Thesis Recruitment

Employee Recruitment and Selection in the Banking sector
PREFACE
In the modern times, the process of recruitment and selection has become very important,
keeping in mind the needs and requirements of the organizations these days. Choosing a right
candidate for the right job at the right time, is what organizations these days want. In all the
organizations, selection and recruitment is done keeping in mind the long term as well as short
term goals. Since, the organizations are changing at a rapid pace these days. Although there are
plenty of options available before recruiters to select a candidate but while choosing the right
methods of recruitment that includes recruiting through; References, LinkedIn, advertising on
websites, contacting the local consultants, one has to be cautious that it is very important to
communicate the desired skills and abilities of the desired candidate, so that the right candidate is
recruited. Hiring right candidate helps in creating right organizational environment for the
employees to work and deliver the best results. Thus the organizations need to analyze the
recruitment and selection criteria, as the whole organizations profitability depends on it.
In the research, the researcher has collected the data from the existing resources and then
this data has been analyzed as to see what all are the policies used by banks and what are the
traits that banks are looking for. Based on experiences, the keys to recruiting professionals are
combination of a well-thought out, rewarding volunteer experience and a targeted, multi-pronged
recruitment strategy. The most important task in recruitment & selection is to find out the skilled
candidate, who will be the most interested in and qualified for the organization. If the right
person is not hired, it may collapse the whole system of the organization as it will lead to the
ultimate failure of the whole system.
TABLE OF CONTENTS
CHAPTER 1-INTRODUCTION.................................................................................................5
Purpose...........................................................................................................................................9
CHAPTER 2- LITERATURE REVIEW...................................................................................10

CHAPTER 3-RESEARCH METHODOLOGY.........................................................................1
Research Techniques and procedures............................................................................................37
Research philosophy......................................................................................................................38
Research strategy...........................................................................................................................39
Advantages and disadvantages of qualitative research method.....................................................40
Sources of data...............................................................................................................................41
Secondary sources.........................................................................................................................41
Collection of data...........................................................................................................................42
Summary........................................................................................................................................43
CHAPTER 4: FINDINGS...........................................................................................................44
Other method of recruiting............................................................................................................50
Suitable candidate profile..............................................................................................................51
CHAPTER 5- CONCLUSION AND RECOMMENDATIONS..............................................52
Ways to improve recruitment and selection...................................................................................53
Conclusion.....................................................................................................................................54
Recommendations..........................................................................................................................54
THESIS STRUCTURE
Chapter 1 Introduction
In this particular chapter, an introduction about the importance of recruitment and selection has
been provided by the researcher. It has emphasized on the history of recruitment and selection
and the various ways that have been used for selecting the best candidate.
Chapter 2 Literature review
In any type of research, reviewing literature is important part. In this chapter the researcher has
reviewed literature on the different aspects of the research. As it describes the importance of the
recruitment and selection in any organization, it also explains different factors and different
situations that an organization need to handle while recruiting good talents.
Chapter 3 Research Methodology
In this part of the report, the researcher has explained one of the most important link, which is
the research methodology used in the report. In layman terms research refers to searching for
knowledge and methodology refers to the method adopted for something. This part gives the
overview about the various research philosophies, research approaches as well as different
research strategies and method of data collection. Such an approach is needed which leads to
minimum errors and works in sequential order. It has been done using the Onion research Model.
CHAPTER 4: Findings
In this chapter, the researcher has done the analysis of existing literature regarding recruitment
and selection of banking sector especially in Vancouver. The researcher has taken help form
existing literature to find the various different types of methods best suitable for recruitment and
selection of candidate and reached a conclusion. It gives a brief about pre recruitment and post
recruitment phases and also how do a suitable candidate look like.
Chapter 5: Conclusions and recommendations

In this chapter, the researcher has presented a summary of conclusions and recommendations.
These are gathered from the extensive research that has been done. Both are based on personal
opinions of the researcher and the researcher has recruitment is one of the toughest challenges
that the human resource department faces. The reason behind this is that the getting a wrong
candidate is easy, but getting a right candidate is really difficult.
CHAPTER 1-INTRODUCTION
Back to the time of World War II and when the modern management science started
growing, in order to gain success, the organizations have been focusing on firm business
planning, as a way to stay ahead of competition. As a result, it has been an important part of all
the organizations. Come 21st century and we a globalized world is in front of us. With the change
in time, the importance of Human resource planning has also changed. These days, employees
form the back-bone of any organization. So it is important for organizations to choose their
employees carefully and wisely. The success of business in the future would depend only on
those employees. Hiring wrong people can lead to failure of system. Hiring of personnel costs
some money to organization as well. It creates importance in knowing the employee well and
then hires him for his services. Service delivery and smooth operations are important to have, in
an organization that is providing service. Banking sector is one of the major service providers of
any country and it is a backbone too.
An individual gets developed professionally and becomes mature, working with the
company and with the passage of time; he/she performs well and gets into the lines of
company goals (Michael Hall, 2007). Because of this very reason, banks follow relevant
strategies for improvement of quality of employees and increasing the chances of growth of
company. This particular program or rather strategies, should not only be able to suit the
business environment of the company but the employee should also be provided with a
favorable working environment. In banks human resource management, the recruitment of
staff by the banks is an utmost important task.
Vancouver, one of the most livable and diverse place in the world with the growing
population, offering better opportunities for the business world and of course because of the
quality of life here, is one of the most developing places in the world. Vancouver is getting
success in four major financial services; banking, credit unions, international financial
transactions, and venture capital investment. With several offices of main five Canadas largest
banks, including the Canadian headquarters of Londons HSBC, which is one of the worlds
largest banks, Vancouver is one of the most competitive and developing market in world.
Because of its diverse culture comprising of people from over the world, the businesses are
trying their level best to improve their business and get more market and customers. Among all
the English-speaking Canadian provinces, BC is the largest credit union (VEC, 2012). With this
type of business potential, the competition in banking sector is really big and tough, and to
compete, banks have to do more hard work to attract customers. In this research, researcher is
focusing on the different aspects of the recruitment and selection processes; researcher is
focusing on the different recruitments techniques banks are using to get the best employees and
talent to achieve their goals.
A consistent growth can be seen in the banking sector in Vancouver which is a result of
consistent services being provided by the banks. For providing this, banks need to hire some real
smart people which can do multitasking. The individuals bring along with them, their own set of
experiences, perspectives and values. These experiences, perspectives and values form the
human traits, which the human employees in their professional lives.
Purpose
The purpose of this research is to understand the employees Recruitment and Selection
process in the Banking sector. As banking sector is one of the biggest businesses in Vancouver,
the base of this research is the process and steps banks are following in order to find the right
employee.
This research is aimed to achieve the following objectives To identify major elements of Recruitment and Selection process.
To understand the process of Recruiting and selecting employees.
To compare the recruitment and selection strategies.
To recommend the best recruitment & selection process.
These questions are necessary to ask in order to know the major elements of Recruitment
and Selection process. They would also help in understanding the process of Recruiting
and selecting employees in banking sector. The researcher has included these questions
because the answer would be used to derive a conclusion out of the collected data.
Recruitment and selection strategies of various banks are being compared. And then the
best ones are included in the recommendations.
The questions of the present study are
What are the different recruitment sources banks are using?

Are they implementing the concept of manpower outsourcing in the
organization?
What kind of manpower they have in outsourcing operation?
What are the key attributes they want in a staffing service provider?
CHAPTER 2- LITERATURE REVIEW

