Internship Report

Company: IPDC Finance

Submitted To:
Anup Kumar
Teaching Assistant
FBA
American International University Bangladesh

Submitted by:
Anthony Dipon Gomes
ID: 19-39892-1

Date of Submission: 12/8/2023

 Report on
Topic:
Efficiency of Recruitment and

Internship
Selection Process within the
IPDC Finance Limited in
Bangladesh
Letter of Transmittal
18th July 2023
Anup Kumar
Lecturer,
FBA
American International University Bangladesh.

Subject: Submission of the internship report.

Dear Sir,
I am happy to share that I have finished my internship report at American International
University in Bangladesh and earned my Bachelor of Business Administration degree. I have
learned a lot and had a great experience during my internship at IPDC Finance. I feel that I've
done an excellent job of summarising my internship experience in my report.
I've just begun an internship with IPDC Finance's Human Resources division. During my
internship, I picked up a lot of useful information that I was able to use to my final report. A
simple expression of gratitude would be inadequate. Without your help, I would not have been
able to complete the internship successfully.

Sincerely,
Anthony Dipon Gomes
ID: 19-39892-1
Letter of Endorsements
Anthony Dipon Gomes

ID: 19-39892-1

Date: 18/07/2023

Name: Taiseer Chowdhury

Position: Executive

IPDC Finance

Hosna Centre (4th Floor), 106, Gulshan Ave, Dhaka 1212

Subject: Letter of endorsement on Efficiency of Recruitment and Selection Process within IPDC
Finance Limited.

Dear Sir,

I'm writing to express my complete support for the investigation now underway into the
"Efficiency of Recruitment and Selection Process within IPDC Finance Limited" problem. As an
experienced finance professional, I see the significance of this research and its potential to
enhance IPDC Finance Limited's selection practises.

In today's competitive corporate world, it is essential to have a recruiting and selection process
that is both quick and accurate. Companies work hard to find, recruit, and retain the best
employees who share their mission and values. As a result, there is a lot at stake and a lot to gain
from a thorough investigation of IPDC Finance Limited's recruiting and selection procedures.

I have faith that IPDC Finance Limited and the whole financial services sector will benefit from
this study's conclusions. The findings may be utilized to enhance the talent acquisition process
overall by improving recruiting tactics, introducing new selection methods, and so on. HR
experts, managers, and decision-makers at IPDC and other financial institutions would find this
study quite useful.

IPDC Finance Limited appreciates your hard work and devotion to improving the company's
hiring practices.

Sincerely,

Anthony Dipon Gomes

Intern, HRM Department

IPDC Finance
Acknowledgement
At the outset, I'd want to express my gratitude to God, who has blessed me beyond measure and
guided me along the way to a successful professional life. In addition, I'd want to express my
gratitude to my internship supervisor Taiseer Chowdhury, for all of the help, encouragement, and
direction given me. I am certain that with your advice, encouragement, and direction, I will make
great strides in my professional life over the next several years.
Thank you to everyone at IPDC Finance for helping me out and giving me advice throughout my
internship here. At IPDC Finance, I received aid at every turn from every member of the team,
and that mutual support was crucial in my developing abilities that would serve me well in my
professional future.
Executive Summary
The effectiveness of IPDC Finance Limited's recruiting and selection processes is a good place to
start when assessing the company's strategies for attracting and retaining top people. Once the
organisation has a better understanding of its strengths and limitations, it can make more well-
informed judgements about how to enhance its recruiting practises. IPDC Finance Limited's
success in today's tight labour market may depend on the company's capacity to evaluate and
improve its recruiting practises. For this reason, successful companies put resources into
developing rigorous methods for sourcing and selecting prospective employees. For IPDC
Finance Limited in Bangladesh, knowing how efficient their recruitment process is is vital.
Therefore, this study's goal is to explore and evaluate IPDC Finance Limited's hiring practises.

