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3. The selection Process

HRM- An Overview

Selection is the process of gathering information for the purposes of evaluating and deciding who should be employed in particular jobs. It is a procedure of matching organizational requirements with the skills and qualifications of people. Effective selection can be done only when there is effective matching. By selecting best candidate for the required job, the organization will get quality performance of employees. Moreover, organization will face less of absenteeism and employee turnover problems. By selecting right candidate for the required job, organization will also save time and money. Proper screening of candidates takes place during selection procedure. All the potential candidates who apply for the given job are tested. Selection must be differentiated from recruitment though these are two phases of employment process. Recruitment is considered to be a positive process as it motivates more of candidates to apply for the job. It creates a pool of applicants. It is just sourcing of data. While selection is a negative process as the inappropriate candidates are rejected here. Recruitment precedes selection in staffing process. Selection involves choosing the best candidate with best abilities, skills and knowledge for the required job. Mercantile Bank follows comprehensive and extensive selection procedures in search for the most ideal and competent professionals. The testing methods are effectively designed in order to accurately evaluate the required competence and skill for particular jobs. MBL procedures for selection involve the following steps:

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Submission of CV in HRD Sorting out CV & call for test
Employment test

HRM- An Overview

Declare Result & Call for interview Conduct the Interview Investigation of background details Approval of Authority Physical Examination Appoinment and Placement

Submission of CV in HRD: At the beginning of the selection process, applicants are

typically asked to provide biographical details about themselves covering previous work history, education and so on. They may also be asked to provide more general information on interests and hobbies, career expectations, reason for leaving previous job and the like.

Sorting out CV & call for test: It is used to eliminate those candidates who do not meet
the minimum eligibility criteria laid down by the organization. For sorting out CV they maintain two points. First they eliminate those CV or application forms which are incomplete and then the irrelevant ones. They mainly prefer the candidates of high CGPA or high work experienced. After sorting out the CV they call the candidates for some tests. MBL maintain three ways of communications. These are

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By E-mail address By mailing address Call for Test

HRM- An Overview

By Contact Number

I.

By mailing address: They inform the candidates by sending a letter to their mailing address but this way is used for the high level candidates not for entry level.

II.

By email address: Another way is sending a letter by the given email address on the CV or application form.

III.

By contact number: It is a common way for the MBL to ensure the appointment of the candidates for test.

Employment test: In the third step, the candidates have given some tests (Ability, knowledge
etc) through which they compare applicants capability and skill level for the required job vacancy. But these tests are only for the entry level candidates. The high-level or mid level candidates have not give these kind of tests. They directly have to go for the interview. For the entry level candidates there are three types of employment tests. They are Cognitive abilities: Under this process, there are two kind of test. One is intelligence test and another is aptitude test. These two tests are MCQ type question. By these tests they can measure candidates IQ and intellectual skill. These question patterns will fix by some senior teachers of IBA institution.

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HRM- An Overview

Mathematic test Cognitives test Employment test Bank related question

. Mathematics test: This test measure the mathematic skill of a candidate. The candidates have to appear some calculation of math here. In the employment test 85%-90% question will be from cognitive ability test and mathematics test. The rest will be from banking related part. Banking related question: the candidates will have to face some banking related question. Only 10-15% question will be from this part.

Declare Result & Call for interview: After the employment test, the authority declares
the result that who will be selected and confirm them for the interview. The result will publish on the notice board of the bank so that the candidates can easily find their result.

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HRM- An Overview

Conduct the Interview: In the interview session two ways are followed by MBL. One for
the executives and another is for general or entry level employee. The interviews are conducted by the panel form. For Executives, recruiting department based on the job requirements screens the Resumes or CVs and a short list of candidates to be called for an interview. The HR department is responsible for contacting the candidates, arranging for interviews, and coordinating with the requisitioning Department head. At first they build a rapport and ask some CV or application related question. There are mainly three interviewers including one professor from IBA and two are DMD or higher level. The interview board members ask questions that are relevant to the performances of the job including question regarding required skills. These types of questions may be open-ended, behavior-oriented; competency based and stresses type questions. The nature of the questions varies according to the level of position. For entry level, after the employment test they have to appear for the interview session. They have to face both the structured and unstructured question pattern interview. The structured question will asked by the two professor of IBA and the unstructured question will be asked by DMD or lower level manager. These questions are pre-determined but all the process is run by the HR department. Then the members of the interview board will conduct a postmortem that would include the following: Briefly discus about the candidates and exchange views. Complete the interview-rating sheet. Make the selection and forward a recommendation to the Department head;

The department head will forward the Copy of the Resume or CV, Copy of the approved requisition form & any other related paper work to the HR department. The Department head will forward the interview rating sheet along with all CV and other documents of all rejected candidates. The HR & Compliance Department, depending on the education/skills profile will file them in a resume/ CV bank and forward to another departments if and when necessary.

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HRM- An Overview

Investigation of background details: This may include contacting former employers to

confirm the candidates work record and to obtain their appraisal of his or her performance, contacting other job related and personal references, and verifying the educational accomplishments shown on the application. Background checks can take a while if the candidate has lived abroad for any period of time. Besides they check their family background and their personal past history which can affect the company. The purpose of reference check is to factual information confidentially about a prospective employee and seeking opinion from professional referees.

Approval of Authority: After investigating the background details they match the
information which is given in the resume or the application form. If the information of the candidates matches, then the authority approves the selection of the candidate.

Physical Examination: This is a screening device in the selection process. The vast majority
of physical examinations are currently required to meet the minimum standards for the organizations group life and medical insurance programs and to provide base data in case of future workers compensation claims. This examination is conducted by a diagnostic centre. The purpose of medical test is to obtain information on the health status of the applicant being considered for employment and to determine whether the applicant is mentally and physically capable of performing the job. It will also decrease the chances of employee absenteeism. But the cost of medical examination is borne by the company. For the executives they do not need to have medical test but for the entry level this is mandatory whether they have any major diseases.

Appointment and Placement: Those individuals who perform successfully on the

employment tests, and the interviews, and are not eliminated by development of negative information on either the background investigation or physical examination are now considered to be eligible to receive an offer of employment with Mercantile Bank Limited. The appointment

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workers.

HRM- An Overview

authority of MBL issues an appointment letter to the selected candidates without the casual

The appointment letter includes:

Job title, Grade and Salary Nature of appointment Place of posting Name of section or department Effective date of appointment Probationary period, conditions of confirmation and notice period Ending date of employment Mercantile Bank Limited standard terms and conditions A current job description is also attached with the appointment letter. The appointment letter and job description will become valid only after signing by the Director of HR and the employee, in the space provided for the purpose.

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