Reviewing literature is important part of any research; the present chapter reviews literature
on the different aspects of the research. As it describes the importance of the recruitment and
selection in any organization, it also explains different factors and different situations that an
organization need to handle while recruiting good talents.
Staffing is challenging- From many years researchers are trying to find the best process to
hire the best employees for many advantages. Staffing is the processes to attract, helping in
selection and retaining the individuals to achieve organizational as well as personal goals. There
are various factors on the basis of which the organization faces challenges in retaining competent
applicants. A survey conducted on 33000 employers from 23 different countries showed that
90% of the employers were facing difficulties in finding and hiring the desired talent
(Manpower, 2006). In one of their study, Axelrod, Handfield & Welsh, found that out of 7000
Managers, approximately 90% indicated that talent hiring and retention was becoming more
difficult these days (Axelrod, 2001). In their study Rynes, Brown, and Colbert found that in
staffing domain, there are the largest differences in the academic findings and the beliefs of the
managers. This clearly indicates the gap between the understanding the importance of the
staffing, as staffing is one of the key factors in the success of any organization, most of the
organizations do not understand staffing, and its importance (Rynes, 2002).
Other important aspect of organization is the effort to identify; attraction and influence of
job choices of competent applicants. Recruitment is one of the most important parts of the
organization and also one of the most stressing aspects. Applicants have many options and so do
companies, and it is difficult to choose the best suitable applicant. Some reports indicate that
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nearby half of all employees working in organizations are passively looking for jobs and sizeable
minorities are continually actively searching (Perrin, 2006). This is the reason many
organizations feel recruiting as a major challenge. Knowing this challenge, organizations work to
attract a diverse workforce, due to which there is growing recognition to study recruitment and
selection, Organizations understand the critical importance of sustained competitive advantage
and basic organizational survival (Taylor, 2000). The recruitment and selection in any
organization is the key of success of any organization. Organization need to understand every
aspect of it to get successful business.
HR role in organization- The McKinseys research explains how HR specialists were
preoccupied, largely with formulating and managing standard processes like recruitment,
training, compensation, and performance management. The credibility and influence of HR
executives have declined over the past decade, as the function has failed to develop many critical
capabilities. In one of study, only 25% of the HR managers agreed that they lack the capabilities
to develop talent strategies, which were in line with the organization, 58% of all line managers
believe that the HR function lacks the wherewithal to develop talent strategies (Matt Guthridge,
Jan 2008).
HR leaders need to work with front line managers and should work on the feedback given by
them too, in a study done by Matt, it is clear that there is a gap between different levels of HR.
One of the HR director told that his head of HR in North America only works with CEO, he told
that nobody knows her, and she even does not know where the talent lies in the business. (Matt
Guthridge, Jan 2008). This gap leads to the confusion and creates difficulties in talent search.
According to Matt, HR departments need to get a better feel for segmentation and internal
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marketing to create and define a number of different employee value propositions. HR managers
at any organization need to use such skills that they can treat its frontline contact employees as
internal customers but to do that they need to do a proper research on their needs and preferences
as energetically as the companys marketers investigate those of its external customers (Matt
Guthridge, Jan 2008).
It is important to emphasize the value of instilling a deep commitment to talent throughout
the organization, starting at the top and cascading through the ranks. There is a need of leaders
who can develop and improve the capabilities of the employees, which can help nurture their
careers and can manage their performance. HR should have capabilities to improve their ability
to translate business needs into talent need and shall help to keep the talent safe and use it
properly to achieve desired goals.
Recruitment and Selection- The Recruitment and Selection is an integral part of the
organizations human resources management and plays an important role in success of any
organization. The Recruitment techniques vary from time to time. In the period of growth
alternative sources of long-term working staff needed to be found. Ideally, the Human resources
planning focus both on the long-term and short-term requirements. Recruitment and selection
should focus on filling current job vacancies and preparing for future staffing needs (Byham,
1992).
With the introduction of Internet, nowadays, organizations simply advertise the jobs on
Internet and invites applications and shortlist the candidates accordingly. Apart from Internet,
employee referrals also help in recruiting the desired manpower. Nowadays, other methods like
newspapers, job fairs are very insignificant but organizations are practicing these techniques.
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After deciding and practicing the recruitment and selection process the main hindrance that the
company faces is that after the selection there is no assurance that the person will join or not. On
the basis of the selection process it is hard to find the right candidate with the desired skills. At
time the applicants who apply, can deficit or while recruiting the candidate the tools adopted for
selecting the candidate are invalid. These are the few barriers being faced in managing
manpower (Byham, 1992).
The companies are still following the mentioned techniques for recruitment and selection;
many of the organizations are not using the outsourcing techniques. For hiring the efficient
manpower, it is important that the manpower involved in the same process should be capable
enough to justify and handle the complete procedure. The process of Manpower Outsourcing is
generally fruitful when the requirement of the organization is in bulk and urgent. While
outsourcing, without proper command and control, it is possible that quality of the selected
manpower and work will degrades. So, it is very important for the staffing service provided to
understand the exact requirement of the organization and the skills required in the desired profile
before carrying the outsourcing process. It should not only be the number that the service
provider should keep in mind while recruiting, but it should also keep the qualities and skills
desired from that particular person to carry out the operations as desired.
Managing the Talent Crisis- Hiring a right candidate with excellent skills into the right
position is the basic definition of talent management. The failure of talent management may be
more recognizable than the concept itself. These failures can be misjudging the demand and
supply of manpower in the organization or at times led to excessive manpower than required or
on other hand it can be having too little challenge or not being able to find right talent for the
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desired position. These are some challenges, every organization is facing nowadays, and it is
becoming the biggest challenge for the employers (Christopher, 2004). If the talent gap between
the requirement of job and what we hire is not properly managed, it can pose a serious threat to
the long term global competitiveness of the firm. Demographic trends, especially aging
workforces in developed economies, have begun to exacerbate this challenge. The failure in
developing the right talent over the year can create shortage of skills. The main reason that the
companies are not able to find right talent is that they lack basic employability skills; a study
conducted to study the skills gap indicates that employees need to improve skills like work ethics
and attendance. The other reason that the companies struggle to find right talent is the lack of
access to job related education and training required for the job; and also lack of motivation in
the candidates to pursue such education. At times, a negative image of the particular industry can
create a hindrance in attracting the right talent.
Due to shortage of skilled people, a competition for skilled employees and management
talent recruiting is on its high time. Shortage is why these skilled employees are expensive and
companies have to consider the cost-benefits ratio in doing such hiring process decisions. So it
becomes more expensive for the companies to hire such employees. Lastly, the failure to
understand the new Generation Y, when companies fail to understand the requirement of
Generation Y, results in facing the problem of employing the right candidate. Thus, it is
important for the companies to understand the kind of talent they are in need of, after critically
understanding it; the need arises that they should study the availability of the manpower and the
sources through which they can acquire the right talent. The gap between the understanding of
required manpower and availability is the biggest issue for the companies nowadays (Tohmatsu,
2007). Therefore, as the companies are facing shortage of skilled manpower, they should adopt
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various measures to increase the potential of the existing employees and the newly recruited
employees.
Importance of communication in Recruitment- The process of recruitment and selection
is very crucial, as it is important that the right candidate should join the workforce to ensure the
desired result, which ultimately helps the organization to meet their short-term and long-term
goals. In any organization, recruitment, and selection decisions may have a considerable impact
on its operations. In todays environment, the organizations operate in fast-changing
environment, so the role of recruitment and selection process is increasingly vital and essential.
The demographic change and the globalization have led to the changes in the labor markets
(Michael Hall, 2007).
With the increasing emphasis on human assets as an important source of competitive
advantage, it is important to adopt a systematic approach toward recruitment and selection.
Based on experiences, the keys to recruiting professionals are combination of a well-thought out,
rewarding volunteer experience and a targeted, multi-pronged recruitment strategy. The most
important task in recruitment & selection is to find out the skilled candidate, who will be the
most interested in and qualified for the organization. If the right person is not hired, it may
collapse the whole system of the organization as it will lead to the ultimate failure of the whole
system (Michael Hall, 2007. While choosing the right methods of recruitment that includes
recruiting through; References, LinkedIn, advertising on websites, contacting the local
consultants, one has to be cautious that it is very important to communicate the desired skills and
abilities of the desired candidate, so that the right candidate is recruited. Hiring right candidate
helps in creating right organizational environment for the employees to work and deliver the best
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results. Thus the organizations need to analyze the recruitment and selection criteria, as the
whole organizations profitability depends on it.
Understanding need of Recruitment and Selection- Recruitment can be easy but to find
the perfect fit is important. Without this ambition, we run the risk of aiming what we could have
achieved through recruitment and selection. Understanding what the fit consists of, is the key in
building the right model that integrate the requirements of the organization with the attributes
and personal patterns of each individual. The very first approach for recruitment is to define the
role and the specifications that are in inclination with the organizations culture, strategy,
structure, and activities. The second approach is recruiting people with the ideal qualities that
suit the organization (M.J. Schmit, April 1993).
The cost involved in the placing the person in the unsuitable jobs within the organizations
goes far beyond the financial dimensions. Poor recruitment and selection decisions not only lead
to financial loss but also lead to a loss of a chance to recruit more suitable candidate. Because the
market is facing the tight labor supply, it is difficult for the organization to recruit and select the
right person. Since, there is shortage of skilled manpower in the talent pool, this shortage of
manpower makes it more important for the organization to attract, select, and retain the quality
candidates. Thus, it is obvious from our discussion that betters the recruitment and selection
strategies, the outcome of the organization will be best (M.J. Schmit, April 1993).
Apart from this, the effectiveness of the organizations selection system can also affect the
bottom-line business outcomes, such as financial and productivity performance. Thus, it is very
crucial to understand that an organization has to adopt the recruitment and selection policies very
carefully because it is not the routine procedure to hire and select the right asset, but it is also
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important to understand that this decision on the policies can affect the organizations
effectiveness and the output. Thus, recruitment, and selection process should be very cautious
and should be adopted after critically understanding the requirements of the organization (M.J.
Schmit, April 1993)
Technology in recruitment and HR practices- In todays world of Digital revolution, these
new digital techniques also change the technology in human resources practices too. It gives the
tools that can be useful for the organizations to control the efficiency and organizational behavior
of the workers on which they trust to get the active business for the company. Human resources
are backing with the different applications that increase the operational efficiency (Ulrich, 1997).
E-recruitment, employee tracking system, performance management software, e-learning mode
etc. are different software that we have, in todays world, which are helping in human resources
functions like, improving human resources staffs aptitude to take out effectual talent
management and to create a better employer brand.
The technology integration and human resources lead to the excellence in the business.
Nowadays, with the advent of Human resources Information System, it is helping in business
excellence and increasing the efficiency of the business. Technology helped the employees to
lessen the mental pressure of the workloads from the employees in the higher level issues.
Organizations are using strategic tools like HRIS to maximize the workforce and reduce the
costs, which are connected with the human resources management to develop the new strategies
to increase the market share of the company with the positive impact in the market (R.Schreyer,
1998). Human resources Information System (HRIS) with the Human resources software helps
to improve the process efficiencies, which makes the HR a true business partner that will drive
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the organizations toward the way of the success in the market. HRIS plays an important role in
the long-term business success of the organization. HRIS System also plays an active role in
business excellence movements. The technology option, has given decision makers quick access
to role-relevant information, and an efficient platform to pass such information to its employees,
which leads to improve greater efficiency, effectiveness, consistency, competency, organization
flexibility, and customer - focus and profit responsibility at large. The use of high technology in
this process and taking the advantage of it, can lead to the both Human resources and Business
Excellence across all sectors and industries (R.Schreyer, 1998).
Managing risk during Recruitment process- For effective recruitment and to hire the right
manpower it is important to acquire the right means to recruit the new employees. It is important
to understand critically frequent mistakes done by the organization. The first mistake is to rush
out and put an ad in the newspaper. The second mistake is advertising the same job
responsibilities of the person leaving (Bernardi, 2000). Other mistakes that generally takes place
are Cloning that means stressing on what the previous employee was doing. It is important to
carry forward the expectations of previous employee to the new employee, but it has a limitation
in it. Further, the common mistake done is Stereotyping: It is the confection of attributes
assumed to be found in any example of the person found in that particular category. This leads to
ignore the person who can prove to be more competitive but do not have that particular
attributes. Apart from cloning and stereotyping the other common mistakes during recruitment is
hiring the over qualified employee. Hiring the over-qualified candidate initially may seem
attractive but during the course of work, this can lead to some negative results (Bernardi, 2000).
While recruiting, all such factors should be kept in mind because if the recruitment procedure is
not adopted carefully and calculative, otherwise hiring a wrong employee would not only affect a
part of organization but also affects the whole organization collectively. A wrong recruitment
process can lead to downfall of the organization, not only in financial terms but also can damage
the reputation of the organization in the market. Therefore, any organization planning to recruit
the employees should understand the how and what methods, it should adopt for recruitment.
The job description, the job specification, and the methods and process of recruitment should be
very clear so that any kind of confusion can be avoided to hire the right manpower to maintain
the right environment in the organization (Bernardi, 2000).
Strategic Human resources Management- If the organization wants to attract right talent
for the right job it becomes important to determine the right salaries to retain the manpower.
Thus, there the importance of a specialist arises. The good recruitment largely depends upon the
good judgment and assessment. Selecting the right people is the key to lead to a strong
engagement, in turn leading to retention and thus finally leading again to recruitment. The
recruitment has many stages; the company can hire internal candidates, external candidates,
interns or the temporary staff. Another question that should be addressed during the recruitment
process is, what all avenues the company will explore to market the existing opportunities
(Armstrong, 2003).
So, it is important to understand that what methods or approach would be adopted for the
same. The main point to remember while designing and planning the whole recruitment process
is that the complete process should be aligned with the overall company goals and objectives. To
further understand, there are three main sources of recruitment i.e. internal hiring, external
hiring, and alternate staff hiring. Each option has its own advantages and if possible the company
can also explore more options to attract the new talent in the company (Armstrong, 2003).
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The only thing to understand is that if the company goes for internal hiring it will lead to
retaining the old employee in mode of giving him promotion and will help in leading no affect to
daily operations, but if the organization is hiring a candidate from outside then the process
extends till the new employee understands the complete environment. The benefit from external
hiring is that there are chances to appoint more fresh and qualified talent form the market that in
turn can benefit the organization with new ideas. Use of internet is another important aspect in
recruitment nowadays. This has become the main method to attract the new talent in costeffective manner. Thus, recruitment is the heart of the company, so company should extensively
analyze before actually starting the process that whether it aligns with the requirements of the
organization or not (Armstrong, 2003).
Recruitment and Selection Practices in Small and Medium Enterprises- For any
organization, to find the right candidate for the desired vacancy is very important. The right kind
of recruitment and selection of the right workforce is the integral part of any organizations
human resources management and planning process. There are two main key concepts that
underlie the modern human resources management:
a) Employees as an asset to the company and
b) Human resources management as a long-term, integrated and accountable strategic process.
If we try to understand the first concept which refers to the productivity part of the
employee, and second refers to the effective approach of human resources management
practitioner to optimize their contribution for organization growth. For getting everything right, it
is very important to know, what we want to do and where we want to go. Second being able to
judge the specific skill attributes, interpersonal skills required to do that particular jobs, and last
the very important, to provide appropriate challenges, opportunities, and rewards to satisfy the
talented employees (Ongori, 2010).
It is the continual process of understanding and analyzing the organizations human
resources requirement under the changing situation to ensure right number of staff and the right
kind of staff is available at the right time for the organization. Thus, accordingly the recruitment
techniques may change as the situation, and the selection strategy would also undergo a change
in compliances with the corporate development (Ongori, 2010).
In respect to the case study, if we critically analyze the recruitment and selection criteria for
small and medium enterprises, it becomes initially important for us to understand the level of
organization, the desired skills required to do the particular job and the factors that can hamper
the effectiveness of this process. The recruitment process can be internal or external; this
decision should base on the merits and demerits of each method. However, recruitment of
Graduates is more beneficial for the small and medium enterprises, but it is also important to
understand that there are many other managerial positions, which need the experience and simple
graduates can face problems in effectively handling that position. It is also to consider that the
graduates would be easier to retain as compared to other highly qualified employees, it is also
easy to train them, and they are also available in low cost (Bartram, 1995).
Trend for Today and Way of the Future- Majority of human resources practitioners spend
their time in activities related to recruitment, and selection of the employees. Sometimes the
recruitment campaigns are to hire the replacement staff, staff with specialist skills, trainees,
graduates, etc. The employment situation over the years is change and organizations have
adopted a flexible policy in which they hire special skilled labor on permanent basis, While other
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on temporary basis so that the organization can fulfill its human resources requirements in costeffective manner. This is the outcome of poor practice of recruitment and selection decisions that
the employees leave the organization soon. They do not feel comfortable with the kind of work
and output desired from them and due to over pressure, they leave the organization. This is
ultimately companys loss and all the efforts in recruiting the right candidate are waste and
meaningless, and also it hampers the effectiveness of the organization. While carrying a
recruitment process, the initial step is to prepare the job analysis that includes both job
description and specification. After analyzing the job, the next step is to advertise the current
openings. This stage is crucial as it involves cost and the recruitment process explanation. To
advertise, such openings should be selective so that it can attract the desired manpower. Most of
the companies still use the traditional method of recruitment and selection such as resume,
reference checking, etc. Some companies carry out special recruitment online screening test to
shortlist the desired candidates. Further, some companies major recruitment and selection
techniques include advertising through newspapers, online job posting, inviting applications
through existing employees references, inviting applications from the local recruitment agencies,
and also by conducting required skill tests. Organizations do the screening of the candidates on
the basis of knowledge, attitude, honesty, violence level, drug testing, etc. All of these sources
become important for the organization, as these are helpful to select the right candidate, who can
be fruitful for the organization because even one human asset being wrong can damage the whole
functionality of the organization. It also affects the organizations profit and can deteriorate the
working environment that leads to vary disastrous results. Thus, while recruitment, and selection
it becomes really important for the human resources manager to understand the requirements of
the organization and plan accordingly (Malcolm Martin, 2002).
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Outsourcing- Outsourcing generally explained when a company takes part of its business
and gives that to another company. Outsourcing is growing phenomenon and it needs to be
assessed from the broader perspective. Outsourcing is a particular form of externalization of
employment involving a third party looking after the HR related activities. HR outsourcing
strategy is nowhere weaker than within a rigid rule-based corporate agreement. This is clearly
evident that the process of outsourcing has led to high rate of attrition (Tom Kosnik, 2006). The
outsourcing is adopted to increase the overall business performance. With the help of
outsourcing, the organization expects to hire the skilled manpower and simultaneously saves the
cost as well. The organizations are adopting outsourcing so rapidly because the rate of change
and innovation has raised and it is becoming difficult for the organization to cope up with that
situation. Nowadays, business models are becoming complex and so hiring process becomes
quite complex and costly (Tom Kosnik, 2006). In spite of the outsourcing process is still
immature, the vendors hiring for the organization tends to ignore the quality of the manpower
and also ignore the stability factor. That is why companies have adopted strict outsourcing
policies to restrain such practices and enhancing the chances to hire more capable staff. The
outsourcing is not only restricted to some activities but also, it has expended to other verticals
like recruiting, training, staffing, and performance management. To understand the role and
extent of outsourcing in an organization, the vendor should always try to follow the ethical
practice, as the power lies with him. The vendor, be it of small organization or of large
organization, should understand the requirements of the particular job and should try to attract
the right candidate who can perform and deliver the results, which ultimately increases
management performance and hence contributing in overall growth of the organization
(Belcourt, 2006).
Effective Recruiting Methods- Due to the increase in the complexity of the organizations,
the needs of reviewing the recruitment and selection strategies also become significant. As the
recruitment is an expensive task, it is very important for the organization to understand its
importance and should understand clearly that for what positions the company wants to hire and
what kind of talent is required to attract for those positions. Company should adopt the
recruitment strategies carefully as it is going to affect the organization performance. Due to the
increase in the dependency on Internet nowadays, many organizations have adopted the erecruitment policy, which is the policy to attract the right candidate and enable them to apply
instantly through Internet. It involves high risk for the organization to attract highly skilled and
desired manpower (J.P.Wanous, 1980). At the initial stage, the recruiting staffs is responsible to
understand that what number of openings and what kind of openings to the organization has and
also it is important to understand what sources of recruitment and selection would be adopted.
So, the burden of successful recruitment and selection process lies with the recruiting staff. It is
important to understand that recruitment process also serves as a publicity mode for the
organization and also helps in building strong goodwill of the organization. The correct method
also leads to further motivate the people to join the organization (J.P.Wanous, 1980).
After reviewing the recruiting staff it is important to understand what methods the company
should adopt to promote the openings likewise they want to opt to advertise the opening in a
newspaper or they want to go for employee referral or hiring the recruitment firms. Thus, the
study clearly documents that the potential effects of the recruiting methods can be on the quality
of the applicants generated and on employment outcomes. It is important to understand this
before adopting recruiting methods that how effective these recruitment methods are and also it
24
is to understand that the recruiting staff should have the right experience and should have the
right potential to attract the right candidate (Rothwell, 2010).
The Challenge of Managing the Contingent Workforce- It is not only the recruitment and
selection process that leads to the success but also depends upon the employer. Some employers
are very selective in choosing their candidates and strictly follow the selective methods while
some are open and can compromise over the methods. The most important fact to understand is
that only the recruitment process will not create wonders. There should be some policy to retain
them. Some companies have the policy to provide extensive training to its employees so that they
feel attached to the company. For managing the manpower initially, it is important to understand
the nature of the organization and its internal and external environment to adopt apt strategies
(P.Caligiuri, 2010).
For retaining the employees, the organization should be capable of understanding the fact
that the employee should have the feeling of belongingness toward the organization. Not only
this, but also the organization should stress on the training part. Organizations need to take
regular feedback from the employees so that they feel free to express their ideas and thoughts
about the organization. They should also get recognition in the organization for their work to
satisfy their egos. The employees should realize that there are opportunities for the progress
within the organization (P.Caligiuri, 2010). All these factors contribute significantly to attract and
retain the right man force in the organization and also lead in creating a positive internal
environment and also act as a positive word of mouth for future expansion and hiring of new
workforce. Managing workforce is not only restricted to retain the new employees but also
involves managing the team, the multicultural workforce, managing globalization, managing
25
ethics, and corporate social responsibility, etc. organizations use the HR practices to develop and
continually improve the skills, knowledge, and performance of the employees. With rapid
changes in the job requirement, existing employees must be able to adapt themselves for such
changes and should be able to accept these changes with positive attitude. Thus, the human
resources staff should have the experience to handle and understand such critical issues because
the insensitiveness of such staff can lead to the negative effect on the organization and on the
industry as well (P.Caligiuri, 2010).
Way to manage manpower shortage- The manpower shortage is always a topic of serious
problems that not only leads the particular department to suffer but also results in negative
impact on the overall growth of the company. It also restricts the organization to expand.
Nowadays the competition is so high in the market that any organization cannot afford to
respond late. In the situation of shortage of manpower the organization has to analyze
immediately that what kind of shortage is and what should be the best way to fill the present
vacancy. The manpower planning plays an important role in any organization. This manpower
planning has recently got the importance, without this planning the organization cannot even
think of expanding it goals (S.Cartwright, 2005).
There are many wrong ways that can lead to manpower shortage. As the industry has
become dynamic and on account of retirements, deaths, resignations during the year also results
in shortage of manpower. Therefore, it is important that in an organization the flow of such
skilled person should keep on flowing, where as in the opposite situation, there can be surplus
manpower that can be inadequate to accommodate the current vacancy helps in avoiding the
situation of shortage of manpower. It is very important for the organization to respond to such
26
situations promptly to rectify any error within the desired span of time. In such situation the
organization can also opt to go for outsourcings, which can lead to start the process of recruiting
the correct employees (S.Cartwright, 2005). Simultaneously, organizations need to consider other
professional measures for optimizing the manpower. For the development of the good and
efficient sampling, more efficient data collection process with the more use of the modern
information technology is needed, as well as communication technology should be taken into
account. This will ensure the compatibility of data collection schedules with data processing
formats, etc. To handle the manpower shortage situation in the company, organization can use the
strategy of curtailing the low productive activities, going for multitasking option, and optimal
exploitation of e-resources. So it becomes really important that during the time of manpower
planning right emphasis should be laid to hire right skilled and capable employees who can act as
a backbone for the organization in such situations (S.Cartwright, 2005).
An analysis of employers behavior- The labor market condition may vary considerably
over the period and across of different type of employments. A tight labor market is a challenge,
in which the organizations need to fight the very high level of competition. If we would look at
the IT industry and the sales industry, we can analyze that the requirement of skilled and efficient
employees is more but the availability is less. Here, we need to remember that the condition of
the market may vary from industry to industry. In the situation of tight market, the organizations
need to follow the procedure to reduce the manpower and only retain the manpower with the
required skills and attributes (Breaugh, 2000).
The organization should revalue critically that which manpower can prove fruitful to it. The
manpower with the desired skills can also tend to leave the organization because the other
27
organizations would be willing to hire that person and also there can be possibility to retrench the
right person. This is very critical issue and the organization has to handle such situation very
intelligently because this can prove to be very disastrous for the organization and can become a
threat to the survival of that organization (Breaugh, 2000).
In this situation the employer has to invest huge amount of money to attract the right
employees because the survival of the organization is at stake. With the coming of new
researches a new sector of employees have been identified which are usually called Generation
Y. This generation employee is considered at ease with an acceptance of ongoing technological
changes, has a commitment for ethical practices and has global perspectives. Thus in such
situation, it is always advisable to go for such employees who can handle the present situation
intelligently and can lead organization to work without any hindrances and obstacles. The
organization can be advised to adopt the old techniques of recruitment and in special cases can
opt for the same (Breaugh, 2000).
Recruitment and SelectionThe Neglected Topic- Recruitment and selection are the raw
objects to have a suitable workers purpose and line management in any organization. Companies
can easily motivate their employees. Thus, determining the characteristics and capabilities of the
potential workforce, so we can find many ways for the organizations to have the plenty of the
combinations of the strategies so that they can have the more employee output. It will help the
organizations to have the particular significant results rather than other techniques (Carrington,
2002).
Now summarizing the article, these tests can be useful in formation of the different types of
the procedures for the companies, which will give the good combination with workplace where
28
the employee work and with managerial and professional vacancies, and with jobs where there
are high levels of off-the-job training. In an organization, there are different employees working
together from different organizations, with the different work expertise from other companies.
They all have relatively having different personal character and other skills. As the employees
carry different personal characters so the style of their working will also differ due to different
abilities of the persons. The validity, reliability, and the qualification criteria of the employees
may also vary. Discussing the different styles of the recruitment, preference, and characteristic
may vary for the young applicants to the labor market. The employee selection procedure will be
varying with the one firm to other firm/sector as their requirements are different and the caliber
of the applicant changes too. The key problem with the more regulatory management is that the
without conform the informal practices, the best Practice models are usually automatically
assumed to be deficient.
The tendency to use in formal methods seems to occur more
extensively in low- and semi-skilled occupations, which possibly aids the perception of informal
methods as less rigorous or objective (Jenkins, 1984).
Barriers to effective HRM- There was effective correlation found among the majority of
respondents, it was not based on their level in their organization, not their position, or the country
they belonged to. There should be long-term policies of human resources, and the policies must
integrate with one another. To achieve the objectives of the organization, it is important that these
policies must be parallel with the organization's strategy and objectives. There should be equal
treatment of employees, which will lead to increase in employee satisfaction and motivation, and
it definitely will help all the employees in the organization to develop to their maximum
potential. The use of a multiple perspectives on human resources management is also generally
highlighted, keeping in mind the significant differences found on the basis of the researchers
29
30
position as staff or a manager or an employee, and his or her job levels in the organization
(Boxall, 1996).
In general, to support the notion that human resources management effectiveness can be
achieved through either following the soft or the hard approaches. However, when the goals of
human resources management are not achieved, it leads to hampering of such effectiveness. The
reasons found for non-achievement of these goals consist of lack of support from top
management and the inadequacies of the proportion of the organizational staff. It becomes
important to understand that those organizations try to implement human resources management,
which has developed industrial economies. Across all the countries, which were tested, there was
a nominal significant difference found among them, and these results have supported the
previous comparisons made with each other. Although, no significant differences were found
initially on comparison of results, but just the New Zealand and Australian organizations yield
impressive results. Organizations consider it as a bad news. In fact, this problem can be
overcome by carefully handling and understanding of the barriers that come in the way of
effective operations being performed by human resources management (Boxall, 1996).
Outsourcing decision support: a survey of benefits, risks, and decision factors-
At
present times, both the sectors viz. public and private organizations widely practice outsourcing
as a part of effective business strategy. Nowadays companies are not using outsourcing for all the
operations, but companies are using outsourcing services in the section in which the company
does not have expertise or outsourcing is cost effective. With the adoption of outsourcing as a
strategy, the organizations expect to achieve unmatched quality and success. However, they must
understand the significant risks associated at the time when outsourcing model is not successful.
It is important that organization should always have formal outsourcing rules, clearly formatted
in desired manner, which will help the organization to identifying references that may provide
guidance to managers. The formal outsourcing literature always helps the employees to refer at
the point of any confusion, thus providing the instant reference so that the managers know what
is happening and if in case of any deviations the managers can act accordingly (Bers, 1992).
After studying the theoretical outsourcing strategies, we would be able to discuss benefits,
risks, and motivators that would lead to organizations profits in future. Concerning focus on
risks related to outsourcing, European studies have been deeper than anybody elses. The
benefits, motivations, and risks associated with outsourcing are not covered by the studies that
address knowledge management. Analyzing the outsourcing practices, most of the studies about
the distinct position of nonprofit organization. Usually, cost reduction is not the primary
objective of nonprofit organizations (Bers, 1992).
Present analysis should be a matter of motivation for researchers to expand the treatment of
nonprofits. The method of analysis adopted here clearly indicates that significant percentage of
these studies can be bifurcated based on a strong relationship to relatively few of the variables
present in the environment. The location, type of organization, and other motivators are not
related by these variables. Recent studies have revealed that the organizations, these days are
doing more outsourcing and to identify the challenges, opportunities, and decisions. The
managers defiantly need more information on this topic. However, there is lack of literature
availability when the offering tools and guidelines need to be discussed in terms of decision
support (T Kremic, 2003).
31
International outsourcing: incentives benefits and risks- In the process of economic