The results of this research has revealed how effectively IPDC Finance Limited's hiring
procedures fit the needs of the business. All newly hired employees should have the skills,
credentials, and cultural fit to contribute to the success of the firm, thus it is important to
construct the recruiting and selection process with this in mind. IPDC Finance Limited might
improve its hiring practises by taking into account the extent to which a candidate's values and
ambitions mirror its own.
List of Tables
Introduction to the Report..........................................................................................................................2
Organization Overview..............................................................................................................................2
Rationale of the Study................................................................................................................................3
Statement of the Problems.........................................................................................................................4
Scope and Delimitation of the Study.........................................................................................................4
Objectives of the Report............................................................................................................................5
Review of Related Literature......................................................................................................................7
Introduction................................................................................................................................................7
HRM practices in Bangladesh...................................................................................................................7
Efficiency within the recruitment and selection process...........................................................................8
Organizational fit and recruitment process enhance productivity.............................................................8
Efficiency of recruiting the right people....................................................................................................9
Methodology of the Study.........................................................................................................................10
Introduction..............................................................................................................................................10
Hypothesis................................................................................................................................................10
Research paradigm...................................................................................................................................10
Research context......................................................................................................................................11
Research sampling strategy......................................................................................................................12
Ethical issues............................................................................................................................................12
Research data collection methods............................................................................................................13
Research data collection instruments.......................................................................................................13
Units of study...........................................................................................................................................13
Approach and data analysis.....................................................................................................................13
Research data possible errors...................................................................................................................14
Research Survey Data..............................................................................................................................14
Analysis and Interpretation of the Data..................................................................................................20
Introduction..............................................................................................................................................20
Interpretation of the collected data..........................................................................................................20
Findings of the Data Study........................................................................................................................26
Importance of efficiency of organization like IPDC Finance Ltd applicant attraction and selection
procedures................................................................................................................................................26
Importance of hiring practices and strategic approaches within the organization...................................27
Importance of supporting the recruitment strategy for reaching to organization goals and objective....27
 Importance of fostering the workforce through analyzing diversity and inclusion activities throughout
the recruiting and selection process.........................................................................................................28
Recommendations......................................................................................................................................30
Conclusions.................................................................................................................................................32
Bibliography...............................................................................................................................................33
Appendix.....................................................................................................................................................35
List of Figures
Figure 1 The adverts for these opportunities make it easy to see whether you meet the prerequisites.
......................................................................................................................................................................14
Figure 2 Applicants from all walks of life and experiences will be included in the selection process.15
Figure 3 All candidates will be given a fair chance in this open and unbiased hiring process............15
Figure 4 Job requirements and selection criteria are a good fit.............................................................16
Figure 5 Candidates have a good impression of the hiring process as a whole....................................16
Figure 6 Those who don't have the necessary credentials are effectively filtered out of the process. 17
Figure 7 Quality workers are more likely to remain with the company if they are carefully selected
throughout the hiring process...................................................................................................................17
Figure 8 In my experience, IPDC Finance Limited has a well-oiled recruiting and selection machine.
......................................................................................................................................................................18
Figure 9 The time it takes to make a final choice after an interview is rather short...........................18
Figure 10 The interview is a good way to gauge whether or not a candidate has the requisite
knowledge and abilities for the position..................................................................................................19

Page | 1
Introduction to the Report
Organization Overview
IPDC Finance Limited was founded in 1981, making it one of the country's longest continuously
operating non-bank financial institutions. The primary objective of the organization is to
establish itself as the financial services provider of choice for both individual customers and
commercial enterprises. IPDC's retail financing alternatives include personal loans, vehicle
loans, mortgage loans, and credit cards, and the company places a premium on client happiness
and new approaches to financial services. Individual and institutional investors may take use of
the company's stock broking, portfolio management, and investment consulting services.

IPDC's assistance to medium- and small-sized businesses is also very important. IPDC provides
loans and individualized financing plans to small and medium-sized enterprises (SMEs) so that
they may realize their full potential and contribute to the economic progress of the nation. IPDC
hopes to improve Bangladesh's economy as a whole through supporting and bolstering small and
medium-sized enterprises (SMEs).

When dealing with customers and suppliers, IPDC Finance Limited always acts in an honest and
forthright manner. As a result of its commitment to moral business practices, the company has
won a number of awards, such as the ICMAB Best Corporate Award and the Bangladesh
Business Award. These honors are a result of the company's consistent effort to provide
innovative financial solutions and first-rate service that help its customers and advance
Bangladesh's economy. IPDC Finance Limited has established a strong reputation in the industry
because to the company's dedication to putting the needs of its clients first and offering them a
diverse selection of financial solutions. The organization provides a wide range of services,
including as retail loans, support with capital markets, and financing for major enterprises as well
as small businesses. Corporate finance services such as project financing, syndication, and
advising are all provided to businesses by IPDC. These services are offered to businesses. It is
possible that the personalised service that the firm offers to its corporate clients is at least
partially responsible for its success and growth in the market.

