Recruitment And Selection Process Of Assignment / Report

Assignment On
Recruitment And Selection Process
Of Unilever Limited.
SubmittedTo
DR. FARAHANA FERDOUSI
Lecturer
Southeast Business School
Southeast University
SubmittedBy
FAKRUL
HASSAN
ABU BOKER
A.M.
AHSANUR
RAHMAN
TONMOY
MUHAMMAD
NASIR UDDIN
ARAFAT
MAOLA
MD. ABU
AREFIN
ID #
20180100050
80
ID #
20180100050
42
ID #
20180100050
39
ID #
20180100050
15
ID #
20182100050
47
ID #
20171100050
17

Submission Date : 19 April 2019
Letter of Transmittal
19 April, 2019
Dr. Farahana Ferdousi
Lecturer
Southeast Business School
Southeast University
A.R. Tower
24, Kamal Ataturk Avenue
Banani, Dhaka-1213
Subject: Submission of Assignment
Dear Sir,
With due respect and humble submission, I would like to state that it is an immense
joy for me to submit our assignment on “Recruitment And Selection Process Of
Unilever Limited”. We are glad to work under your active and cooperative support
and I think it has been a great achievement for us that we could study under you
throughout the last three months for which it has been possible to complete the
assignment successfully.
We will be really grateful to you if you are kind enough to receive our assignment
report and give your valuable feedback so that we can utilize your judgment for
further prospects.

Sincerely Yours,
_ _ _ _ _ _ _ _ _ _ _ _ _ _ _
FAKRUL HASSAN
ABU BOKER
A.M. AHSANUR RAHMAN TONMOY
MUHAMMAD NASIR UDDIN
ARAFAT MAOLA
MD. ABU AREFIN
Executive Summary
Unilever Limited is one of the largest multinational business firm in the world. Over the
last four decades, Unilever Bangladesh has been constantly bringing new and world-
class products for the Bangladeshi people to remove the daily drudgery of life. Over
90% of the country’s households use one or more of our products. It provides sixteen
verities brands and try to mitigate all types of human demand by introducing with new
innovative products. Unilever Operations in Bangladesh
Provide employment to over 10,000 people directly and through its dedicated
suppliers, distributors and service providers. 99.5% of UBL employees are locals and
they have equal number of Bangladeshis working abroad in other Unilever companies
as expatriates. Unilever wants to attract the best graduates to join in their leadership
actions. This report enlightens what type of recruitment opportunities offered by
Unilever Bangladesh Limited for university students and how the students can access
that opportunity. Unilever look for passionate people who want to do real business
and have the potential to be highly motivated by brands, and are enthusiastic, creative
and rigorous. They want people who are hungry for success and can work confidently
in teams.
Unilever create an environment where people with energy, creativity
and Commitment work together to fulfill ambitious goals. In addition, they all work

to the highest standards of professional excellence and integrity Most career are open
to graduates of any discipline, although there are some exceptions. If you know which
area interests you, great – but it’s good to keep an open mind and find out about all
the opportunities they offer. Unilever accomplish their recruitment and selection
process basically into three criteria. One is committed in distribution department
where employs is selected on their physical skilled and recruitment and selection
process is committed by competency-based interview, case study interview, based on
case study materials, group discussion, again based on case study materials. It is
arranged for entry-level applicants. They believe the people who work with us are
confident of their capabilities, believe in nothing less than star performances and of
course are not afraid to work hard at achieving goals.
1.0 INTRODUCTION
1.1 - Background of the Study :
Successful human resource department makes it possible for the organization to
acquire the number and types of people necessary to ensure the continued operation
of the organization by the recruitment and selection process. So it acts an important
role in HR department. As a part of MBA program, our Human Resource Management
course teacher Dr. Farhana Ferdousi assigned us to prepare a assignment on
Recruitment and Selection Process in a organization as related topic on Human
Resource Management course. We have selected our assignment topic as
“Recruitment and Selection process in Unilever Bangladesh Ltd.”. We have made a
survey for required information in Unilever official site in net. We have prepared our
report on April 12, 2019 which will be submitted by April 19, 2019.
1.2 - Rational of the study :
We are 3rd year 1st semester students. After one and half year, we will be going to job
market and competing with other universities’ graduates for getting a suitable job. For