globalization, the role of outsourcing practices have been highlighted clearly. This article;
however lays emphasis on the ways to strengthen the position of Southeast European countries in
terms of outsourcing and prove them as the most attractive sites for the outsourcing of the
business processes. In fact, it has also been observed that many new states have of such
companies has already received investments for the complete set-up of the outsourcing projects.
Simultaneously, there are many big investors from large organizations who have shown their
genuine interest in investing in the outsourcing business. Thus, the growth of outsourcing and its
importance in the economies whether developed or developing, deserves some more significance
in the same area (Belcourt, 2006).
Nowadays, organizations have various expectations about outsourcing. Many expect that
outsourcing leads to long-term benefits and the strong political presence of subcontracting
companies would lead to increase in competitiveness among them. Thus, while promoting
outsourcing, organizations see it as one of the most powerful trends in the modern management.
There are substantial financial economies related to some functions of outsourcing processes. It
has also led the companies to increase ability of organizations to focus on strategic issues,
accessing the technology, and specializing expertise while improving the service level. The main
point of difference among outsourcing and partnership or joint venture is that there is only oneway flow of resources, which is from the vendor to the employer. Thus, not the products
guarantee advantages by themselves only but also the other factors, such as strong managerial
efficiencies and combination of the desired technology and skills leads to achievement of
competences for adaptation. The South-east Asian countries, which are involved in international
outsourcing, are not having much evidence-based research to its account. Particularly, it leads to
32
33
advantages like efficiency of business activities, specialization of labor and improvement of

