and selection process.

10. Conclusion

The commercial banking market has become significantly more competitive during the last two
decades. As a result, both the recruiter and the examiner may have difficulties, as recruiters are
under pressure to attract the right people to their firms and face substantial competition. In this
case, Eastern Bank is not above them. It is not only profit-oriented, but also socially responsible,
with double-bottom-line characteristics. They also worked very hard to meet and exceed
expectations, but the firm was able to handle these challenges with ease thanks to its well-
managed system and highly experienced staff. This bank makes a significant contribution to the
economy. To succeed, you have great need to recruit the greatest people for your company and
HR not only hires people but also has a job to provide them with adequate training or to make
them effective.
If certain small businesses lack a dedicated HR department, the department of human resources
of any organization can be considered. Maintaining a healthy balance is crucial. HRD work has
become much more difficult in recent years in order to increase the competitive environment, but
even without all of these factors, some companies, such as Eastern Bank, perform exceptionally
well because of their well-maintained departmental functions, internal culture, and, most
importantly, their highly qualified employees. Most importantly, it is because of the success of
this firm that its customers and employees are considered not as humans but as partners, and the
superior customer uses them as the biggest source of intellectual value. Employees are motivated
because they are always willing to assist you, and the work environment is nice. They have the
knowledge and abilities to deal with any difficult financial situation or decision.

Reference:

 K Aswathapa, Human Recourse Management, McGrew Hill Education Pvt Ltd, New Delhi,7th
Edition

 Dessler Gary, Human Resource Management, Pearson Education Ltd,2015,14th Edition

  https://www.ebl.com.bd/

 https://www.ebl.com.bd/management

 EBL annual report 2018

 EBL annual report 2019

 EBL annual report 2020
 EBL Training newsletter

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