HR Practices of Unilever Bangladesh  Recruitment and selection  Training and development  Performance management  Labor relation  Employee relation  Incentives and bonus

3.4 Recruitment and Selection Process Recruiting is the process of searching the potential job candidates in order to fill up the vacant position of the organization and selection is the process of choosing the best candidate among the available candidates. The candidates who are successfully perform the job.

Unilever Bangladesh follows both the internal and external sources of recruitment. In case of internal source they mainly follow – promotion, transfer and job rotation and in case of external source they follow – advertisement, campus recruitment and other organizations.
In case of recruitment and selection Unilever Bangladesh considers the following process:

Need assessment
Unilever Bangladesh take need assessment to identify in which sector, it is needed to recruit the employee for achieving their target and goals. In their assessment they have to realize that they need human resource (HR) in the following situation- vacancy in existing post(s), market expansion, increase in production capacity, launching new product, introducing new system.

Checking the recruiting options

Internal
Current employees are a major source of recruits the employees. Internal source are included- promotion, transfer, job rotations.
External
When job opening can not be filled internally, the HRD must look outside organization for expert employees. External source included- advertisement, campus recruiting and other organizations. Usually Unilever Bangladesh considers the advertisement for their external recruiting. They mainly provide the notice of available job in both Bengal and English dailies.

Screening and Short-listing Applications
The responses to the