professional skills. This process has the tendency to led outsourcing grow from short-term
managerial tactics to long-term strategic vision. To establish strong and positive service contract
or partnership between the service hirer and outsourcers, this tendency must be kept in mind
(Belcourt, 2006).
Occasioning change through HR Sourcing- Nowadays, the e-HRM and HR Sourcing
arrangement is experiencing growth in modern organizations. The efficiency of the HRM
function is very crucial to understand to judge its importance in the organization. The increasing
rate of acceptance of HR sourcing and information systems, which are sophisticated and are
available in the organizations, provides the human capital with opportunities to manage more
effectively. Moreover, many routine administrative and compliance functions traditionally
performed by the HR have been devaluated and automated by outsourcing. The discrepancies
between motives and accomplishment have come up with the advancement of outsourcing
(Orlikowski, 2001).
The three main characteristics on which the structuration theory has been based are who
delivers, what it delivers and how it delivers. There was a research conducted by six
organizations to put the framework to test. In the research, the way the organizational agents
perceive and react upon HR Sourcing was in relation with the original HR ensemble. Thus, the
structure of line and HR managers has the effects linked to the agency and themselves.
Saturation theory describes the discrepancies between intentions of HR Sourcing and their
eventual effects. If, while implementation, these recommendations are not taken into
consideration, managers are very well capable of maintaining or returning to the original HR
(Orlikowski, 2001).
As we also understood that the human resources outsourcing arrangements also failed to live
up to their expectations. Therefore, we can conclude that after understanding the present
scenario, in the existing structures the human resources outsourcing can be beneficial in multiple
ways but only when its models and complexity is clearly understood (Orlikowski, 2001).
HRM Reform in Decentralized organization- It is important to understand the recruitment
and selection in decentralized organizations. The result derived for this paper includes not only
the rooted differences of policy arrangements in the two countries but also judges the favorable
evidences at the local level that simply cannot be explained by the old existing theories (Lievens,
2009).
Due to poorly designed human resources management system, or problems in its
implementation, the local civil service fails to perform as desired. Among a range of human
resources practices, the recruitment, and selection is considered to be particularly significant
because it is in these areas that the power of local bosses commonly interferes. The policy
arrangements under decentralization in the Philippines and Thailand are addressed. According to
article, in both the countries the local chief executives had excessive power to influence many
aspects of local governance and human resources management. In terms of recruitment and
selection, unfair screening is a commonly reported and observed problem in both countries
(Lievens, 2009).
After analyzing the study, it highlights the human management systems of the local services
have been arranged in accordance with their own historical, social, and political backgrounds, On
34
the other hand, where decentralization was started as a form of democratization, central
supervision is rather local sovereignty which is more emphasized. This implies that there is no
need of solution of decentralized local government management, and policy arrangements and
their problems need to be analyzed within the context of each country. This, it is very important
to understand the importance of human resources management in accordance with the
geographical and political situation of any country or place (Burns D., 1994).
CHAPTER 3-RESEARCH METHODOLOGY
35
This part of the report consists one of the most important link of research methodology used
in the report. In layman terms research refers to searching for knowledge and methodology refers
to the method adopted for something. Going through the definition, Research Methodology
refers to the details that are being adopted for successful completion of research objectives. It is
important for a researcher to increase the validity of research approach (Creswell, 2002). It is the
process of collecting data and analyzing it for finding the answers to research questions. This
part gives the overview about the various research philosophies, research approaches as well as
different research strategies and method of data collection. Such an approach is needed to
minimize the errors and works in sequential order. Our main objective is to understand the major
elements of recruitment and selection in banking industry. Since the process of all the banks is
different, the researcher would not be able to organize data from all the banks and that is why the
secondary research is being carried on. The major element that contributes to the selection of any
individual is confidential information that no bank official would reveal to any outsider. So the
only option left before researcher is to collect the secondary data from various sources and then
analyze it.
A company that recruits new people does not only include manpower, but also recruit
new talent, skill, experience and knowledge (Ongori, 2010). These recruitments are of huge
importance as they would be staying in the company for a longer duration and there might
be a possibility where these people are going to reach the top level management and then
lead the organization further.
36
Research Techniques and procedures

