Recruitment and Selection Process

of
NOKIA (At Present-Microsoft)

Introduction:
About Myself:
Name: Md. Monir Hossain Mithun
ID: 152-14-1824
Program: MBA(R)
Semester: 1St semester
Page
1

About My Selected Company:

Name: Nokia
CEO: Rajeev Suri
Headquarters: Espoo, Uusimaa
Founded: 1865
Founders: Fredrik Idestam, Leo Mechelin
Subsidiaries: Vertu, Nokia Networks, Qt Company,
Loudeye, Nokia London

Definition of Recruitment &

Selection Process:
The recruitment and selection process is important for new
and established businesses alike. Your human resources
department has the support and expertise of employment specialists who assist
hiring managers with the procedures to ensure your companys leaders are
making wise hiring decisions. There are several pieces to the recruitment and
selection process: sourcing candidates, reviewing and tracking applicants,
conducting interviews and selection for employment.

Recruitment
Recruitment can be defined as searching for and obtaining a pool of potential
candidates with the desired knowledge, skills and experience to allow an
Page
2

organization to select the most appropriate people to fill job vacancies against
defined position descriptions and specifications.
The purpose of the recruitment process is to find the widest pool of applicants to
provide the greatest opportunity to select the best people for the required roles in
an organization.
Acquiring the best applicants for a role can be a competitive advantage for an
organization whereas ineffective recruitment and selection can result in enormous
disruption, reduced productivity, interpersonal difficulties and interruptions to
operations, customer service and long term costs.

Selection
Once a pool of candidates has been identified through the recruitment process the
most appropriate candidate, or candidates are identified through a selection
process including but not limited to interviewing, reference checking and testing.
The purpose of the selection process is to ensure that the best person or people
are appointed to the role or roles using effective, fair and equitable assessment
activities.

Page
3

Steps in the Recruitment Process:

About The Organization:

Nokia Corporation is a Finnish multinational communications and information
technology company. Nokia is headquartered in Espoo, Uusimaa, in the greater
Helsinki metropolitan area. In 2014, Nokia employed 61,656 people across 120
countries, conducts sales in more than 150 countries and reported annual
revenues of around 12.73 billion.[2] Nokia is a public limited-liability company
Page
4

listed on the Helsinki Stock Exchange and New York Stock Exchange.[4] It is the
world's 274th-largest company measured by 2013 revenues according to the
Fortune Global 500.
The company currently focuses on large-scale telecommunications infrastructures,
technology development and licensing, and online mapping services. Nokia is also
a significant contributor to the mobile telephony industry, having assisted in
development of the GSM and LTE standards, and was, for a period, the largest
vendor of mobile phones in the world. Nokia's dominance also extended into the
smartphone industry through its Symbian platform, but it was soon overshadowed
by the growing dominance of Apple's iPhone line and Android devices. Nokia
eventually entered into a pact with Microsoft in 2011 to exclusively use its
Windows Phone platform on future smartphones.
In September 2013, Microsoft announced that it would acquire Nokia's mobile
phone business as part of an overall deal totaling 5.44 billion (US $7.17 billion).
Stephen Elop, Nokia's former CEO, and several other executives joined the new
Microsoft Mobile subsidiary of Microsoft as part of the deal, which was completed
on April 25, 2014. In November 2014, Nokia began to license product designs and
technologies to third-party manufacturers, to enable a continued presence for the
Nokia brand in the consumer electronics hardware market.

Nokia Code of Conduct

As a young entrepreneur one of my core principles was: We want to be proud
not only of what we achieve but also of the way we achieve it. That fits perfectly
with Nokia as well, and the Code of Conduct is our guideline to being proud of the
way we do business." - Risto Siilasmaa, Nokia Chairman
At Nokia, we value the opinions of others and know that stakeholder and
shareholder trust is core to our competitiveness and success. We take professional
pride in the work we do as well as how we achieve it. We cherish the Nokia brand
and reputation we have managed to build over the years. Thats why we strive for
the highest degree of ethical conduct in every action we take. We are committed
to running our business in line with internationally recognized ethical and
responsible business practices.
Responsible business behavior is one of the cornerstones of Nokias culture of
performance and integrity. In a company of our size and global scope, the Code of
Conduct helps our people to make the right decisions in everyday work.
Page
5

Nokia is devoted to maintaining a culture in which employees feel comfortable

raising concerns and potential violations of the Code of Conduct. We prohibit
retaliation against any employee at Nokia who reports in good faith or who
participates in an investigation of a possible violation of the Code of Conduct.
Nokia requires all employees to familiarize themselves with and follow Nokias
Code of Conduct in their work. Our program to make it a part of daily business
includes training, materials, team discussions and a mobile app.

Nokia in Bangladesh
Nokia started authorized working in Bangladesh from 2007. In Bangladesh Nokia
is holding the rank of 2nd brand. In Bangladesh there are 26 Nokia branded retail
(NBR) where only Nokia branded accessories are available, and about 22000 plus
General retail (GR) where other branded accessories including Nokia are available.

Type of the company

Nokia is a multinational communication and information technology company.
It does business of Mobile phones and portable devices.

