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 is the most critical function of human resource management. If an organization has competent human resources it can be a source of competitive strategic advantage.
Human resource is the most critical resource that an organization can have. The success and survival of any organization depends upon the quality of human resource it has. Thus, it is of utmost importance to select the right candidate for the right job. This objective can be achieved only if the organization has a right recruitment process in place. A robust recruitment process makes available an adequate pool of candidates from which the management can choose right candidate for the job.
The recruitment process is different for different level of jobs. A typical selection process of entry level managerial position in Bank of Baroda consists of the various tests steps ("Bank of Baroda Career Details", 2019).
Written Test
Psychometric Test
Group Discussion
Personal Interviews
Written Test
After the advertisement for the relevant posts, the first level of screening starts as Written Tests. This is an objective test divided into 4 sections, where the candidate knowledge is tested in the following fields:
Quantitative Aptitude.
Reasoning.
Socio-economic and banking awareness.
English and marketing aptitude.
Candidates have to face the competition of 2-3 million people in this level in order to successfully pass this round. Also, candidates have to pass in each of the section of the objective paper. Thereafter a national ranking list of the candidates is prepared on the basis of their score in the objective paper.Then depending upon the number of vacancies; sufficient numbers of candidates are called for the next level of recruitment process.
Psychometric Test
Candidates who are successful in the written test and called for the next phase, are required to go through the psychometric test. These are scientific and standard tests which the organizations use to measure the behavioral style and mental capabilities of the candidates. The objective of this test is to find out whether a candidate is suitable for the job or not based on his/her cognitive skills. These tests are designed to evaluate a candidate’s ability to process information, work in a group and the ability to handle pressure.
Group Discussion
Now, the candidates who successfully clear the group discussion round called for the next phase i.e group discussion. In this round, candidates are divided into a team of 6-12 members each and they have to do a informal discussion. A panelists group is presented in the discussion room and they judge the candidates on various scales such as body language, leadership quality, group behavior, fluency of language, enthusiasm, analytic ability etc (Geetanjali, 2018).
Personal Interview
Candidates selected for second phase are also required to go through the personal interview. This personal interview is in-depth, one to one and in-depth conversation with the candidate to find out his/her suitability for the job. This is a traditional method which has proved excellent selection tool over the years. The personal interview can be of different types i.e. structured, unstructured, stress producing or mixed. The personal interview mode can be of 3 types:
One to One
Sequential
Panel
In case of Bank of Baroda, it is a structured panel interview.
The personal interview meets different objectives which include:
Various kinds of information can be collected from the candidate which is not possible without one on one interaction.
The candidate can be given information regarding expectations during the job, policies of the organization etc.
It also enhances the credibility of the company as an employer.
Reference and Background checks
After the second phase of psychometric test and personal interview, the organization (Bank of Baroda in this case) checks the background and references of the candidates. The organization collects information regarding references and background of the candidate though application forms. The purpose of reference and background checks is:
To gain greater insights about the candidate for the persons who have dealt with him/her in personal or professional life.
To determine the suitability and potential success of the candidate in respect of the job in hand.
Final Selection
After going through all these steps, the organization makes the most important decision of final selection. In case of Bank of Baroda, a final list of candidates is prepared combining marks of written test, psychometric test, group discussion and personal interview. The candidates who score the highest in the combined marks and clear the background & reference checks are finally selected for the job.
Medical Test
After the final selection, the successful candidates are required to go through the medical tests. The final selection is contingent upon clearance of medical test.
Job Offer
The next step in recruitment process of Bank of Baroda is making a job offer to the successful candidates who are able to clear the medical test.
Employment Contract
The successful candidates to whom job offer has been made are required to accept the job offer. The candidates who accept the job offer are required to enter into an employment contract with
Bank of Baroda. The terms and conditions of this contract depends upon the level of the job.
References
Bank of Baroda Career Details. (n.d.). Retrieved August 11, 2019, from https://www.bankofbaroda.in/writereaddata/Images/pdf/Detailed-Notification-Specialist-Officers-2019-2020-Legal-WMS.pdf
Geetanjali. (2018, April 16). What is Group Discussion. Retrieved from https://www.naukri.com/blog/what-is-group-discussion/