The technique, which is being used in this research, defined in this part. As already
mentioned, we would be using the secondary data to find out the existing recruitment policies
being followed by banking sectors. The secondary data which is meeting the parameters of our
research would be using to extract the matching requirements of the data. There would be
various processes for this particular feature, which are as follow:
Collection of data: This includes various sources such as books, newspapers, journal, online
websites, articles etc that can be used to get information on the above foresaid topic.
Extraction of useful data: Once the data has been collected, then data is being put into
scrutiny, and only topic specific and relevant data is being used for the analysis.
Analysis of data: In this part, the final data is being analyzed using various tools like
comparison etc.
Drawing inference form that data: In this part, the used data is being understood and
further
In the research, the researcher has collected the data from the existing resources and then
this data has been analyzed as to see what all are the policies used by banks and what are the
traits that banks are looking for. Conclusions are being drawn from this data. These inferences
are then used to provide further recommendations.
At this stage, what need to be done is that, the research needs to be set in line with the
research objectives. This is the most basic stage of decision making. Research approach is
defined as the process of reasoning which the study adopts. Basically, there are two approaches,
37
one being the top-down approach, widely known as deductive research, the other one being the
bottoms-up report, which is widely known as inductive research report. Both of the approaches
are entirely different from each other.
In deductive approach, there are certain observations that are being drawn and on the basis
of these observations, a conclusion is arrived. At first we are going to analyze the trends that
have been there in the past and then we are going to reach to a conclusion afterwards. Another
reason is that we are not using any pre-received notions about the recruitment process of banks
that is why we are not using inductive approach rather we are going for the deductive approach.
There are other reasons also for going further we have to decide about the time horizons.
Research philosophy
A proper understanding of the research philosophy and research approach is essential for
deciding clearly about the type of research strategy to be adopted for the purpose of a research. It
is evident that even though the researcher adopted the phenomenological approach with
inductive reasoning, the desired outcome needed to be quantitatively defined in order to address
the imperatives of this research objectively. To a common man, only 2 main different forms of
research methods are known, one being the quantitative and the other being the qualitative
research methods. It is important to understand the difference between quantitative and
qualitative data. There are certain intrinsic differences between the two types of data (Saunders,
2007). Qualitative data refers to information which needs to be understood for its implications
and expressed through words.
The process of collecting qualitative data results in the
accumulation of information that is non-standardized which needs to be further classified into

