Abstract Summary: City Bank Ltd. is the oldest private bank of Bangladesh. It started its journey in the year 1983 and still going strong enough. With the vision of The Financial Supermarket with a Winning Culture Offering Enjoyable Experiences they are making their journey. From the very beginning till today their target has been making profit through doing some good to mass people. For this reason they need to maintain their bank with efficient officials. And for efficient officials first step is to select best possible candidate for the job which begins with recruitment and finishes in selection. So selection can be conceptualized in terms of either choosing the fit candidate or rejecting the unfit one, or combination of both. So, selection process assumes rightly that, there is more number of candidates than the numbers of candidates are actually to be selected where candidates are made available through recruitment process. It is said in terms of Bangladesh. During the whole process of selection candidates need to go through several evaluation test, medical checkup, background information check and so on. Candidates who pass all the steps are selected for the job.

IntroductionThe size of the labor market, the image of the company, the place of posting, the nature of job, the compensation package and a host of other factors influence the manner of aspirants are likely to respond to the recruiting efforts of the company. Through the process of recruitment the company tries to locate prospective employees and encourages them to apply for vacancies at various levels. Recruiting, thus, provides a pool of applicants for selection.Definition: To select mean to choose. Selection is the process of picking individuals who have relevant qualifications to fill jobs in an organization. The basic purpose is to choose the individual who can most successfully perform the job from the pool of qualified candidates.Purpose: The purpose of selection is to pick up the most suitable candidate who would meet the requirements of the job in an organization best, to find out which job applicant will be successful, if hired. To meet this goal, the company conducts several tests as well as obtains and assesses information about the applicants in terms of age, qualifications, skills, experience, etc. the needs of the job are matched with the profile of candidates. The most suitable person is then picked up after eliminating the unsuitable applicants through successive stages of selection process. How well an employee is matched to a job is very important because it is directly affects the amount and quality of employees work. Any mismatched in this regard can cost an organization a great deal of money, time and trouble, especially, in terms of training and operating costs. In course of time, the employee may find the job distasteful and leave in frustration. He may even circulate hot news and juicy bits of negative information about the company, causing incalculable harm to the company in the long run. Effective election, therefore, demands constant monitoring of the fit between people the job. A successful selection process requires a successful recruitment.Recruitment process of City Bank Ltd.: Successful employment planning is designed to identify an organizations human resources needs. Once these needs are known, an organization will want to meet them. First step to meet the need is recruitment. Recruitment is the process of discovering potential candidates for actual organizational vacancies. City bank Ltd. conducts their recruitment process by several ways. These are given bellow: Recruitment procedure of City Bank Ltd.

Internal

External

1. Advertisement (printed media, newspaper

2. Unsolicited/ Walk in

3. Employment agency

4. Professional organizations

Employee referral

Internal: Employee referral: An employee referral program is a system where existing employees recommend prospective candidates for the job offered, and if the suggested candidate is hired, the employee who referred may have to bear the liability. External sources: City Bank Ltd. recruits most of its applicants through external sources. Advertisement (printed media, newspaper): Advertising is a key part of the recruitment process for City Bank Ltd. The purpose of advertising is to reach the largest qualified audience. City Bank focuses on printed media especially on newspaper for their advertisement. The process for searching and advertising should be determined by early discussions with concerned members and the Search Committee. It is important to ensure that the wording of advertisement does not work to exclude possible recruits. The focus should be on inclusion rather than exclusion, particularly when attempting to diversify a department or faculty. Best practices from best universities of Bangladesh emphasize the importance of using broad descriptors in your advertisement. Unsolicited/ Walk in: City Bank Ltd. generally receives a huge number of unsolicited applications from job seekers at various points of time; the number of such applications depends on economic conditions, the image of the company and the job seekers perception of the types of jobs that might be available etc. Such applications are generally kept in a data bank and whenever a suitable vacancy arises, City Bank Ltd. intimates the candidates to apply through a formal channel. Employment agency: These businesses specialize in recruitment and selection. They often specialize in recruitment for specific sectors. They usually provide a shortlist of candidates based on the people registered with the agency. They also supply temporary or interim employees. City Bank Ltd. heirs employee of low level like security guard through employment agency. Professional organizations: City Bank Ltd. usually heirs high officials through professional organizations. Main sources for City Bank Ltd. for hiring from professional organizations are MBA club in Gulsan, Board of chartered accountant etc. They take very few number of officials from professional organizations.