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Rationale of the Study
To begin evaluating IPDC Finance Limited's talent acquisition initiatives, consider the efficiency
with which the company's recruitment and selection procedures function. The organization can
make more informed decisions about how to improve its recruitment practices after its strengths
and weaknesses have been identified. By learning more about how effective its hiring process is,
IPDC Finance Limited may increase its ability to attract and retain top workers in a competitive
job market. Successful businesses know that hiring the right people is crucial to their continued
success and development, so they invest in efficient recruiting and selection processes. It is
crucial to IPDC Finance Limited in Bangladesh that we comprehend how effective their
procedure is for hiring new employees. Therefore, the purpose of this research is to investigate
and assess IPDC Finance Limited's selection and recruiting procedures.

Findings from this study will show how well IPDC Finance Limited's selection and recruiting
practices meet the requirements of the company. A well-designed hiring and selection procedure
ought to be into sync to the organization's strategic objectives to guarantee that all freshly
recruited individuals have the abilities, qualifications, the cultural fit to contribute to the success
of the company. IPDC Finance Limited might make better recruiting decisions by gauging how
well candidates' beliefs and goals line up with their own.

The effectiveness of the recruiting and selection process may be assessed, which will help in
revealing any discriminatory or biased tendencies. In order to foster a welcoming and diverse
workplace, it is essential that the hiring process be fair and open to all qualified applicants. Using
the results of this research, IPDC Finance Limited will be able to improve its employment
practices and make them more accessible to people of all backgrounds.

Finally, IPDC Finance Limited will benefit from being able to compare its own practices with
those of the industry as a whole thanks to the information provided by this study. IPDC financial
Limited may better attract and choose top talent by comparing their hiring practices to those of
other companies in the financial industry (i.e., "benchmarking"). This will improve their overall
organizational performance and help them maintain a competitive edge in the talent market.

Page | 3
Statement of the Problems
IPDC Finance Limited in Bangladesh has considerable obstacles in improving the effectiveness
of its recruiting and selection process. Despite the company's status as a leading financial
institution in the nation, it has challenges that reduce the efficiency and output of its hiring
processes.

To begin, discrepancies and inefficiencies arise throughout the recruiting and selection process
due to a lack of efficient procedures and uniform norms. Oftentimes, uncertainty and subjectivity
arise during applicant assessment due to the lack of defined job descriptions, competences, and
selection criteria for various roles. This may result in less-than-ideal hiring choices and the loss
of excellent prospects.

Second, the use of antiquated techniques for finding employees reduces the quantity and quality
of applicants. The organization's ability to attract top talent from underrepresented groups is
hampered by its dependence on antiquated recruitment methods like newspaper ads and narrow
web platforms. Not using social media and professional networks to their full potential and
failing to implement proactive recruiting techniques are other contributing factors.

Thirdly, choosing people without the proper skills, credentials, or cultural fit for the business
might be the consequence of using insufficient applicant evaluation procedures and tools. When
current selection methods like competency-based interviews and psychometric tests aren't used
enough, the quality of applicant assessments suffers.

Scope and Delimitation of the Study

The purpose of this research is to analyze IPDC Finance Limited's (a major non-banking
financial organization in Bangladesh) selection and hiring procedures for their effectiveness. The
purpose of this research is to determine whether or not the company's present procedures for
recruiting and selecting applicants for open jobs are adequate and effective.

Focusing on job analysis, sourcing, screening, interviews, and ultimately selection, this research
will examine IPDC Finance Limited's recruiting and selection procedure in detail. Organizational
tactics, tools, and methods used throughout these procedures, as well as their effect on overall
efficiency, will be investigated.

Page | 4
In addition, the research will evaluate how well IPDC Finance Limited's hiring methods line up
with benchmarks in the business and with regulatory requirements in Bangladesh. It will take
into account things like the company's commitment to diversity and inclusion, the quality of its
hiring process, and the effectiveness with which it employs technology.

However, there are limitations to what this research may conclude. First, it will be limited to
IPDC Finance Limited and may not be representative of the financial industry in Bangladesh as a
whole in terms of its recruiting and selection methods. Other areas of human resources inside the
company, such as education and growth or performance management, are beyond the purview of
this study.

IPDC Finance Limited data and information, as well as any relevant public sources, shall be the
only ones used in the research. No personal employee information will be made available to the
researchers, nor will they be able to perform primary data collecting through interviews or
questionnaires with current or past workers.