different categories to make it relevant for research, and finally the analysis of quantitative data
38
39
requires the researcher to use techniques like conceptualizations and so on.
In contrast,
quantitative data is the information that can be numerically stated and interpreted. The process of
data collection results in the accumulation of data that is standardized and can be represented in
numbers. Finally, the process of data analysis requires the use of statistical tools and diagrams.
There are three and not two, significant manners of carrying out a research. The first two
are the quantitative research methods and qualitative research methods. But Creswell suggested
that, there is one more type of research method which has been lately used in one of the most
complex and difficult research projects (Creswell, 2002). And that research method is that of
adopting a mixed research approach. In this research method, both the quantitative and
qualitative research methods are used. Mixed methods research has come
off as being one
of the most innovative research methodologies as to include only quantitative and qualitative
methods falls short of the major approaches being used today in the several real world
complex problems. (Creswell, 2002) In this report the quantitative research methods will be used
to collect the data from the primary sources of data and then analyze them with the help of
several statistical tools like regression analysis and others. The qualitative research methods will
be used to collect the data from the secondary sources and the analysis of this data will be done
primarily to support the findings and inferences drawn from the analysis of the primary data.
(Creswell, 2002)
Research strategy
In order to decide a research strategy, there must be proper understanding of both the
research approach as well as the research philosophy. In order to provide authentication to the
research, it is important to understand the conditions associated with the phenomenological
approach as well as the deductive approach, so that the desired outcome can be anticipated and
arrived at. In order to deal with the issues related to the objectives of this research, qualitative
research strategy is adopted. According to this strategy, there is use of written information rather
than emphasizing on the numerical data and its analysis.
A layman may be having knowledge about the two basic approaches of research. One is
qualitative research and other one is quantitative research. Knowing the difference among the
two is important to decide the research strategy. Saunders pointed out some conventional
differences among qualitative and quantitative approaches (Saunders, 2007). Qualitative data
collection refers to the collection of non-standardized data which is then filtered according to the
needs of the research. On the other hand, quantitative data refers to the process of accumulation
of numerical data which is used to reach a conclusion after its analysis. These days another
method of research has come up, known as mixed approach, this approach is a combination of
these two. In this both the numbers as well as non-standardized data is analyzed.
Advantages and disadvantages of qualitative research method
Although few advantages of qualitative research can be seen, but there may be some
disadvantages as well. It was found that this methodology is better suited for this particular type
of research. The major argument supporting this fact is that this can lead to thorough
understanding of topic and this would help in getting the details of topic extensively but there is
some drawback as well. One of the main drawbacks is that the qualitative research becomes too
subjective sometimes (Carrington, 2002). This would create a doubt in the minds of readers that
whether the data is accurate or not as it does not contain any numerical data. Moreover this data
cannot be standardized since there is qualitative data only and this data would pose difficulties to
40
compare. Further, this data would not have very high transparency and due to this the gathered
information cannot be explained and compared properly (Carrington, 2002). The entire research
exists on information as a basic plank.
Sources of data
As mentioned earlier also, there is no possibility of collecting primary information. So
overall the data would be collected through secondary sources only and it would be used to gain
insights inn banking sector recruitment.
Secondary sources
When some information that is being collected by the researcher for a special purpose and
that data is used by some other research as a base for their research work, is said to be a
secondary data collection. There would be many sources from where the secondary data can be
collected. These can be the books, journals, magazines, newspaper articles, online websites,
existing research works.
In the fourth chapter, there would be an analysis of collected data in terms of filtering the
required data and drawing the inference from it. That means the various traits of individuals that
are required by banks and the selection procedure of banking sector is talked about in fourth
chapter.
Keeping in mind the limitations of this research, the researcher chose to adopt Qualitative
data. There are many benefits of it as well. Because of Qualitative data collection, it is possible
to collect big amount of data. Data may be collected from various time periods as well. The
biggest problem that comes across is to identify the datas accuracy and reliability. Not only this,
the starting point of any data has to be the secondary data.
41
Collection of data
Primarily there are two types of data that are collected by the researcher for the purpose of
doing research. These are: Qualitative data and Quantitative data.
Qualitative data refers to the research strategy that makes usage of words rather than the
usage of numerical in support of the discussion. This technique is constructive in nature
(Carrington, 2002).
Reliability and Validity
For any research to yield effective research, it is of utmost importance to know that there is
no possibility of obtaining wrong information. It is also to ensure that the researchers focus does
not deviate from research and a lot of time is eaten up in just validating the data. It is done
upfront in order to know that after some work is being done, there is no such situation which will
require redoing of research. The researcher has taken utmost care in the entire research process,
which has resulted in appropriate findings. Unreliable data can come from unreliable sources of
information such as unrecognized books, journals and unofficial websites. All this can create
biasness in the result. From the discussion, it is clear that the reliability of information does have
a big effect on the outcome of the research, particularly when the research is based wholly on the
secondary sources of information. There is another thing that demands certain care and that is
validity. Talking about the validity with reference to the research work; it refers to the
determination of outcome, if it reflects the actual reality or not. Like the reliability thing, this
also demands the same care and rest of things are being taken care by them on their own. In this
research, the researcher has focused on various aspects of recruitment and selection process of
banking sector and there is a possibility that the research might get deviated from the topic or
42
would come up with unrealistic results. To have clear cut objectives, would help the researcher to
get real world results with full validity.
Summary
This segment focuses on various tools being used in this research. Although there is
phenomenological principle followed in this research. But this is a subjective view of the
research. Different people may have different views and would like to perform the research on
that basis only. The researcher has focused mainly on the recent changes been followed in the
recruitment and selection and has stressed on the desired candidate profile.
43
CHAPTER 4: FINDINGS
In this chapter, the researcher has done the analysis of existing literature regarding
recruitment and selection of banking sector especially in Vancouver. There have been a steep
growth in recruitment and selection in last four decades (Lievens F. , 2009). There is a
requirement of people who can represent the bank and provide customer relationship to its high
net worth individual as well as retail clients. With the expansion in banking services around the
globe, there is also growth of branches all around the world. To provide every branch with
appealing staff requires a stringent procedure being followed by banks human resource
department. There are two type of hunting being done by the banks. Whosoever fits in both these
situations is recruited by banks. These two situations are: Person-job fit and Person-organization
fit. The overall objective of banks selection process is to find the right candidate meeting the
banks requirements and skill set of individual. For the purpose of convenience of readers, the
whole process is divided and explained into three different stages (Malcolm Martin T. J., 2002).
- Pre-recruitment phase
- Recruitment phase
- Post-recruitment phase
Pre-recruitment phase- This is that phase during which the banks realize that they have
certain vacancies or they are going to have certain vacancies in future. Also when banks want to
expand their operations, they require more manpower. At this stage the banks estimates the
manpower requirement. After the estimation, the banks try to find the required educational
qualifications and skill-set they are looking for, in a candidate. This is done by closely looking
into the job responsibilities and overall fit of the organization. This stage is also known as
44
Comprehensive job analysis stage. One of the results of effective recruitment and selection is
good employee morale and reduced turnover of employees (Ongori, 2010). Whenever there is an
ineffective recruitment, banks have to incur some costs, these costs are in terms of poor
performance of employees or when they leave their jobs. While having a nationwide cross
sectional study of recruitment practices, it was found that the recruitment practices followed by
banks involved almost no validation. All the managers depend on the feedback of their
subordinate line managers to judge the performance of newly recruited professionals, and
sometimes when line managers fail to access them, the whole bank has to suffer due to induction
of improper candidate. There are many recruitment methods which are adopted by banks. Apart
from advertising there are internal recruitments of experienced professionals, references, campus
recruitments, walk-ins etc (Miyake, 2002). These are all conventional methods; recently a new
method has come up. This method includes the word of mouth by the existing employee. This
surely is a cheaper way to recruit the best fit candidate. Not only this, the recruited candidate has
the validation done by his/her work. This method is adopted mostly for those positions which are
in managerial level and require more than 5-6 year work experience. The people recruited
through this process are often those which are having not only, low voluntary turnover but also
low involuntary turnover. It was found that the people those are recruited by word of mouth
because they already know what would be the job responsibilities like and how are they going to
cope-up with them. When recruited through this method, it was found by that there was 30%
turnover rate as compared to the recruitments done by advertising or any other means, which was
37% (Miyake, 2002). The reason behind this was that the human resource people had better
information about the candidate as there is a top level manager providing reference. There are
various recruitment methods have a significant link with the effectiveness of the employee in
45
terms of high-performing and high-quality employees (Burns D. H. R., 1994). Employee