Description of selection procedure of the City Bank Ltd.: The ProcessCity Bank Ltd uses discrete approach for their selection process. Selection process of City Bank Ltd. is usually a series of hurdles or steps. Each one must be successfully cleared before the applicant proceeds to the next one. The time and emphasis place on each step will definitely vary from job to job. The sequence of steps may also vary from job to job. For example City Bank gives more importance both on written test and other procedures for entry level officer while more emphasis to interviews and reference checks for higher level contractual job like managing director or departmental head. Similarly for lower level positions jobs are provided through agency, while applicants for managerial jobs might be interviewed by a number of people. Steps in Selecting ProcessSteps in Selecting Process of City Bank Ltd.:

Selection procedure of City Bank Ltd.

1. Initial Screening

2. Employment Test

3. Completed Application Form

4. Background Information

5. Medical Check Up

6. Permanent Job Offer

Initial Screening: The first step of Selection process of City Bank is Initial screening. From the prospect of Bangladesh where unemployment level is so high, almost all the time City Bank gets more pool of candidate than they require. So, they can easily eliminate some of them based on job description, job specification and on cumulative CGPA system based on individuals academic CGPA and university ranking. So City Bank does not have any fixed CGPA for all the university rather it varies from university to university. Applications are processed comparing the qualifications of the applicant to the qualifications of the posting. City Bank conducts initial screening in several ways. The initial screening process may include either a telephone or face-to-face interview to determine a short list of candidates. A second in-person interview may be established using the short list to further investigate the qualifications and skills match to the position. Human Resources staff usually conducts initial interviews, which may or may not include operational staff. The second interview will include the hiring supervisor or manager.Employment test: City Bank Ltd. Relay to a considerable extent on intelligence, aptitude, ability, and interest test to provide major input to the selection process. In this employment test that attempts to asses intelligence, abilities, personality trait, performance simulation tests including work sampling and the tests administered at assessment centers- followed by a discussion about the integrity test. A test is a standardized, objective measure of a persons behavior, performance or attitude. It is standardized because the way the tests is carried out, the environment in which the test is administered and the way the individual scores are calculated- are uniformly applied. It is objective in that it tries to measure individual differences in a scientific way giving very little room for individual bias and interpretation. Over the years employment tests of City Bank Ltd. have not only gained importance but also a certain amount of inevitability in employment decisions. Since they try to objectively determine how well an applicant meets the job requirement, City Bank does not hesitate to invest their time and money in selection testing in a big way. Some of the commonly used employment tests are:Written testsAssessment centers Work sampling Achievement testsIntelligence testsAptitude testsPersonality testsBehavioral test Miscellaneous tests such as honesty tests.Written tests: City Bank Ltd. usually conducts written test when they go for mass selection. They have two kinds of mass selection process. They are standard level and management trainee (MT) program. Through Mt program they try to look for future leader of City Bank. But in both the cases of MT program and standard level they set same pattern of question which involves mathematics, English, analytical question and general knowledge. They have a fixed pass mark and they do not except anyone at anyway below that mark. Assessment centers: An assessment centre is an extended work sample. It uses procedures that incorporate group and individual exercises. These exercises are designed to stimulate the type of work which the candidate will be expected to do. Initially a small batch of applicants comes to the assessment centre (a separate room). Their performance in the situational exercise is observed and evaluated by a team of 6-8 assessors. The assessors judgments on each exercise are complied and combined to have a summary rating for each candidate being assessed. Work sampling: Work sample creates a miniature replica of a job. City Bank Ltd. actually designee it for lower level employee like cashier, typist, customer service representative etc. Applicants demonstrate that they possess the necessary skill by doing the tasks. Carefully devised work sample based on job analysis data determine the knowledge, skills, and ability needed for each job. Then, each work sample eliminate is matched with a corresponding job performance element. For example, a work sample for customer service representative at City Bank Ltd. may involve key board computation: the applicants make computations during a customer transaction. The advantages of work sample over a pencil and paper test s should be obvious for selecting these kinds of job employees. Because work sample is essentially identical to job content, work sampling should be a better predictor for these kinds of job positions and should minimize discriminations. Additionally, the nature of their content and the methods used to determine content help well-constructed work sample test easily meet job related requirements. The major difficulty for work sample test is to develop good work sample in every situation.Achievement tests: These are designed to measure what the applicant can do on the job currently, i.e., whether the applicant actually knows what he or she claims to know. An applicant for mid level manager may need to know Ms excel work. Now if he is given to solve a MS excel sheet it will show if his or claim to be expert in MS excel or true or false.etc. Such tests are also known as work proficiency tests. Proficiency tests is a selection tests wherein the job applicants ability to do a small portion of the job is tested. These tests are of two types; Motor, involving physical manipulations of things(e.g., trade tests for carpenters, electricians, plumbers) or Verbal, involving problem situation that are primarily language-oriented or people-oriented(e.g., situational tests for supervisory jobs).Since work samples are miniature replicas of the actual job requirements, they are difficult to fake. They offer concrete evidence of the proficiency of an applicant as against his ability to the job. However proficiency tests are not cost-effective and every candidate has to be tested individually. It is not easy to develop a procedure to perform proficiency tests for each job. Moreover, it is not applicable to all levels of the organization. That is why City Bank Ltd. performs it only when they doubt about the skill ability provided by applicant. Intelligence tests: Officials from HR department of City Bank Ltd. conduct this test while taking viva. They ask simple questions and observe their answer. Their questions are pretty much simple like What do u want to be 10 years from now. They actually test the smartness of the applicant. Sometimes they create pressure situation to see how the candidate react in a pressure situations. Tests of general intelligence are said to correlate very highly with job performance. If other factors are equal, supporters claim that a more intelligent person is able to perform a given job more efficiently. This is especially true in cognitive-loaded professions, although observed correlations are low due to range restriction (e.g., most brain surgeons are highly intelligent). Those opposed to the use of these tests note that there are substantial cultural effects on scores and that many prominent psychologists do not agree that there is a single measure of intelligence (e.g., Professor Howard Gardner).

