Recruitment and Selection Process of Metrocem Group LTD.

Abstract

This report offers a comprehensive overview of the recruitment and selection process at Metrocem Group LTD, a prominent industrial company in Bangladesh specializing in building supplies. The company's transformative journey from a trading house in 1988 to its current status as a diversified industrial conglomerate underscores its adaptability and unwavering commitment to quality. The study, conducted as part of the intern's engagement with Metrocem Group LTD, focuses on a detailed analysis of the recruitment and selection process. Insights were gathered through surveys, interviews with department heads, and discussions with the supervisor, providing a nuanced understanding of the organization's talent acquisition approach. The report outlines the study's objectives, which encompass understanding the recruitment and selection process, identifying challenges, and proposing recommendations for improvement. The methodology involves qualitative research, utilizing primary sources like interviews and surveys, along with secondary sources such as the company's website, HR manual, and publications. In the theoretical background section, key human resource management (HRM) concepts, recruitment, selection, and their distinctions are discussed. The objectives of recruitment, detailed recruitment process steps, an exploration of recruitment methods, and components of the selection process are thoroughly examined. The report delves into Metrocem Group LTD's historical background, vision, mission, and code of conduct, providing a contextual backdrop for the HRM concepts applied by the company. The subsequent section introduces Metrocem Group LTD's recruitment and selection process, outlining a nine-step strategy. Sources of recruitment, including transfer and promotion, advertisements, employee referrals, internships, consulting the CV bank, and LinkedIn, are identified. Findings from the study highlight areas for improvement, such as the absence of standardized written tests, time management challenges, inconsistent offer letter practices, indifference in CV evaluation, and irregular website updates. Recommendations are presented to address these challenges, proposing the introduction of standardized tests, strategies for improved time management, consistent offer letter practices, enhanced CV evaluation procedures, and regular website updates