referrals, college recruiting and executive search firms are the top three methods by which
recruitment is done widely.
Other methods include giving advertisements in newspapers or going to campuses for
recruitments. Apart from these methods there can be portal applications either. This is also
widely followed by the banks. The banks invite applications for vacancies through online portals.
Candidates apply and then based on bank specific situations; they are called for interviews or
further processes. For the purpose of selection, various factors are responsible, top three of them
are: (Lievens F. , 2009)
- Nature of candidates job search activity
- Possession of relevant work experience
- Relationship between these experience and career expectations
One of the demerits of going for recruitment by giving advertisements in newspapers or
other portals is that there can be unlimited number of applications of individuals. Because
sometimes even those individuals forward their resumes just in case they want to try their luck.
Regarding the campus recruitments, the banks had the privilege to go to specific school for
recruiting. They can choose the school which suits their requirements best. This is beneficial for
both the recruiters as well as the candidates. The reason behind this is that the recruiter gets the
chance to interview the candidates with same educational qualifications and students do not have
to individually go to the banks for applying. Another benefit that the banks get is that the
students in those schools get proper information about the job profile and responsibilities from
46
their placement teams. In an early stage of their career, students get through the little easy
process and get ready to kick-start their career. When the banks have decided on the kind of
recruitment they want to opt, the next step is to go through the selection process.
Recruitment phase- It is that phase in which the banks conduct various rounds to scrutiny the
candidates and after screening they get to interview some of the potential candidates. Generally
following rounds are being adopted by banks (RBC, 2012).
- Written test
- Telephonic interview
- Technical interview
- Final HR interview
Before conducting any of the above mentioned rounds, very first step is to screen the
candidates on the basis of their resumes. These are those resumes which the banks get from the
job portals or via advertisement mails or from the interested candidates in the campuses planned
to visit by them It is done either on the basis of relevant work experience or educational
qualifications. Those who get through this round are further called for the test. The number of
degrees one possess or the numbers of years of experience are the deciding factors. Those
candidates that possess some extra certifications are preferred.
The written test consists of questions relating to the profile they are offering. With the help
of written test the recruiters want to know the knowledge of employees in that particular section.
It is a medium level difficulty test where often the candidates are exposed to time bound
47
questioning. It can be an objective test or a written subjective test. Both the formats are
extensively used by the employers. There can be various forms of tests. For example, there can
be aptitude test, there can be subject matter tests, psychological tests, and biographical data test
and so on. Those candidates that clear the written test receive a telephonic interview from the
head office of the bank. It is a basic human resource round in which the employees interest and
skills are discussed upon, which when found suitable according to requirements of job is
sufficient for the candidate to get called in for the next round. In this round most of the times the
recruiter focuses on the information provided by the candidate in their resumes. General
questions like their availability for joining, locations preferred for joining are discussed about in
this section. In case of experienced candidates, the commitment level in previous jobs is the
topics being extensively discussed in this round. The whole idea of a telephonic round is that the
candidates are allowed to get interviewed in their comfort zone. This is because the candidates
perform according to their potential, when asked to perform in their comfort zones.
The candidates those who are able to satisfy the recruiters in this round are called up for a
face to face technical round. Usually this round is taken by the head office only but there is no
such compulsion, since the branches or zone offices sometimes also take these. In this round,
mostly they test the technical knowledge of the candidate with respect to the position applied by
them. It is expected by banks that the candidate must have strong basic knowledge about the
process they have applied to, although they are not expected to have the exact knowledge
required. Once they clear this round, they are called up for the final round. This is being taken by
the branch manager and human resources representative of that branch. Most of the times this
round is just a formality and 90% of the candidates who appear for this round are selected. In
48
most of the cases this round is to judge the candidate on the suitability of the candidate with local
area, language, banks policies and procedures etc.
In Vancouver, banks generally do not hire people directly for the position of customer care
representative, rather they hire them as a trainee or Intern at first and then later on, they make
them full time employee after the pre-determined probation period. The main reason of doing
this is that these people are not entitled to get the additional benefits till the time they get
employed as a full time employee. In case of employee leaving the bank, they do not lose much
but just the salary terms, for which the employee has worked, although little or more, does not
matter. These trainees or interns have a very high turnover rate. The reasons can be vary. First
they have a 7 day, 8 to 8 schedule. This can be a bit daunting task for a fresher or a graduate who
has just left his/her college life. The second reason can be the salary, since they pay very less
salary; people do not find it attractive enough to work there.
The choice of recruitment type depends upon the needs and requirements of the bank. Apart
from these, there can be other additional ways
which are used to scrutinize the required
candidate like the group discussions, case studies, teleconferencing interviews etc. some
institutions get together to conduct a joint recruitment drive or joint walk-ins, or joint job fairs.
The choice of recruitment type depends upon the type of job vacancy too. For example, in case
of vacancy in top level management, there wont be any written test of a group discussion as
such. Once the offer of job has been extended by the bank and the candidate selects the job offer,
this is the start of last phase of recruitment.
Post-recruitment phase- This is the final phase of job, in which the candidate being selected is
called in for the job as per the decided date and time. In this phase the recruiters provide the
49
selected candidates with job related training. In this training the candidates are taught about the
job and their responsibilities in-depth.
This helps the candidates to perform their job
responsibilities well. They become familiar with the kind of work they are going to perform in
future (CIBC, 2012).
This serves as a two way sword, useful for both the candidates as well as the organizations.
Sometimes it also proves as an eye opener for both the sides. For the candidates, they come to
know about the reality of the job and whether they have the capability to handle the job or not.
On the organizations side they come to know whether the candidate is able to perform as per
their expectations or he/she wont be able to cope up with the kind of job pressure and
environment.
This is one of the most important phases as it helps the candidates to get
acquainted with the working environment. It is mostly after this phase that the candidates decide
to quit the job, if it does not match their expectations or they are forced to quit by the
management when they dont find the candidate suitable. In this phase there is reference check
also being done by the banks to assure that the credentials provided by the candidates are true
and there is no untrue information being provided by them. Medical examination is also a part of
this phase, where the candidates are tested medically for any diseases which may hamper their
performance or fulfilment of their duty.
Other method of recruiting
All the methods talked about, above are being followed by the companies. In other words, in
all those methods, there is contribution of the company representatives at all stages. Another
method which is being adopted by firms these days is outsourcing. In this method, there are
certain agencies, which perform the task of selecting the candidates on behalf of the company
50
51
and then the selected candidates join the company. It is beneficial for the company as they do not
incur extra time and cost for recruiting candidates. But it is not a good option for the companies
that want to have a close look at each person that works for them in future (Schuler, 1987).
Another type of recruiting method that is adopted by Banks is to adopt the candidates on a
third party roll. In works in this way, there is a consulting firm where candidates have lined
themselves up. Banks visits the consultancy to find them suitable candidates listing their job
specific requirements. This helps the banks to get a candidate that is being paid by another
company and their benefits are also looked after by the recruitment firm. Also when these
employees leave, there is little or no effect on banks turnover. In both these methods, the
consulting firm charges some fees from the banks.
Suitable candidate profile
After doing a detailed discussion on the selected candidates, researcher has come up with a
list of traits that the candidates are looking forward to, these are: (Scotia bank, 2012)
- Persuasive
- Adaptable
- Emotionally controlled
- Tough minded
- Decisive
- Analytical
- Rule following
- Data analytics
- Managerial ability
- Team worker/leader
- Conscientious
- Numerical ability
Apart from these general traits, one must possess other job related qualities as well.
CHAPTER 5- CONCLUSION AND RECOMMENDATIONS
In this chapter, the researcher has presented a summary of conclusions and

