Abstract
Effective organizational performances rely on the proper allocation of human resources in different functional areas. Proper recruitment and selection procedure helps an organization to allocate right type of qualified employees in the proper job position for ensuring organizational effectiveness. The banking sector is playing a crucial role in the economic advancement of Bangladesh through generating job opportunities and recruiting huge number of candidates in each year. Different researchers have projected different sources, methods, models and theories in light of designing effective recruitment and selection program. However, there is no analytical study on recruitment and selection strategies and practices in the private sector commercial banks of Bangladesh till date. The aim of the study is to fill the gap with identifying mostly used recruiting sources, selection methods, developing a selection model for the entry-level position along with identifying perceived major barriers and strategies for maintaining the effectiveness of recruitment and selection practices. Both qualitative and quantitative approaches have been followed to complete this study. Data have been collected from both primary and secondary sources. Primary data have been collected from Human Resource practitioners of 14 private commercial banks through using a well-structured questionnaire with the inclusion of both open-ended and close-ended questions. Statistical analysis software SPSS-20 version has been used for quantitative analysis. Major findings of the study are maximum banks have different preference level for using recruitment sources and selection methods. They follow different selection procedure for the entry-level vacant positions. There are also notable commonalties in using job analysis, some recruitment sources and selection methods, assigning primary and final hiring decision responsibilities to Human Resource Managers and line managers, perceiving major challenges and adopting strategies for effective recruitment and selection functions. An attempt has been made to develop a comprehensive selection model for the entry-level position. Finally, some recommendations have been provided in this paper which will be beneficial for banks, human resources practicing organizations and for future research.
Highlights
In the recent competitive job market, the job seekers are struggling for getting a suitable job and organizations are striving for conducting effective recruitment and selection activities to place and retain highly qualified employees in the suitable position
The purpose of this paper is to examine the current scenario of recruitment and selection (R & S) strategies and practices in the private sector commercial banks of Bangladesh from Human Resource Practitioners’ perspectives
This paper explores several particular queries like whether organizations conduct job analysis before giving vacancy advertisement for employment, whether they rely on recruiting agency, which recruitment sources and selection methods are commonly used, after occurring vacancies whether they consider existing employee first, how they select employees, whether recruitment and selection responsibilities are jointly held by both Human Resource Managers and line managers, how decentralization of these responsibilities to line managers are growing, what are the major barriers, which strategies they give most priority for ensuring effective recruitment and selection practices
Summary
In the recent competitive job market, the job seekers are struggling for getting a suitable job and organizations are striving for conducting effective recruitment and selection activities to place and retain highly qualified employees in the suitable position. An effective recruitment and selection program ensures a right number of qualified employees for achieving organizational strategic goals in a cost-effective way [1], [2]. Each organization should adopt proper recruitment and selection (R & S) strategies and carefully practice those to place the right qualified employees in the suitable position for ensuring organizational effective performance and sustainability. As a crucial contributor to the economy, banks are rigorously concerning about wealth maximization through providing prominent customer services. Providing better customer services depends on the available qualified employee within the bank. Werther and Davis [7] confirmed
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