Aptitude tests: Aptitude test measure an individuals potential to learn certain skills- clerical, mechanical, mathematical, etc. These tests indicate whether or not an individual has the capabilities to learn a given job quickly and efficiently. In order to recruit efficient office staff, aptitude tests are necessary. Aptitude tests are always administered in combination with other tests like intelligence and personality tests as it does not measure on-the-job-motivation.Personality tests: Of all test required for selection the personality tests have generated a lot of heat and controversy. In spite of that City Bank Ltd performs conducts personality test. The definition of personality, methods of measuring personality factors and the relationship between personality factors and actual job criteria has been the subject of much discussion. Researchers have also questioned whether applicants answer all the items truthfully or whether they try to respond in a socially desirable manner. Regardless of these objections, many people still consider personality as an important component of job success.Behavioral and honesty test: City Bank Ltd. human resources officials pointed out that during every selection process they figure out many applicants who lost their job in other banks because of behavioral issues. So they take it very seriously. In City Bank LTD. behavioral test is used as complement the interviewing process in determining if someone is a good fit for the job and for the company culture. But it can also help you manage your existing team, by identifying employees' work or learning styles and providing insight into the most effective ways to communicate with and coach them.Behavioral tests assess personality traits such as how people relate to others and how they approach tasks. They provide an overview of someone's personality, including general characteristics, such as if someone leans more toward introversion or extroversion, or if a person is more of a right-brain or a left-brain thinker. But some tests also provide insight into situation-specific traits, such as how much direction a person needs, if he works best during the day or at night and if he is better suited to starting projects or finishing them. As part of the hiring process, it can help narrow down the applicant pool and provide a more in-depth assessment than just interviewing. Assessment tests can also help employers create balanced teams, by identifying which employees are comfortable in leadership positions, for example, and which have stronger communication skills.