getting an expected job, we need to concern about job market condition from
today. Going to prepare recruitment and selection process in Unilever Bangladesh as
a Human Resource Management course, we acquire required knowledge about
Unilever Bangladesh’s recruiting and selection process that help us to perceive a
common picture about recruiting and selection process in all multination company in
Bangladesh. We can identify our lacks; prepare ourselves for future job market. So, we
have the same opinion that this fruitful report not only assure reasonable grade mark
in our curriculum result but also assure well-done feedback for near future job market.
1.3 - Objective of the Study :
We have prepared this report based on two purposes. Those are-
1.4 - Primary Objective :
The report aims to provide information on the procedures of Recruitment and
selection techniques followed by the UBL through HR department.
1.5 - Secondary Objective :
a) Unilever is one of the world greatest consumer goods companies.
The report is strongly informed with how this multi-local multi-national company
conducts the aptitude ands psychometric for a candidate and how it helps them to get
objective, reliable and relevant information on candidates.
b) Unilever always try to add variety in life. At Unilever they have created an
environment where people with energy, creativity and commitment work together to
fulfill ambitious goals. This report helps us to know how the selection process of a
candidate leads him to become leader.

1.6 - Scope of the Study :
There is a certain boundary to cover this report. Our particular report only
covers recruitment and selection process in Unilever Bangladesh Ltd. We mainly focus
on entry level recruitment and selection process in Unilever Bangladesh. And we also
cover executive and higher-level employs’ recruitment and selection process. We
collecting data and some valuable information by internet from Unilever Bangladesh
Ltd. Official web-site.
1.7 - Limitations of the Study :
We are lucky enough to get a chance to prepare a report on “Recruitment and
Selection process in Unilever Bangladesh Ltd.” We tried heart & soul to prepare a well-
informed report. But unfortunately we faced some difficulties when preparing this
report. We tried to overcome the difficulties. In spite of trying our level best, some
difficulties that hamper our schedule report work:
1.8 - Shortage of time :
Within a short time, we need to prepare some other courses’ reports for in this session.
For this reason, we could not get a fluent time schedule for the assignment.
1.9 - Difficulty in collecting data :
Many employers of the organization were not well known about all information that
we asked them. Many of them also hesitated to answer the questions. These things
hampered the information collection.
2.0 ORGANIZATIONAL PART

2.1 - Unilever Bangladesh Limited at a glance :
Over the last four decades, Unilever Bangladesh has been constantly bringing new and
world-class products for the Bangladeshi people to remove the daily drudgery of
life. Over 90% of the country’s households use one or more of our products.
2.2 - Operations :
Home and Personal Care, Foods
Constitution
Market Share of Unilever & Bangladesh Government :
39% market share of Unilever 61% market share of Bangladesh Government .
Product categories
Household Care
 Fabric Cleaning
 Skin Cleansing
 Skin Care
 Oral Care
 Hair Care
 Personal Grooming
 Tea based Beverages
Unilever brands :
 Wheel
 Lux

 Lifebuoy
 Fair & Lovely
 Pond’s
 Close Up
 Sunsilk
 Lipton Taaza
 Pepsodent
 Clear
 Vim
 Surf Excel
 Rexona
 Dove
 Vaseline
 Lakme
3.0 LITERATURE REVIEW
3.1 - Definition of recruitment :
Recruiting is the process of finding & attracting capable applicants for employment.
The process begins when new recruits are sought & ends when their applications are
submitted. The result is a pool of applicants from which new employees are selected.

Recruiting is a process of discovering potential candidates for the actual or anticipated
organizational vacancies. Or from another perspective, it is a linking activity-bringing
together those with jobs to fill and those seeking jobs.
3.2 Recruitment Process :
An organizations Recruitment process start the moment HR department obtains the
requisition from other department’s supervisor regarding new employment and
process ends the moment deadline of CV acceptance is filled up. Selection process
jumps from CV screening to the date when HR ensures potential employees with
joining date by completing all the official requirements.
3.3 Factors Influencing Recruiting Effort :
Although every organization engages in recruiting activity some do so to a much larger
extent than others.