This research seeks to aid IPDC Finance Limited in identifying possibilities for improvement
while improving its talent acquisition tactics by outlining the nature and boundaries of the hiring
and hiring procedure.

Objectives of the Report

Broad objective: The study's overarching goal is to enhance IPDC Finance Limited's selection
and recruiting practices in the Bangladeshi market.

Specific objectives:

 The purpose of this study is to evaluate the efficiency of IPDC Finance Limited's current
applicant attraction and selection procedures.
 The goal of this project is to analyze IPDC Finance Limited's present hiring practices and
provide suggestions on how to make them more effective.
 Assessing how well IPDC Finance Limited's hiring practices support the company's
overarching goals and strategies.
 The goal is to evaluate the effectiveness of the current hiring method so that
improvements may be made.

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  The goal of this analysis is to give suggestions for fostering a workforce that is more
diverse and inclusive by analyzing diversity and inclusion activities throughout the
recruiting and selection process.

Page | 6
Review of Related Literature
Introduction
The HR tasks of hiring and selecting new employees are crucial to the success of any business. A
company's ability to attract, evaluate, and employ the best possible applicants for open jobs
depends on how well its recruiting and selection procedures work. The purpose of this literature
analysis is to analyze IPDC Finance Limited's (a major bank in Bangladesh) selection and hiring
procedures. This study will shed light on the best practices, problems, and methods for
improving the effectiveness of recruitment and selection at IPDC Finance Limited by reviewing
relevant research and academic publications.

HRM practices in Bangladesh

Human resource management (HRM) practises are of great interest to academics and
professionals in Bangladesh. According to Rahman (2018), societal norms and legislative laws
shape HRM practises in the nation. IPDC Finance Limited must successfully manage these
aspects to optimise their recruiting and selection process in light of the competitive nature of the
financial industry. An effective recruiting and selection procedure has been shown to have a
favourable effect on business outcomes. Organisations that place a premium on competency-
based selection processes see improvements in employee performance and retention, as reported
by Shen et al. (2019). This knowledge is vital for IPDC Finance Limited as they work to improve
their selection processes and cater their financial services to meet the demands of their clients.
Recent years have seen widespread technical breakthroughs that have had a profound impact on
the worldwide recruiting process. According to Islam et al. (2020), using AI and data analytics in
the hiring process may speed up the processes of finding, vetting, and evaluating potential
employees. IPDC Finance Limited might benefit from using such cutting-edge technology in
order to simplify their hiring procedures and compete for top employees.

Investing in your company's reputation as an employer will help you find and keep the best
employees. Ahmed et al.'s (2017) study highlights the significance of employer branding in
gaining an edge in the labour market. IPDC Finance Limited may improve its image as an
employer of choice, attracting more qualified candidates, by clear and compelling
communication of the company's values, culture, and possibilities. Improving the hiring process

Page | 7
requires consistently identifying and fixing problems. Skill shortages, high turnover, and
cumbersome hiring processes are only some of the difficulties that financial institutions in
Bangladesh confront, as noted by Hossain and Rahman (2019). In order to effectively hire and
choose candidates, IPDC Finance Limited has to pay special attention to these aspects and take
steps to reduce their influence.

Efficiency within the recruitment and selection process

Human resource management, or HRM, is concerned with finding and hiring qualified people to
fill open jobs within a business. In this paper, we examine how effectively IPDC Finance
Limited (a major Bangladeshi non-bank financial firm) recruits and selects new employees.
Some of the specifics of the recruitment and selection process that are examined in this report
include candidate sourcing, screening and shortlisting, interview approaches, evaluation
methodologies, and the use of technology.

Attracting a pool of competent candidates requires effective candidate sourcing. Many

companies still rely on tried-and-true techniques like newspaper ads and word-of-mouth among
staff members (Smith, 2018). However, in order to attract a broader pool of qualified applicants,
IPDC Finance Limited should investigate contemporary methods including online job websites,
social media systems, and professional associations (Sparrow et al., 2016). These techniques may
improve the organization's sourcing efficiency by allowing it to attract and hire passive job
searchers. Reviewing applications and selecting those who possess the necessary credentials and
experience constitutes the screening and shortlisting phase. According to research by Marler and
Fisher (2013), the usage of an application tracking system (ATS) may greatly increase
productivity here. IPDC Finance Limited may save time spent on unqualified applicants by
implementing an applicant tracking system. The shortlisting procedure may be simplified even
further by using keyword-based searches inside the system (Cascio & Aguinis, 2008).

