OUR FINDINGS:

We studies recruitment of HBL from different research papars

across internet, and various other publications apart from this the
information we got from the bank has been compiled as under :
JOB ANALYSIS
Before selecting and recruiting employees, the first step that every
organization needs to do is job analysis. Job Analysis is a study of what
employees do who hold different positions in an organization. This technical
and systematic procedure helps to define the responsibilities and duties of
an employee. It also mentions that to whom the hired employee would be
accountable. In short we can say that the procedure of determining the
responsibilities and skill requirement for a job and the right kind of person
that should be hired for a particular job is called Job Analysis. HBL takes Job
analysis services from one of the biggest HR consulting firm in Pakistan,
Sidat Hyder Morshed Association (SHMA). Following methods are used for
collecting job analysis information;
Individual interview
Questionnaires
Observation
Out of the three methods, HBL prefers Individual interview method. In the
mind of HBL, the other two methods give poor results and are more time
consuming.
As a result of this analysis, two types of documents are generated i.e. Job
Description and Job Specification.
JOB DESCRIPTION
HBL provides Job Description to the job holders to facilitate them. It is a
document that states the duties and responsibilities that the employee will
undertake. For every position, there is a separate job description.
JOB SPECIFICATION
Job Specification specifies the education, skills, knowledge and experience
that an employee must possess in order to be suitable for the job. HBL gives
special importance to it. We asked HR Recruitment Department that what
approach of job specification HBL uses? Either focus on the skill or on the
qualification? They said HBL use both skill and qualification. A person who is
qualified and also has the potential to do the task is considered to be the
most suitable one.
RECRUITMENT
In the process of recruiting, the first goal that HBL always have is to
communicate the position in such a way that maximum number of job
seekers are attracted. The more applications are received, the better chance
of finding a person who is best suited to the job requirements.
HBLs HRM department plays a very valuable role in the recruitment process.
HBL has very active, efficient and one of the best HR department in Pakistan
as well as worldwide. The structure is as the President is assisted by 10
Senior Executives Vice-Presidents and a staff of 29 Executive Vice Presidents,
154 Senior Vice Presidents, 420 Vice Presidents, 831 Assistant Vice
Presidents, 2350 Officers Grade-I, 4108 Officers Grade-II, 3364 Officer Grade-
III and 10658Clerical/Non-clerical employees.
PLANNING
In recruitment process, first of all a planning session is conducted to find that
which section of HBL needs to be filled and how to be filled. After planning
and analyzing the position to be filled, HBL identifies candidates by
developing a particular criterion.
ADVERTISING
Acting upon the determined criteria job vacancy adds are spread through
electronic as well as print media. HBL uses following platforms job
advertisements
Newspapers (Jung, Nawa-e-Waqt, Dawn, The Nation etc)
Trade and professional journals (Aurora Magazine)
Internet job sites (rozee.pk)
RECRUITMENT SOURCES
HBL uses both internal as well external sources while recruiting employees.
However, the recruiting source which is used mainly depends on the type of
the job advertised. Some recruiting sources are more effective for certain job
positions while some are effective for others. Both the methods have their own
pros and cons. External recruitment gives us a fresher pool of employees and
increase factors like creativity and knowledge. Whereas internal recruitment is
cheaper and safer. It enhances the organizational culture when people see that
they have a better prospectus and career within the same organization they work
with more motivation and are more productive because they need
recommendations for the new job openings from their managers and supervisors.
EXTERNAL SOURCES
External recruitment means hiring employees from outside the organization.
HBL finds external candidates from the following sources:
SIDAT HYDER MORCHED ASSOCIATION:

SHMA is a management consulting firm in Pakistan. Apart from giving job

analysis services to HBL, it also works for outsourcing for HBL.
WALK-INS:

Unlike other methods of recruitment, Walk-in is initiated by the applicant.

An advantage of this source of recruitment is that only those employees
who are seriously interested in job position will try to hand in their
resumes. However, this source is rarely used by HBL.
CAMPUS RECRUITMENT:

As a part of HBLs recruitment strategy, HBL visits different universities

and business schools every year to induct competitive and fresh
graduates. HBL grooms them to become the future leaders by training
them accordingly. HBL conducts different seminars in different universities
across the country to spread the vision of HBL. In these campus seminars,
presentations are given to highlight HBLs background, goals, selection
process, future prospects and strategies. Such seminars help to attract
the best young talent. The fresh talent is usually hired on permanent basis
and to facilitate them further HBL offers them a wide range of career
opportunities.

INTERNAL SOURCES
Internal recruitment means hiring employees from within the company. A
complete selection procedure is followed even when HBL hires employees
internally. Following are the internal sources for hiring employees:
POSTINGS/PROMOTIONS:

A job vacancy is sometimes filled from within the organization by posting

an employee from one position to another. If an already existing employee
possesses all the required skills and is also experienced, then he can be
posted or promoted to that available vacancy for which the selection
board finds him best suited.
REHIRING:

It is also a source of internal hiring. Rehiring is a process in which HBL

rehires the former employees. However, this process is practiced very
rarely by HBL.
 EMPLOYEE RECOMMENDATION:

Employee recommendation or employee referrals is one of the best way

of finding the best candidate for a position. In this method, an already
existing employee is hired for the job on the basis of recommendations by
the other employees. This method is very effective for finding the most
appropriate candidate for a particular job because employees rarely
recommend someone unless they believe that the person is best to
perform the duty. HBL frequently uses this method of recruiting.

Social and Culture Diversity :

HBL believes that Pakistan has rich social differences, as the public is largely
multilingual, multi-ethnic and multicultural. The Pakistani society comprises various
diverse societies and ethnic group. As HBL is a part of the country and their
employees are part of the public. Diversity affects them too. People coming from
different social, cultural and ethnic backgrounds come but when they come under
one roof and blend into their organizational culture, they produce great results.
They never discriminate amongst employees on such factors. They do not allow
their employees to talk on volatile matters regarding such matters.
They do not discriminate amongst their applicants. They do not hire people with
radical approach to such matters.

Academic Qualifications :
Academic Qualifications were nor specified . They do not have any thumb rules for
jobs and there are several stages of recruitment. Usually, they prefer fresh
graduates as they bring in the latest knowledge and creativity that can benefit them
and they provide them a platform to polish themselves by practical applications of
their knowledge, making them better professionals in their perspective .

Saturation :
This is a big issue for HBL. Thousands of capable graduates but a few hundred jobs.
Corporate sector can be blamed for not being big enough to accommodate them
but at the same time, the government is not serious about this issue. It solely
depends in which case they get a better employee.

Adverse Effects of poor recruitment :

Recruitment plays an important role in running an organization. Poor recruitment
not only wastes the opportunities for better potential candidates but also effects the
organization. Important resources like money and time are wasted when incapable
people enter your system through poor recruitment methods. They also demotivate
other productive employees when they see that the management is not socially
just. Therefore, it is vital that organizations make recruitment a vital part of their
operations so they can have a better and more productive workforce. HBL regularly
take recruitment surveys from our new employees to make our process better and
efficient.

Frauds by Contigency firms:

They do not use contingency firms and they do not recommend students to go for
them coz in Pakistan they are usually fraudulent but some foreign firms can get you
settled abroad especially in the Middle East.

Employee Preferring to work abroad :

Sadly, Pakistan is not a stable country therefore many of their employees get job
offers from abroad. They try to give them better pays and increase their benefits
but usually they still prefer to go abroad. They cannot help it. They should deal it as
a truth that foreign countries provide better jobs and governments offer more social
services. This causes many competent people to move to those regions causing
brain drain.