a. Size:
Large organization with huge manpower will recruit much more than smaller
b. Employment condition :
In the community where the organization is located willinfluence how much recruiting
takes place.
c. Working condition, salary & benefit package :
These influence need for turnover, therefore the future recruiting of the organizations.
3.4 - Possible Constraints on Recruiting Process
The pool of qualified applicants may not have included the ‘best’ candidate or the
‘best’ candidate may not want to be employed by the organization. There are five
possible constraints which limit the manager’s freedom to recruit.
a. The image of the organization :
If the image perceived to be low, then the likelihood of attracting a large number of
applicants is reduced. Then the image of the organization, there for, should be
considered a potential constraint.
b. Attractiveness of job :
If the job is unattractive, recruiting a large & qualified pool of applicants willbe difficult
for e.g. position for p.s. since these jobs traditionally appealed to females & woman
have a wider selection of job opportunities. It has resulted in a severe shortage of
secretarial jobs.

c. Internal organizational policies :
Internal organizational policies, such as “Promote from within wherever possible” will
give priority to individuals inside the organization. Such a policy will ensure that all
positions except entry level positions will be filled from within the ranks. Although this
is
promising once one is hired, it may reduce the number of applicants.
d. Union requirements :
Union requirements also restrict recruiting sources. Union determines who can apply
&
who has the priority in selection. It restricts management’s freedom to select the best
employees.
e. Government’s Influence :
The Governments influence in the recruiting process should not be overlooked. An
employer can no longer seek out preferred individuals based on non-job-related
factors such as physical appearance, sex or religion background. Government may
impose restrictions on these matters.
3.4 - Recruiting Sources :
Recruiting is more likely to achieve its objectives if recruiting sources reflect the type
of the position to be filled. Certain recruiting sources are more effective than others
for
filling certain types of jobs. Mainly the sources can be divided into two ways. They are
discussed below:

3.5 Internal Sources :
Many large organizations will attempt to develop their own employees for positions
beyond the lowest level. Now some internal sources are discussed below:
a. Job posting :
Posting notice of job openings on company bulletins boards is an effective internal
recruiting method. It informs employees about openings & required qualifications &
invites qualified employees to apply.
b. Departing employees :
Departing employees are those who leave the organization because they can no
longer
work the traditional forty-hour workweek, child care needs, education or others are
the common reasons.
3.6 External Sources :
In addition to looking internally for candidates, it is customary for organizations to
open up recruiting efforts to the external community. These efforts are discussed
below:
a. Advertisement :

When an organization wishes to communicate to the public that it has a vacancy
advertisement in one of the popular method used. Want ad describes the job, the
benefits and tells those who are interested how to apply.
b. Employee referrals/recommendations :
Recommendation from a current employee. An employee will recommended if he
believe
the individual can perform adequately. Employee referrals also may have acquired
more accurate information about their potential jobs.
d. Temporary helps Service :
These types of different organization can be a source of employees when individuals
are
needed on a temporary basis. Temporary employees are particularly valuable in
meeting
short-term fluctuations in HRM needs.
e. Schools colleges & universities :
Whatever the educational level required for the job involves a high-school diploma,
specific vocational training, or a collage background with a bachelor’s, master’s, or
doctoral degree, educational institutions are an excellent source of potential
employees.
f. Professional organizations :
It includes labor unions; operate placement services for the benefit of their members.
The

Professional organizations include such varied occupations as industrial engineering,
psychology, accounting, legal, & academics.
3.7 - Selection :
Selection is the process of select the best candidates for the job by using various tools
and techniques.
According to R.M. Hodgetts, “Selection is the process in which an enterprise chooses
the applicants who best meet the criteria for the available position.”
So we can conclude that, it is the process in which candidates for employment are
divided into two classes; those who are to be offered employment and those who are
not.
3.8 - Testing Guideline :
Some basic testing guidelines are followed in selection process which are:
a) Use tests as supplements
b) Validate the tests for appropriate jobs
c) Analyze all current hiring and promotion standards
d) Beware of certain tests
e) Use a certified psychologist
f) Maintain good test conditions
3.9 - Definition of interview :

