THE

RECRUITMENT
AND SELECTION
PROCESS

UNILEVER BANGLADESH
LIMITED
Submitted to-
Dr. Khondoker Bozlul
Hoque

Professor, Department of
International Business

Submission date-
10/08/2018

Md. Oliur Rahman Pritom

ID # 801825040
Recruitment refers to the process of attracting, screening, selecting,
and onboarding a qualified person for a job.

At the strategic level it may involve the development of an employer

brand which includes an 'employee offering'.

REQUISITION
The Recruitment process begins with the requisition of the respective
department of the companies. This process initiates when the
department head requires for the new employee for the vacant
position.
 Selection of sources
Employee selection is the process of putting
right men on right job. It is a procedure of
matching organizational requirements with
the skills and qualifications of people.
Recruitment process
• Initial Screening
• Completing the Application Form
• Employment Test
• Comprehensive Interviews
• Background Investigation
• Conditional Job Offer
• Medical or Physical Examination
• Job Offers
 APPLICATION COLLECTION

UNILIVER BD encourage their applicants

both internal and external to apply via
online whereas Walton receives a huge
quantity of job applications by post.
Nevertheless, they both prefer recruiting
the online applicants.

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APPLICATION SORTING

There are three major bases for any kind of jobs considered by
the application sorters around the world-
• Age
• Education
• Experience

From discussion with HRM it was known that their preferred

institutions range from IBA, BUET, DU, KU, Brac, NSU, AIUB, JU,
Sust and Chittagong University.

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 Employment test
This written test measures the candidates
• Analytical ability
• Computation ability
• Verbal skill
• Written skill
• General knowledge

More above 65% marks ensures applicants pass.

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 Mainly three steps are followed in the selection procedure

• In the first stage the candidates are invited for a viva with sales and training
manager, Dhaka in his Gulsan office. A human resource manager also exist there. In
this viva the candidate’s situation handle ability is measured.

• It is the viva with the general sales and operation manager (GOSM), and trade
marketing manager .in this stage individual skill is measured. The question tries to
measure out the fitness of the candidate for the post.

• In this stage the applicant face the HRD customer development team (CDT) this
phase measure the applicability of the applicants’ potential for the jobs. In these
stage why the applicant prefers the Unilever and why it would like to join the
expected team.

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The physical test is administered by Apollo
Hospital Dhaka to measure the HIV, Hepatitis B, C
or such many diseases in its applicant’s health and
fitness for job effort.

Finally the every step success ensures an applicant join in the Unilever family

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BACKGROUND INVESTIGATION

Background investigation or reference checks are intended to

verify that information on the application form is correct and
accurate information.
UNILIVER do this task after the recruitment of the employee, if
they thinks it necessary, otherwise not.It includes
• Previous employer information
• Crime investigation
• Credit information

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Probation Period, Training & Development

At the end of the recruiting process, the employee is given a probation

period ranging 6 months, sometimes extended 3 months. UNILIVER
provide their employees different training in the mean time.

Along passing this period, the respective employees’ job goes

permanent for a long time with the company.

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Along passing this period, the
respective employees’ job goes
permanent for a long time with the
company.
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THANK YOU

MD. OLIUR RAHMAN PRITOM

ID # 801825040

mdoliur@pathao.com

oliurpritom@gmail.com