Organizational fit and recruitment process enhance productivity

The interview is a vital part of the hiring process. Bias and objectivity in judgment are only two
of the problems with conventional in-person interviews (Lievens et al., 2017). Interviews that are
organized and competency-based questions may help IPDC Finance Limited increase
productivity (Gaugler et al., 2018). Structured interviews improve the reliability of the selection
process by ensuring that applicants are consistently evaluated. Panel interviews and standardized

Page | 8
scoring rubrics may also be used to increase interview effectiveness and equity (Grove et al.,
2016). Tests, exercises, and assessment centers are all examples of assessment procedures that
may provide light on a candidate's skills and future performance on the job (Salgado et al.,
2017). IPDC Finance Limited may maximize the effectiveness of its hiring procedure by using a
wide range of evaluation tools. Cognitive ability exams, for instance, could assess a candidate's
problem-solving skills, whereas assessments of situational judgment might analyze their
decision-making potential (Lievens & Sackett, 2017). Assessment centers and work simulations
are two more methods that may be used to get a glimpse of a candidate's potential performance
on the job (Thunnissen et al., 2013).

Efficiency of recruiting the right people

The interview is a vital part of the hiring process. Bias and objectivity in judgment are only two
of the problems with conventional in-person interviews (Lievens et al., 2017). Interviews that are
organized and competency-based questions may help IPDC Finance Limited increase
productivity (Gaugler et al., 2018). Structured interviews improve the reliability of the selection
process by ensuring that applicants are consistently evaluated. Panel interviews and standardized
scoring rubrics may also be used to increase interview effectiveness and equity (Grove et al.,
2016). Tests, exercises, and assessment centers are all examples of assessment procedures that
may provide light on a candidate's skills and future performance on the job (Salgado et al.,
2017). IPDC Finance Limited may maximize the effectiveness of its hiring procedure by using a
wide range of evaluation tools. Cognitive ability exams, for instance, could assess a candidate's
problem-solving skills, whereas assessments of situational judgment might analyze their
decision-making potential (Lievens & Sackett, 2017). Assessment centers and work simulations
are two more methods that may be used to get a glimpse of a candidate's potential performance
on the job (Thunnissen et al., 2013).

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Methodology of the Study
Introduction
My experience interning at IPDC Limited in the HRM department role allowed me to reflect on
the value of such work in the wider finance industry. My time as an intern at IPDC Finance has
been both enjoyable and educational. In my internship report, I think I've done a good job of
capturing the essence of the entire thing. I've just started my internship under HRM Department
at IPDC Finance.
My study aimed to determine the importance of finance organization and its recruitment in the
process of providing employees on proper recruitment and talent management. There are literally
large number of employees available in our nation, and the level of competition is really high in
the job market. To effectively maintain efficient employee management in the organization it is
critical to establish a sustainable business pattern, every company requires a distinct point of sale
perspective, growth, branding tactics, and relevant content. As I was writing my paper, I learned
how important proper employee management and a solid branding strategy are for a brand's
continued success in the marketplace.

Hypothesis
By following the research objective, in below the research hypothesis has been developed:

H0: The efficiency can improve the recruitment and selection process within the IPDC Finance
Limited.

H1: The efficiency can not improve the recruitment and selection process within the IPDC
Finance Limited.

Research paradigm
Using the interpretivist paradigm to conduct primary survey research on IPDC Finance Limited
in Bangladesh's Recruitment and Selection Process efficiency provides a valuable and insightful
approach to comprehending the multifaceted dynamics, nuanced perspectives, and intricate
contexts that shape this organizational procedure. The interpretivist paradigm is an appropriate
framework for studying the efficacy of recruitment and selection procedures because it is in

Page | 10
harmony with the complexity of human experiences, social relationships, and organizational
behaviors.

Researchers may learn more about the perspectives of HR professionals, hiring managers, and
job candidates by using techniques including in-depth interviews, focus groups, and participant
observations. These qualitative methods are useful because they allow for the discovery of
previously undiscovered subtleties and the capturing of subtle dynamics that may be missed by
more quantitative approaches.

The interpretivist paradigm also understands that meaning is a social construction and that
various viewpoints are valuable. This paradigm promotes researchers studying recruiting and
selection effectiveness to take into account the perspectives of all those involved. In the context
of recruiting and selection, for instance, the interpretivist approach offers a more comprehensive
picture by examining the role of cultural norms, societal expectations, and individual values in
the decision-making process.