Interviewing candidate is a potential screening tool that gives an opportunity to make
judgment on the candidates’ enthusiasm & intelligence & to access subjective aspects
of the candidates’ facial expression, appearance, nervousness & so forth & to predict
future job performance on the basis of the obtained information. Interview gives you
a chance to size up the candidate personally and to pursue questioning in a way that
test cannot.
3.10 - Types of Interview :
Interviews can be classified according to structured interview and unstructured
interview.
a) Structured interview :
It is known as directive interview. It is an interview following a set of question &
response are specified in advance.
b) Unstructured interview :
It is known as non-directive interview. It is an unstructured conversational- style
interview. Question is asked as they come to mind. It allows the interviewer to ask
follow-up questions, based on the candidate’s last statement.
4.0 RECRUITMENT IN UNILEVER BANGLADESH LIMITED
4.1 - Recruiters qualification :

Recruiting is the process of finding & attracting capable applicants for employment.
The process begins when new recruits are required & ends when their applications are
submitted. The result is a pool of applicants from which new employees are selected.
Manager becomes involves in this process. However in large organization, like the
Unilevers Bangladesh specialists are often used to find & attract capable analyst they
are called recruiters.
First, Unilever is such a big organization that requires huge man power every year for
its always boosting operations in various level and arena. However for common
business operations they need
4.2 - Three type of manpower :
1. Fresh graduates as knowledge worker,
2. Specialist experienced people for special purpose
3. People for Skilled and labor based events
So in our discussion we will focus on all the three types.
4.3 - Fresh graduates as knowledge worker :
Commonly we discuss and learn major about this level recruitment and selection. The
fresh graduates’ recruitment is in fact the main and major recruitment event for
Unilever.
From across the country they get people for their recruitment. The universities in the
country provide the people to be knowledge worker in big organizations like unilever
and such. For this they highly suit the business graduates Passed from reputed
business school or institutes both from country and from abroad.

The discussion is now designed as to the following four terms:
1. Personnel planning and vacancy announcement
2. Nature of Application form
3. Recruiters qualification
4. channels of recruitment
5. Recruitment- Constraints and challenges
4.4 - Personnel planning and vacancy announcement :
Human Resource department headed by The HRM, receives data about need of
personnel, the vacancy information is then analyzed by HRM in collaboration with the
finance department with financial feasibility of the recruitment. After judging the
feasibility the approved number of vacancies is informed to the job market through
strong mass media. As means of media they use
• The internet,
• Online based job portals
• English and bangla news paper
• On campus recruitment
• From Intern inventory.
4.5 - Recruiters’ qualification
Recruitment qualification for entry-level employees :

• You must be graduated within less than three years, or will graduate within the next
12 months form a reputable university.
• You must be within 28 years of age.
Recruitment qualification for labor based task:
• You must physically fit and skilled in the particular task.
4.6 - Methods of recruitment
Recruitment channel :
Normally we know about two types of recruitment channel those are
1. External recruitment channel
2. Internal recruitment channel
External recruitment channel :
When job openings cannot be filled internally, the HR department must look outside
the organization and basically for UBL, recruitment of fresh graduates is done through
this means. There are 8 ways for external recruitment in the UBL, which occurs in direct
or indirectly for various level of recruitment. Those are-
1. Employee referrals
2. Advertising
3. Educational institutions & Professional associates
4. International recruitment
1. Employee referrals :

For lower level workers, Unilever follow the employee referrals procedures. This is the
procedures when existing employees refer one new and the new is considered to be
further judgment.
2. Advertising :
UBL next to employee referrals in fact for fresh graduates majorly follow the
advertisement procedure for recruiting purposes. They advertise in the reputed English
and Bengali National papers. They also use the internet for online application.
3. Educational institutions & Professional associates :
More over the organization takes its manpower from the universities and educational
institutions across the country. The nationwide universities and its important institutes
provide the potential graduates as the employee of the organization.
From discussion with HRM it was known that their preferred institutions range from
SEU, IBA, BUET, DU, KU, Brac U, NSU, AIUB, JU, to Chittagong University and such.
4. International recruitment :
Sometimes, especially in importance of cases international recruitment occurs in ULB.
However such rare events happen if the candidate stays in abroad or are working in
international company on foreign land.
4.7 - Internal recruitment channel :

Current employees are a major source of recruits for all but entry- level positions of
unilever Bangladesh ltd.. Whether for promotions or for lateral job transfers, internal
candidates already –know the already informal organization and have detail
information about its formal policies. In fact for unilever this short of recruitment is
occurred only with especial purpose experienced employee recruitment.
Recruitment : constraints and challenges -
Recruiters face such common constraints which are:
a. Biasness :
Most of the time, the organization’s employers try to appointment their relatives,
familiar person.
b. Competition of talent :
There is a lack of vast talent people in Bangladesh for the special task. The potential
job applicants most of the time can’t meet up Unilever requirement. Few talent guys
who has already appointed with other multinational company
c. Job requirement :
People with greater experience usually require a higher level of job. In our country,
there are vast population but they are not so skilled in working with hard labor. They
feel comfort flexible job like government job. So Unilever Bangladesh can’t fulfill their
requirement in all time.

