RECRUITMENT AND SELECTION BY HABIB BANK LIMITED:

Human Resources is dedicated to searching, screening and recruiting candidates with the best
talent in the market and aligning them with our company values. Our recruitment team ensures
inclusive hiring policies and the acquisition of unique and exceptional talent. At HR we value
and encourage employee engagement across the Bank and partner with business units and line
managers to ensure that each individual employee is satisfied with their working experience at
HBL.
JOB ANALYSIS:
Job analysis is important as job analysis information is used in Selecting and recruiting,
compensation, performance appraisal, training and in resolving other issues which HBL faces.
According to report in 2009, HBL takes Job analysis services from Sidat Hyder Morshed
Association (SHMA) which is the biggest HR consulting firm in Pakistan. The methods which
are used in collecting job analysis information are
 The interview
 questionnaires
 quantitative job analysis techniques
THE INTERVIEW FOR JOB ANALYSIS:
Interview is a big source in collecting information in the job analysis. Individual employees,
group of employees and supervisors with vast knowledge about jobs are interviewed. The
format of interview is Structured and unstructured. In structured interview a set of sequence of
questions are followed by interviewers and in unstructured type of interview the interviewer
pursues points of interest as they come up in response to questions.
QUESTIONNAIRES:
In questionnaire the employees solve the fill out questionnaires to describe their job-related
duties and responsibilities. The formats of questionnaires are either structured or open ended.
QUANTITATIVE JOB ANALYSIS TECHNIQUES:
Following methods are also used in job analysis which are called quantitative job analysis
techniques
THE POSITION ANALYSIS QUESTIONNAIRE (PAQ):
A questionnaire used to collect quantifiable data concerning the duties and responsibilities of
various jobs.
THE DEPARTMENT OF LABOR (DOL) PROCEDURE:
A standardized method by which different jobs can be quantitatively rated, classified, and
compared.

JOB DESCRIPTION:
After getting job analysis information the next step is to describe job description which contains
the points of job identification, job summary, chain of command relationships), responsibilities
and duties, standard occupational classifications and standard of performance and working
conditions. A job description is a written statement of what the jobholder does, how it is done,
under what conditions it is done, and why it is done.
JOB SPECIFICATION:
After formulating job description the next step taken is job specification in which the traits of
employees are defined who are assumed suitable for the job. Identifies the knowledge, skills,
education, experience, certification and abilities needed to do the job efficiently as HBL
specialized their employees through training and HBL take more work from them and they
give good response to organization and give work efficiently. HBL uses both skill &
Qualification. HBL needs only those employees who are skilled or qualified. HBL has
mentioned following traits which they look for in their employees:
 Communication- Listens, contributes, reflects, adds value.
 Agility- Adapts, learns and grows.
 Initiative- Puts ideas into action, takes the initiative and drives for results.
 Team player- Collaborates, contributes and encourages others.
 Passion- Embraces new skills, seeks out new approaches.

RECRUITMENT:
The diagram below represents the process on which HBL’s selection is based.

In recruitment process first of all planning session is occurred, in planning session it is

determined that which section HBL will have to fill and how to fill.
Analysis of positions and requirement:
After planning it is analyzed that which position is going to be filled and the requirement is
analyze by job analysis.
Identify candidates:
HBL identifies its candidates by developing the criteria of job description and job specification
and acting upon these criteria job vacancy ads are spread through different Medias like
newspapers and internet.
RECRUITMENT SOURCES:
In order to have the best employees onboard HBL uses following sources to fulfill its vacancy.

 Advertising:
1. Newspapers (Daily Jung, Nawa-e-Waqt, The Nation, Dawn and Daily Khabrein etc.)
2. Trade and professional journals (Aurora Magazine)
3. Internet job sites (rozee.pk)

 Outside sources of candidates:

1. Sidat Hyder Morched Association works for outsourcing for HBL.
2. College recruitment
3. Employee referrals
4. Walk-ins

 Others:
1. Job Posting
2. Rehiring former employees
3. campus recruitment

SELECTION TOOLS:
Like every other organization, HBL uses certain selection tools and tests which are following:
Test/ interview:
In this process short listed candidates are called for test and interview according to nature of
their applied jobs.
Selection Interview:
Selection interview is conducted for short listed candidates. A selection interview is the
procedure designed to predict future job performance on the basis of applicant’s oral responses
to oral inquiries.
Modes of Interview:
 Penal interview:
An interview in which a group of interviewers questions the applicant.
 Structured sequential interview:
An interview in which the applicant is interviewed sequentially by several persons; each rates
the applicant on a standard form.
Types of test:
Generally two types of tests are taken in HBL
 Tests of Cognitive ability
 Physical tests
 Cognitive test abilities consists of
1. Intelligence Tests
Tests of general intellectual abilities that measure a range of abilities, including memory,
vocabulary, verbal fluency, and numerical ability are intelligence tests.
2. Aptitude tests
Tests that measure specific mental abilities, such as inductive and deductive reasoning, verbal
comprehension, memory, and numerical ability are aptitude tests.
 Tests of physical abilities
Tests that measure static strength, dynamic strength, body coordination, and stamina are
physical. Job related to guards and deliverers go through this sort of test.
Types of questions:
 Situational:
A series of job-related questions that focus on how the candidate would behave in a given
situation.
 Job related:
A series of job-related questions that focus on relevant past job-related behaviors. These types
of questions are asked from those candidates who have past experience of job.
 Stress:
An interview in which the interviewer seeks to make the applicant uncomfortable with
occasionally rude questions that supposedly to spot sensitive applicants and those with low or
high stress tolerance. These sorts of questions are asked according to high designation of
candidate.
 Puzzle questions:
Recruiters for technical and finance job use questions to pose problems requiring unique
solutions to see how candidates think under pressure.