Problem Statement Selection and recruitment is a vital process for a company.

The employment of competent workforce can bring growth and stability. The purpose of recruiting is to ensure a sufficient pool of applicants from which the most qualified individual may be selected fast and efficient. Successful recruiting can minimize the employee turnover rate. Therefore, most of the focus of previous research is on recruiting methods. Research should address the following questions: a) Does the implementation of e-Recruitment could improve the recruitment process? b) What are the advantages of implementing e-Recruitment in the recruitment process of the company? c) Does the recruitment process of the company effective?

Issues Candidates with a strong skills base and experience are employed quickly. Candidates usually attend interviews with several different employers, so if one companys recruitment process is protracted, they risk losing the candidate to competitors who have a much faster and more succinct recruitment process, which leads to employer disappointment and time wasted. The pros of e-recruitment were to identify and reach large of qualified candidates, advertise with dispersed location, provide cost effective method, save the recruiting process time and increase image of organization. The cons of e-recruitment were the discrimination issue forward to Internet nonuser, difficult to recruit executive-level talent on the Internet, the digital divide gap between computer literate and illiterate and the risk of overload of resumes Process analysis :The immediacy and speed of the recruitment process are the main concerns of the HR in recruitment. The process should be flexible, adaptive and responsive to the immediate requirements. The recruitment process should also be cost effective Factors effecting recruitment process of BG: The recruitment function of the organizations is affected and governed by a mix of various internal and external forces. The

internal forces or factors are the factorsthat can be controlled by the organization. And the external factors are those factors which cannot be controlled by the organization. The internal and external forcesaffecting recruitment function of Bashundhara Group are stated bellow:

Figure 5: Factors effecting recruitment process of BG External Factors: External Factors are stated below: a) Supply and Demand: The availability of manpower both within and outside theorganization is an important determinant in the recruitment process. BashundharaG r o u p s o m e t i m e d e p e n d s u p o n i t s i n t e r n a l s o u r c e s b y p r o v i d i n g t h e m s p e c i a l training and development programs rather outsourcing when there is limited supply in the market for the professionals demanded by the company.

b) Image/ Goodwill: Image of the employer can work as a potential constraint forrecruitment. An organization with positive image and goodwill as an employer findsit easier to attract and retain employees than an organization with negative image.Bashundhara Group has built an image which has made their recruitment processmuch easier to handle. c) Political-Legal-Social Environment: Various government regulationsp r o h i b i t i n g d i s c r i m i n a t i o n i n h i r i n g a n d e m p l o y m e n t h a v e d i r e c t i m p a c t o n recruitment practices. Sometime government rules & regulations and labor unionrestrict management freedom to select those individuals who it believes would be the best performers. d) Competitors: The recruitment policies of the competitors sometime have ane f f e c t o n the recruitment function of Bashundhara Group. To stay ahead of t h e competition, many times BG had to change their recruitment policies according tothe policies being followed by the competitors. Internal Factors: Internal Factors are stated below: a) Recruitment Policy: The recruitment policy of an organization specifies theo b j e c t i v e s o f r e c r u i t m e n t a n d p r o v i d e s a f r a m e w o r k f o r i m p l e m e n t a t i o n o f recruitment program. It may involve organization a l s y s t e m t o b e d e v e l o p e d f o r implementing recruitment programs and procedures by filling up vacancies with best

qualified people. Though BG has its recruitment policy it does not follow as it shouldfollow. b) Human Resource Planning: Effective human resource planning helps indetermining the gaps present in the existing manpower of the organization. Every year BG determines the number of employees to be recruited and what qualificationthey must possess. c) Size of the organization:

T h e s i z e o f t h e f i r m i s a n i m p o r t a n t f a c t o r i n recruitment process. If the organization is planning to increase its operations ande x p a n d i t s b u s i n e s s , i t w i l l t h i n k o f h i r i n g m o r e p e r s o n n e l , w h i c h w i l l h a n d l e i t s operations. d) Cost: Minimization of Cost is what every organization look for and recruitmentincur cost to the employer, therefore, Bashundhara Group try to employ that sourceof recruitment which will bear a lower cost of recruitment to the organization foreach candidate. e) Growth and Expansion: Organization will employ or think of employing morepersonnel if it is expanding its operations.