5.0 SELECTION PROCESS IN UNILEVER BANGLADESH LIMITED
Selection is the process of select the best candidates for the job by using various tools
and techniques. In our country, recruitment and selection process work
simultaneously. Those are joined term as employment function of the organization
and this employment function is stated here for Unilever’s practices.
5.1 - Reception of application :
After accomplishing the recruitment process, Unilever go to the selection process
where they start the process with the reception of application form filled up through
internet online form. After scrutinizing the data, they select applications for written
test.
5.2 - Employment test :
This written test measures the candidates
1. Analytical ability
2. Computation ability
3. Verbal skill
4. Written skill
5. General knowledge
More above 65% marks ensures applicants pass.
5.3 - Assessing candidate through interview :

Mainly three steps are followed in the selection procedure. In the first stage the
candidates are invited for a viva with sales and training manager, Dhaka in his Gulsan
office.A human resource manager also exist there. In this viva the candidates situation
handle ability is measured.
5.4 - Second phase :
It is the viva with the general sales and operation manager ( GOSM), and trade
marketing manager .in this stage individual skill is measured. The question tries to
measure out the fitness of the candidate for the post.
5.5 - Third phase :
In this stage the applicant face the HRD customer development team (CDT) this phase
measure the applicability of the applicants’ potential for the jobs. In these stage why
the
applicant prefers the Unilever and why it would like to join the expected team.
5.6 - Physical ability test :
The physical test is administered by Apollo Hospital Dhaka to measure the HIV,
Hepatitis B, C or such many diseases in its applicant’s health and fitness for job effort.
5.7 - Work samples :
For some technical jobs Unilever follows the work sample test on particular employee
like the one of Finance and IT.
5.8 - Hiring decision :
Finally the every step success ensures an applicant join in the Unilever family.

6.0 ANALYSIS AND FINDINGS
6.1 - The types of recruitment in Unilever Bangladesh Limited :
Unilever follow three type of recruitment process, which are:
• Fresh graduates as knowledge worker,
• Specialist experienced people for special purpose
• People for Skilled and labor based events
6.2 - The types of selection in Unilever Bangladesh Limited :
Unilever follow some selection evaluation test to select the best candidate, which are:
• Employment test
• Assessing candidate through interview
6.3 - The frequency of recruitment by Unilever Bangladesh Limited :

Unilever Bangladesh Limited accomplish their recruitment process depends on created
vacancy. However, we see a common phenomena that Unilever Bangladesh arranges
recruitment and selection activities twice a year when students passes from various
institutes based on their completion of 6 moth semesters.
7.0 RECOMMENDATION AND CONCLUSION
7.1 - Recommendation :
After going through the report we draw some recommendations which are:
1. We have to suggest Unilever Bangladesh to arrange “on campus” recruitment.
In our survey we get a common scenario that “on campus” recruitment process
motivates the student to enthusiastic, creative and rigorous. Students try to
show extra ordinary performance and perform their innovative ideas.
innovative. They come with new idea and work hear and soul to accomplish
their task.
2. ii. Unilever entry-form is so complicated and some information which is asked
for apply is not available all time. Our recommendation to minimize the entry-
form and make it easy presentation for all potential applicants.

7.2 - Conclusion :
The report has attempted to point out recruitment and selection process in Unilever
Bangladesh. We can get little information about recruitment and selection process in
Unilever Bangladesh. We also take support by some secondary reports as well as
internet and Unilever report publication.

Recruitment And Selection Process Of Assignment / Report

More Related Content

What's hot (20)

Similar to Recruitment And Selection Process Of Assignment / Report (20)

More from Fakrul Hassan (8)

Recently uploaded (20)

Recruitment And Selection Process Of Assignment / Report