Nokias mission and vision strategy

Nokias mission is
simple: Connecting People. Our goal is to build great mobile products that enable
billions of people worldwide to enjoy more of what life has to offer. Our challenge
is to achieve this in an increasingly dynamic and competitive environment. Ideas,
Energy, Excitement, Opportunities In today's mobile world, it feels like anything is
possible - and that's what inspires us to get out of bed every day.

Key elements of Nokias strategy

1. Build a new winning mobile ecosystem in partnership with Microsoft
2. Bring the next billion online in developing growth markets
3. Invest in next-generation disruptive technologies
4. Increase our focus on speed, results and accountability

Recruitment & Selection Practice:

Concept of Recruitment:
Page
6

According to EDWIN B. FLIPPO, Recruitment is the process of searching for

prospective employees and stimulating them to
apply for jobs in the organizations
. A process of finding and attracting capable applicants for employment. The
process begins when new recruits are sought and ends when their applications
are submitted. The result is a pool of applications from which new employees are
selected. Recruitment of candidates is the function preceding the selection, which
helps create a pool of prospective employees for the organization so that the
management can select the right candidate for the right job from this pool. The
main objective of the recruitment process is to expedite the selection process.
Purpose and Importance of Recruitment:
Attract and encourage large number of candidates to apply in the organization.
Create a talent pool of candidates to enable the selection of best candidates for
the organization. Determine present and future requirements of the organization
in conjunction with its personnel planning and job analysis activities Help reduce
the probability that job applicants once recruited and selected will leave the
organization only after a short period of time.

Page
7

Employee Positioning Strategy of Nokia in Bangladesh

In Bangladesh the authority of Nokia is handled by a group of employee known as
Nokia Field Force.
Nokia Field Force Field Operation Manager Assistant Field Operation Manager NBR
(Nokia Branded Retailer) GR (General Retail) HR (Human Resource) EA (Emerge in
Asia) Field Representative Training Manager Assistant Training Manager Team Leader
Brand Promoter Senior Promoter Team Leader Human Resource Manager

Recruitment Method

When a vacancy comes about within the approved establishment and it is deemed
necessary to fill Minimum requirements are detailed throughout this policy and
include:
1. The position is defined and justified, authorized and processed by Human
Resource Department. 2. The position is advertised unless a person has been
identified through the Succession planning process or other business
requirements. 3. The HR head, trainer and assistant trainer are involved in the
recruitment and Selection decision.

Sources of Recruitment

We know there are two sources of recruitment

1. Internal 2. External
Nokia Corporation in Bangladesh use both internal and external sources of
recruitment. They do not recruit anyone from outside if there is any vacancy in
the top level. They only recruit fresher from outside for the vacancy of entry level
job and promotion for the top level or professional vacancy.

Sources of Advertisement

Nokia Corporation use only internal sources of advertisement. They do not give
any circular to newspaper, website, public and private agencies. If there is any
vacant post the HR manager gives a circular among the employees.

Page
8

Selection Method

Page
9

Interview Method
Firstly they take the cv from the applicant after the recruitment process and call
the applicant for the first interview. This is VIVA VOCE. HR Manager, Field
Operation Manager, and Trainer/Assistant Trainer are the member of interview
board. They take interview of the applicant and mainly they ask questions and
measure the Individual presentation, they set 25 marks for measuring the attitude

Written Test
After the first interview session the applicant are called for the second interview.
This is WRITTEN TEST. The interview board set questions of 25 marks consists of
the mobile technology and functional knowledge. They second written test after
the Induction training.

Assessment Method
In this step the applicants who get passed in the first two interviews are called. In
this step they get the feedback of their previous two interviews and signed for the
7 days of Induction Training. After the training they get another feedback.

Induction Training Method

This is a kind of orientation and training about the job and the company. There are
two kinds of training method:
1. On the job training. 2. Off the job training.
Nokia Corporation uses both training method for the applicants. They are trained
for 7 days in this step. After that they give second time assessments, where they
get the feedback of their Induction training period. After the second written test, if
the applicant gets passed is selected finally for the job.

Page
10

Conclusion
The recruitment process is both long and costly, and when a mistake is made it
can be catastrophic for the organization and the individual involved. Furthermore,
the process is complex and offers as many opportunities for making a bad
decision as a good one. So, effective recruitment and selection needed. Effective
recruitment and selection is critical to company success in the future. Employing
the right person, in the right job and the right time will save managers endless
hours. We think the proposed system makes the recruitment and selection
process more effective for the organization.

Recommendation
We can easily say that Nokia is a big multinational company. But they do not
recruit anyone from outside for professional position / top level vacancy. They hire
fresher for the entry level job. As a reason there is no entrance of fresh blood on
top level. They also do not advertise externally. They only use internal sources of
advertisement. As a reason many qualified applicant may not get the news of
vacancy and loses the chance of getting an honorable job at Nokia. Our
recommendation is Nokia should use both internal and external sources of
recruitment as well as advertisement sources.

Reference
All the informations are collected from Scribd.com, Wikipedia & Mainly Google

Page
11