recommendations. These are gathered from the extensive research that has been done. Although
most of the vacancies are being filled by advertising, but there are some positions that gets filled
by word of mouth or references (Miyake, 2002). Advertisement can be in any form, is it in the
form of newspaper advertising or online job searches. It is believed that the persons recruited via
referrals tend to stay for a longer duration than the persons recruited via other means.
When the banks recruit only through online portals, there is a huge time gap between the
receipt of application and selection of candidate. Usually after the candidate applies through
website their application stays in the system for 3-4 months and then the head office responds to
it. Usually during this period, candidates get jobs at some other place and the banks loose the
chance to hire a potential candidate.
Also in recruitment and selection of candidate there are several units that are involved
collectively. The very first unit takes care of the recruitment on internal basis and the other one,
on external basis. When the first department fails to find any suitable candidate for internal
recruitment, then employee referrals are invited and when that also doesnt work, external
applications are taken in consideration. In the second unit, there are external agencies as well,
which helps the banks to recruit suitable candidate. The research also revealed that the banks had
a structured view of recruitment process. Their process includes various means that helps them to
judge the candidate as per their needs and demands. Right academic background, suitable work
experience, pre-decide cut off score in the test or interview etc are some things that the banks do
not ignore while considering a candidate. The recruitment is one of the toughest challenges that
52
the human resource department faces (Bers, 1992). The reason behind this is that the getting a
wrong candidate is easy, but getting a right candidate is really difficult.
Challenges associated with recruitment and selection
Poor HR planning is one of the common problems in recruitment and selection. The main
motive of HR planning is to provide the organization with proper personnel to work with.
Although recruitment and selection strategies have improved over past few years, but there is
still a scope for their improvement. The major challenge banks face is the availability of key
talent in the market. As Banks are highly specialized institutions and not every person can work
in a bank. For their working, banks need really confident and skilled persons that have the right
skill set to work in a bank. Finding people like this is a challenge.
Another challenge that banks face is the high turnover. With the advent of globalization, the
world is opening up and there are new job opportunities being created every moment. Because
of that the employers face difficulties to hold back a candidate. Moreover the candidates who are
not really interested in the job, does not stay there for a longer duration. As a result, banks loose
the candidates upon whom the existing candidate was being given preference and selected to
perform the job.
Ways to improve recruitment and selection
The analysis of present situation reveals that there have been certain ways that could help the
employees to improve their recruitment and selection and get the most out of the exercise. It was
found that some of the banks do not follow the same procedure, they had mentioned in the
advertisements. As a result, they lose the faith of candidates in their selection process. As a result
the candidates think of the process as a biased process and generally avoid participating in that
53
again. So it is of utmost importance to ensure proper exercise, so that the candidates get a fair
chance to perform and get selected. Moreover, there should be proper link to the complete
qualification rather than the candidates who are having non matching qualifications must not be
given a chance to appear for any round. Because they get rejected in subsequent rounds because
of their subject knowledge and then the deserving candidates also never get the chance to
perform (Belcourt, 2006).
Conclusion
The focus of every recruitment process is to match the capabilities and talents of individuals
with the demand and rewards of bank jobs. Because of this reason, there is considerable energy
being devoted by the topmost companies in recruiting the best available talent. Organizations
success is defined by its work force and human resources are the link that joins the organization
with the talent outside the company. The quality of newly recruited candidates depends upon the
system of recruitment that the bank adopts. There is also another issue with the employee
referrals. It is the candidates that are preferred to, by the existing employees, get additional unfair
advantage as compared to other candidates those who apply by other means. It is advisable that
some uniformity needs to be there while evaluating the candidates.
Recommendations
It is time that we have realized the importance of recruitment and selection process for any
organization. There are some recommendations which would help in making these processes
more effective. Employee referrals must be minimized, so that there is no induction of such
employees that do not contribute much to the organization rather than doing politics. Employee
appraisals should be there so that the new recruits are encouraged to stay in the organization, in
54
order to keep the newly joined, at par with the latest knowledge. It is also advisable that the new
recruits need to upgrade their knowledge so that they do not find difficulties in coping with
changes in the market.
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Employee Recruitment and Selection in the Banking sector

Employee Recruitment and Selection in the Banking sector

Employee Recruitment and Selection in the Banking sector

Employee Recruitment and Selection in the Banking sector

CHAPTER 2- LITERATURE REVIEW...................................................................................10

Employee Recruitment and Selection in the Banking sector

Employee Recruitment and Selection in the Banking sector

Employee Recruitment and Selection in the Banking sector

Chapter 5: Conclusions and recommendations

Employee Recruitment and Selection in the Banking sector

Employee Recruitment and Selection in the Banking sector

Employee Recruitment and Selection in the Banking sector

What are the different recruitment sources banks are using?

Employee Recruitment and Selection in the Banking sector

CHAPTER 2- LITERATURE REVIEW

Employee Recruitment and Selection in the Banking sector

Employee Recruitment and Selection in the Banking sector

Employee Recruitment and Selection in the Banking sector

Employee Recruitment and Selection in the Banking sector

Employee Recruitment and Selection in the Banking sector

Employee Recruitment and Selection in the Banking sector

Employee Recruitment and Selection in the Banking sector

Employee Recruitment and Selection in the Banking sector

Employee Recruitment and Selection in the Banking sector

Employee Recruitment and Selection in the Banking sector

Employee Recruitment and Selection in the Banking sector

Employee Recruitment and Selection in the Banking sector

Employee Recruitment and Selection in the Banking sector

Employee Recruitment and Selection in the Banking sector

Employee Recruitment and Selection in the Banking sector

Employee Recruitment and Selection in the Banking sector

Employee Recruitment and Selection in the Banking sector

Employee Recruitment and Selection in the Banking sector

Employee Recruitment and Selection in the Banking sector

The tendency to use in formal methods seems to occur more

Employee Recruitment and Selection in the Banking sector

Employee Recruitment and Selection in the Banking sector

Employee Recruitment and Selection in the Banking sector

International outsourcing: incentives benefits and risks- In the process of economic

Employee Recruitment and Selection in the Banking sector

advantages like efficiency of business activities, specialization of labor and improvement of

Employee Recruitment and Selection in the Banking sector

Employee Recruitment and Selection in the Banking sector

CHAPTER 3-RESEARCH METHODOLOGY

Employee Recruitment and Selection in the Banking sector

Employee Recruitment and Selection in the Banking sector

Research Techniques and procedures

Employee Recruitment and Selection in the Banking sector

The process of collecting qualitative data results in the

accumulation of information that is non-standardized which needs to be further classified into

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requires the researcher to use techniques like conceptualizations and so on.

off as being one

Employee Recruitment and Selection in the Banking sector

Employee Recruitment and Selection in the Banking sector

Employee Recruitment and Selection in the Banking sector

Employee Recruitment and Selection in the Banking sector

Employee Recruitment and Selection in the Banking sector

Employee Recruitment and Selection in the Banking sector

Employee Recruitment and Selection in the Banking sector

terms of high-performing and high-quality employees (Burns D. H. R., 1994). Employee

Employee Recruitment and Selection in the Banking sector

Employee Recruitment and Selection in the Banking sector

Employee Recruitment and Selection in the Banking sector