The tests can also provide insight into employees' working styles, information employers can use in assigning employees tasks after they are hired. It may also aid in employee retention, by helping employers better understand their employees' strengths, challenges and needs. If challenges arise later, employers will have a better understanding of how to reach out and guide an employee, increasing the likelihood the employee will stay with the company.Behavioral tests can produce a great deal of interesting and in-depth information, but that is just the beginning. Employers also need to understand what those results mean to employees and to the company.Completed application form: Applicants who pass the entire test above they are provided a form and fill that up. Applications forms are traditionally and vastly used formula to collect information from applicants. It should provide all the information related to selection, where reference for caste, religion, birth place, may be avoided as it regarded as evidence of discrimination. However, in respect to City Bank Ltd. The use of application form is mostly used for getting their job related personal information which is mentioned above.Back ground investigation: Applicants who have successfully completed all previous phases of the selection process are eligible to continue in the process witha background investigation as determined by the department.The background investigation for City Bank Ltd. includes but is not limited to the following reviews: criminal record, current and previous employment history and references. The personnel department will engage in checking references. Candidates are required to give the names of 2 or 3 references in their application forms. These references may be from the individuals who are familiar with the candidates academic achievements or from the applicants previous employer, who is well versed with the applicants job performance and sometimes from the co-workers. In case the reference check is from the previous employer, information in the following areas may be obtained. They are job title, job description, period of employment, pay and allowances, gross emoluments, benefits provided, rate of absence, willingness of previous employer to employ the candidate again, etc. Further, information regarding candidates regularity at work, character, progress, etc. can be obtained. Often a telephone call is much quicker. The method of mail query provides detailed information about the candidates performance, character and behavior. However, a personal visit is superior to the mail or telephone methods and is used where it is highly essential to get detailed, first hand information which can also be secured by observation. Reference checks are taken as a matter of routine and treated casually or omitted entirely in many organizations. But a good reference check, when used sincerely, will fetch useful and reliable information to the organization. Hiring decision: The line manager has to make the final decision now whether to select or reject a candidate after soliciting the required information through different techniques discussed earlier. The line manager has to take adequate care in taking the final decision because of economic, behavioral and social implications of the selection decisions. A careless decision of rejecting a candidate would impair the morale of the people and they suspect the selection procedure and the very basis of selection in a particular organization. So in case of rejecting City Bank Ltd is more careful

Medical checkup: For City Bank Ltd. Applicants who have crossed the above stages are sent for physical examinations to a medical officer approved for the purpose. Such examination serves following purposes: a) It determines whether the candidate is physically fit to perform the job, where who are physically unfit are rejected.b) It revels existing disabilities provides a record of the employees health at the time of selection. This record will help in setting companys liability under the workmen compensation act for claim for any harm to health.c) It prevents the employment of people suffering from contagious diseases. d) It identifies candidates who are otherwise suitable but require specific jobs due to physical handicaps and allergies.e) City Bank Ltd. Provide health insurance for their employee. So it is necessary to know candidates health conditions to determine their insurance policy. Job offer: If everything goes well so far City Bank Ltd. Offer a job to the candidates who have passed. And if the salary is not fixed they discuss about the salary just before the job offer is made.Some Important factors considering selection procedure: To be useful as predictive and diagnostic selection tools, test must satisfy certain basic requirements:Reliability: Test scores should not vary widely under repeated conditions. If a test is administered to the same individual repeatedly, he should get approximately identical score. Reliability is the confidence that an indicator will measure the same thing every time.Validity: Validity is the extent to which an instrument measures what it intends to measure. In a typing test validity measures a typists speed and accuracy. To determine whether it really measures the speed and accuracy of a typist is to demonstrate its validity. The question if determining the validity of a selection test, thus, has a lot to do with later performance on the job.Qualified People: Test requires a high level of professional skills in their administration and interpretation. Professional, technicians are needed for skilled judgmental interpretations of test scores.Preparation: A test should be well prepared. It should be easy to understand and simple to administer.Suitability: a test must fit the nature of the group on which it is applied. A written test comprising difficult words would be fruitless when it is administered on less educated workers.Usefulness: Exclusive reliance on any single test should be avoided, since the results in such a case are likely to be criticized. To be useful, it is always better to use a battery of test.Standardization: Norms for finalizing test scores should be established. There must be prescribed methods and procedures for administering the test and for scoring or interpreting it.Problems of City Bank Ltd. Selection process: The most severe problem of City Bank Ltd. Selection process is that their selection process is highly bios sometimes. They are bios of political influences and unjustified recommendation of board of directors. City Bank officials accused that it has happened several times that they had to take unqualified candidates because of those pressures. As a result of this they had to suffer in their business. Apart from that City Bank Ltd. does not have any constant structure that can reflect their reliability, validity, usefulness of tests. All the facts regarding these factors mentioned above is only in under process. As they do not have such constant criteria their standard of selection differs every time which is not good at all in a highly competitive market like Bangladesh where business field is growing very fast.Prospect of City Bank Ltd. selection process: Though City Bank Ltd. does not have any fixed criteria their interview of candidate is really useful. They conduct interviews through the combination of officials of three different departments. In the interview board there are officials from human resources department, functional department and from cross functional department. Combination of these three departments makes the interview an effective one.One of the strongest points of City Bank Ltd. is that their human resource department is really powerful. No candidate can get a job until and unless they get clearance from human resources department. Even if a candidate gets a clean pass from functional department, he or she cannot get the job if HR department declare that candidate unfit. It has happened in the history of City Bank Ltd. one candidate has been asked for five times for interview after getting clearance from functional department. The reason was HR officials had confusion about that candidate in their mind. Another thing which is really important is that City Bank human resources high officials are highly qualified. It helps them to take correct decisions.

