Recruitment and selection ( HSBC Bank and BARODA Bank ) Analyze two organizations and contrast/compare their systems.What are the issues? Introduction part only at lea 900 words at least, backg

Recruitment and Selection

HSBC:

HSBC aims to recruit the talent from the market they operate and they mainly hire host-country nationals or HCNs. Dowling, Festing & Engle Sr (2017) portrays how host-country nationals have few great advantages that play a vital role for the companies who operate globally and HSBC grabs the advantages that are gained by recruiting from the country they operate, like language barriers elimination, reducing hiring costs, continuity of management improvement and so forth.

HSBC human resource team follows three milestones to complete the whole recruitment and selection stage and the site indicates to support the career path (“HSBC Careers, ” 2019). HSBC human resource team starts with target audience, then selects the range of career options and finally goes for the final step of recruitment and selection process to complete the total recruitment and selection cycle. The researcher will try to put a light on this process briefly in the following from the job experience.

HUMAN RESOURCES TARGET AUDIENCE

1. STUDENT OPPRTUNITIES:

HSBC targets the students who are in their first year or in their final year. They target students mainly for the internship program that helped the bank to fill in the temporary positions. The students get the benefit to gain the job experience while studying.

2. GRADUATE OPPRTUNITIES:

HSBC targets the graduate students mostly for their vacant positions in the bank. This is the largest audience group for recruitment that HSBC fills up to cater their need. Students who have completed their bachelor or masters degree apply according the job posting.

RANGE OF CAREER OPTIONS

1. Internships:

As mentioned earlier, HSBC targets students who are still in study for this position. Internships are widely used in the bank to cater their ongoing temporary need and to provide students an opportunity to learn and grow within. This program can lasts from one to six months (“HSBC Careers, ” 2019).

2. Entry-level roles:

HSBC focuses mostly in this career option where they target and recruit the graduate students and experienced professional from the respective area. This career position involves every departments which is in need of resources. For example, cashier for the branch banking or key account executive for the corporate banking.

3. Management trainee program:

HSBC runs this program to create future leaders for the bank. They target graduate students from the ranked universities and experienced professionals form the competitor banks. This program naturally consists of two year vigorous classroom and on-the-job training in different departments of the banks. This program may vary from country to country HSBC operates. After finishing this program, the candidates are directly placed for mid-management positions in the bank.

RECRUITMENT & SELECTION PROCESS

1. RESUME SOURCING:

This is the first step in the recruitment and selection process. HSBC human resource team collects resumes from the below mentioned ways.

a) Resume from Online/Job Portals-

HSBC posts job vacancies in the career websites. The prospective candidates go online and put their applications according to their choice and expertise.

b) Resume from CAREER FAIRS-

HSBC does lots of career fairs to attract prospective talented candidates. They try to organize at least two in a year or as when the need arises to fill up the positions and gather the resumes.

c) Resume from University Career Council-

This is another way where HSBC is good at. They try to collect the student resumes who are in their final semester and with a good academic standing. They coordinate with respective career council team of the universities to manage their need.

2. APPLICATION EVALUATION:

After resume collection, HSBC human resource team goes with a meticulous screening for the positions respectively according to that position's requirements. They select a required sample size of candidates after screening for the next step. For example, if they need 2 persons to fill up a position they go up to 20 candidates selection to choose from for the next step.

3. ABILITY TESTS:

This is an analytical base test as of the required position requires. HSBC team does this to make the best possible chosen candidates for the next level. They set the bar to select around fifty percent of the first pool of candidates.

4. CAPABILITY BASED INTERVIEWS:

After analytical test, this is the next step where candidates are judged face to face. HSBC team tries to follow the standard practice of interview technique but it also depends on the interviewer. The interviewer team consists of human resources and the respective departmental persons to interview the potential candidates.

5. REFERENCE LETTER SCREENING:

HSBC human resource team asks for at least two references to check further regarding the prospective candidates. This is conveyed in the job posting. If a candidate passes the previous screening step then human resource team sends email with a set format to the references and get a feedback of the candidates. If satisfactory, then they go for the next step.

6. CONDITIONAL OFFER LETTER:

HSBC issues conditional offer letters stating that the candidate is selected initially and will be given an offer letter if the candidates pass the medical test.

7. MEDICAL SCREENING:

HSBC issues a medical screening letter with the designated terms and conditions and with process to follow. They give a maximum of two week time to complete Medical test. HSBC has the arrangement with the selected clinics to take back the result directly from the respective institutions. Candidates just need to take the test and fees are taken care by HSBC.

8. OFFER LETTER WITH PROBATION PERIOD:

After successful completion of medical screening, candidates are issued an offer letter stating the probation period time. On an average the probation period is of three months. The offer letter States all the company terms & conditions of the employment including the salary break down and the position details. Now in this state, candidates become employees.

9. PERMANENT PLACEMENT AFTER SUCCESSFUL PROBATION:

Employees get the permanent placement if he or she passes the probation period with the standard meeting expectations. HSBC raises an amount maximum to fifteen percent based on the employee performance to the successful passing employee. This is the last step of the recruitment and selection process. HSBC tries to meet their set standard as of the parent company wherever they are operating locally.

References

Dowling, P. J., Festing, M. & Engle Sr, A. D. (2017). International Human Resource Management. Cengage Learning.

Census data revisited. (n.d.) Retrieved August 12, 2019, from HSBC Holdings plc [GB] website, https://www.hsbc.com/careers