Comilla University: Nishat Nigar
Comilla University: Nishat Nigar
Comilla University: Nishat Nigar
On
Recruitment and Selection Process of An Organization
Submitted To
Nishat Nigar
Lecturer
Department of Marketing, Comilla University
Submitted By
Md. Robin Hossain
11907015
Department of Marketing, Comilla University
Comilla University
Recruitment and Selection Process of Unilever Bangladesh LTD
Introduction: Unilever limited is one of the largest multinational business firm in the world.
Over the last four decades, Unilever Bangladesh has been constantly bringing new and world-
class products for the Bangladeshi people to remove the daily drudgery of life. Over 90% of
the country’s households use one or more of our products. It provides sixteen verities brands
and try to mitigate all types of human demand by introducing with new innovative products.
Recruiters Qualification:
Recruiting is the process of finding & attracting capable applicants for employment. The
process begins when new recruits are required & ends when their applications are submitted.
The result is a pool of applicants from which new employees are selected.
Manager becomes involves in this process. However, in large organization, like the Unsilvers
Bangladesh specialists are often used to find & attract capable analyst they are called
recruiters. First, Unilever is such a big organization that requires huge man power every year
for its always boosting operations in various level and arena. However, for common business
operations they need
Commonly we discuss and learn major about this level recruitment and selection. The fresh
graduates’ recruitment is in fact the main and major recruitment event for Unilever. From
across the country they get people for their recruitment. The universities in the country
provide the people to be knowledge worker in big organizations like Unilever and such. For
this they highly suit the business graduates Passed from reputed business school or institutes
both from country and from abroad.
The Discussion Is Now Designed as To the Following Four Terms:
Human Resource department headed by the HRM, receives data about need of personnel, the
vacancy information is then analysed by HRM in collaboration with the finance department
with financial feasibility of the recruitment. After judging the
feasibility the approved number of vacancies is informed to the job market through strong
mass media. As means of media they use
• The internet,
• Online based job portals
• English and Bangla news paper
• On campus recruitment
• From Intern inventory.
• You must be graduated within less than three years, or will graduate within the next
12 months form a reputable university.
• You must be within 28 years of age.
• Recruitment qualification for labour-based task:
• You must physically fit and skilled in the particular task.
METHODS OF RECRUITMENT
Recruitment channel
When job openings cannot be filled internally, the HR department must look outside
the organization and basically for UBL, recruitment of fresh graduates is done
through this means. There are 8 ways for external recruitment in the UBL, which
occurs in direct or indirectly for various level of recruitment. Those are-
• Employee referrals
• Advertising
• Educational institutions & Professional associates
• International recruitment
Employee Referrals: For lower level workers, Unilever follow the employee referrals
procedures. This is the procedures when existing employees refer one new and the new is
considered to be further judgment.
Advertising: UBL next to employee referrals in fact for fresh graduates majorly follow the
advertisement procedure for recruiting purposes. They advertise in the reputed English and
Bengali National papers. They also use the internet for online application.
Educational Institutions & Professional Associates: More over the organization takes its
manpower from the universities and educational institutions across the country. The
nationwide universities and its important institutes provide the potential graduates as the
employee of the organization.
Current employees are a major source of recruits for all but entry- level positions of Unilever
Bangladesh Ltd. Whether for promotions or for lateral job transfers, internal candidates
already –know the already informal organization and have detail information about its formal
policies. In fact, for Unilever this short of recruitment is occurred only with especial purpose
experienced employee recruitment.
Biasness: Most of the time, the organization’s employers try to appointment their relatives,
familiar person.
Competition of Talent: There is a lack of vast talent people in Bangladesh for the special
task. The potential job applicants most of the time can’t meet up Unilever requirement. Few
talent guys who has already appointed with other multinational company.
Job Requirement: People with greater experience usually require a higher level of job. In
our country, there are vast population but they are not so skilled in working with hard labour.
They feel comfort flexible job like government job. So, Unilever Bangladesh can’t fulfil their
requirement in all time.
Selection is the process of select the best candidates for the job by using various tools and
techniques. In our country, recruitment and selection process work simultaneously. Those
are joined term as employment function of the organization and this employment function is
stated here for Unilever’s practices.
Reception of Application
After accomplishing the recruitment process, Unilever go to the selection process where they
start the process with the reception of application form filled up through internet online form.
After scrutinizing the data, they select applications for written test.
Employment Test
• Analytical ability
• Computation ability
• Verbal skill
• Written skill
• General knowledge
Mainly three steps are followed in the selection procedure. In the first stage the candidates are
invited for a viva with sales and training manager, Dhaka in his Gulsan office. A human
resource manager also exists there. In this viva the candidate’s situation handle ability is
measured.
Second phase: It is the viva with the general sales and operation manager (GOSM), and trade
marketing manager .in this stage individual skill is measured. The question tries to measure
out the fitness of the candidate for the post.
Third phase: In this stage the applicant faces the HRD customer development team (CDT)
this phase measures the applicability of the applicants’ potential for the jobs. In these stages
why the applicant prefers the Unilever and why it would like to join the expected team.
Physical ability test: The physical test is administered by Apollo Hospital Dhaka to measure
the HIV, Hepatitis B, C or such many diseases in its applicant’s health and fitness for job
effort.
Work samples: For some technical jobs Unilever follows the work sample test on particular
employee like the one of Finance and IT.
Hiring decision: Finally, every step success ensures an applicant join in the Unilever family.
RECOMMENDATION AND CONCLUSION
Recommendation
After going through the report, we draw some recommendations which are:
CONCLUSION
The report has attempted to point out recruitment and selection process in Unilever
Bangladesh. We can get little information about recruitment and selection process in Unilever
Bangladesh. We also take support by some secondary reports as well as internet and Unilever
report publication.