Recommendations: Effective recruitment and selection process can give an organization a competitive edge over its competitors by saving both time and cost. City Bank Ltd. recruits major part of its employee form external source, which affect selection procedure especially form Newspaper Ads which cost them much. However, we have recommended some ideas that might help them to improve their and selection process:Outsourcing firm:The bank may draw required personnel from outsourcing firms. The outsourcing firms help the organization by the initial screening of the candidates according to the needs of the organization and creating a suitable pool of talent for the final selection by the organization as per their needs.Poaching/Raiding: Buying talent(rather than developing it)is the latest method being followed by the organizations today. Poaching means employing a competent and experienced person already working with another reputed company in the same or different industry; the organization might be a competitor in the industry. A company can attract talent from another firm by offering attractive pay packages and other terms and conditions, better than the current employer of the candidate. But it is seen as an unethical practice and not openly talked about. Some other recommendations Selection process of City Bank Ltd. are as follows:In case of recruitment and selection process City Bannk extensively use daily newspapers advertisement. But it should go for online and arrange programming educational institution to attract qualified people their entry and re-entry period.The application form of City Bank is time consuming and isnt easy to complete, so it should be easy to complete.Several days orientation program should be undertaken to provide a clear picture about the bank, its culture, rules & regulation, employees and management body.They should exercise their selection policy and should focus on selecting the best potential people.It should ensure that every applicant and employee is treated equally with dignity and respect.It should also focus to aid and encourage employees in realizing their full potential. Selection should be made based on transparency, task oriented and merits not on political and board of directors influence.Optimization of manpower at the time of selection process.Defining the competent authority to approve each selection.Future prediction: City Bank Ltd. is the oldest private commercial Bank of Bangladesh. Its selection procedure is one of the best selection procedures of Bangladesh. In spite of this City Bank is concentrating more on improving its selection procedure. Though it has several short Comings City Bank shows enough promise to do even better in the future. Political and other unjustified influences are harming its selection procedure but its a matter of fact that City Bank Ltd. is well aware of it. Their recent MT program is the prove that as their HR officials claim that their recent MT selection was out of any kind of pressure. It shows City Bank authority is well aware of their problem. Not only that, City Bank is developing their criteria of reliability and validity regarding selection process. One organization may have several shortcomings. But being aware of those problems is more important. So, City Bank Ltd. has the potential do well in the future.Conclusion: The globalization of business is forcing managers to struggle with complex issues as they seek to gain or sustain a competitive advantage. City Bank Ltd. is the oldest private commercial bank of Bangladesh and it is still going very strong. They enjoy outstanding recruitment and selection practices in each successful employee hired. So, their hires are better fits in their work groups. They also share values, traits and behaviors that are highly regarded for success in the bank. They reach the qualified applicants through the use of innovative recruiting channels and eventually lead to selection. Traditionally, employers have focused on assessment methods that are highly correlated to the content of the job, hence most able to predict ability to perform the required duties and tasks. However, City Bank Ltd has come to realize that success of the candidate hinges on more than just the ability to carry out tasks and duties well. The foundation of superior performance lies in the synergy created by a close fit with the work group and with the banks culture. No process is complete without an evaluation of its success.

References:Books:1. David A.DeCenzo, Stephen P. Robbins Human Resources Management, 8th ed. 2012.

2.. Professor Dr. M. Ataur Rahman, Strategic Human Resource Management, 2nd ed. 2009

3. W. B. Wherther, JR. K. Devis, Human Resource and Personnel Management, 5th ed. 2004

4. Gary Dessler;Human Resource Management ; Seventh Edition; Prentice Hall of India, New Delhi-110001, India

5. Human resources officials of City Bank Ltd.