In addition, the interpretivist paradigm stresses contextuality, or the significance of knowing the
specific context in which a study is undertaken. IPDC Finance Limited's recruiting and selection
techniques are influenced by a variety of social, cultural, and economic elements, which must be
taken into account in any analysis of these procedures. Researchers may learn about the implicit
information, informal relationships, and environmental elements that shape hiring choices by
fully immersing themselves in the organization's culture within an interpretivist framework.

Research context
Recent years have seen extraordinary changes in the financial industry in Bangladesh, driven by
developments in digital technology and the rising demand for cutting-edge financial services. IPDC
Finance Limited navigates these complex financial circumstances, which need quick thinking and
flexibility. The company's hiring practices should reflect the unique requirements of the financial industry
by placing a premium on knowledge and abilities in areas like finance, risk management, regulatory
compliance, and customer relationship management. In addition, the demographics of the population, the
standard of living, and the job market all play major roles in determining the quantity and quality of talent
in Bangladesh. To develop a recruiting and selection process that finds people who can succeed in the
fast-paced, competitive financial business, it is crucial to understand and navigate these contextual
elements.

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IPDC Finance Limited's total performance and competitiveness may be affected by the quality of its
recruiting and selection process, which is why IPDC Finance Limited has decided to look into it. The
ability to attract and keep the best employees has become more important in an age when human capital is
a key factor in business success. Time-to-hire, applicant fit, employee engagement, and turnover may all
benefit from a well-designed and simplified recruiting and selection process. Trust among stakeholders is
increased when rules are followed and ethical standards are met, both of which are made possible by a
solid process.

Taking IPDC Finance Limited into account, this study will analyze their present hiring practices to
identify areas of improvement. Valuable insights into improvement opportunities, possible bottlenecks,
and best practices may be gleaned by a thorough investigation. Not only will this research add to the body
of knowledge on hiring practices, but it will also provide concrete suggestions for improving IPDC
Finance Limited's methods. To strengthen the company's competitive advantage and set it up for long-
term success, this study aims to help it better connect its talent acquisition tactics with the specific needs
of Bangladesh's banking industry.

Research sampling strategy

Careful deliberation and careful planning went into the selection of study participants. In the first place,
it's important to establish rigorous standards that coincide with the aims of the study. IPDC Finance
Limited may use criteria such as length of service, position within the company, input into the hiring
process, and cross-departmental participation as part of its selection criteria. The study's criteria are meant
to guarantee that participants have the appropriate knowledge and background to make the recruiting and
selection procedure as effective as possible.

Second, a technique of purposeful sampling might be used. With this approach, experts in the field may
be hand-picked to ensure the highest quality of results. Only 20 people could take part, and they would all
be HR managers, department heads, and recruiting experts who have a hand in the hiring process. Their
first-hand knowledge and insight into the process's efficacy is invaluable.

Ethical issues
To some extent, ethical concerns may be allayed by adhering to the idea of voluntary involvement.
Informed consent from consenting participants is essential for legitimate scientific inquiry. Since only a
small sample of IPDC Finance Limited's staff will be participating in the study, it is fair to believe that
those who do will be fully briefed about the study's aims, methods, and possible results before deciding
whether or not to take part. Participation on their part is entirely optional, which ensures the protection of
their freedom of choice and personal agency.

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Research data collection methods
Primary data will be used extensively in the investigation. Policies, recruiting and selection
procedures, annual reports, organizational papers, and information accessible on IPDC Finance
Limited's website are examples of such materials.

Research data collection instruments

There will have sets of close ended survey questions that will be sent to each participant within
the organization. Through creating the Google Form, the survey link will be generated where
participant can take part according to their willingness and consent. Data visualizations like bar
charts, pie charts, and histograms will help readers make sense of the information.

Units of study
People with important roles in IPDC Finance Limited's hiring and selection processes will
participate in the research. People in the Human Resources field, in Recruitment Management, in
Hiring Management, or in Related Roles may fall into this category. The number of participant
will be 20 for this research as the number of employee is limited for this research and the topic of
this research.

Approach and data analysis

The recruiting and selection process at IPDC Finance Limited in Bangladesh may be evaluated
using a quantitative survey technique, which provides a systematic and data-driven methodology
for gaining insights, analyzing patterns, and making choices. Measures the efficiency of the
recruiting and selection process by compiling numerical data from a statistically significant
sample of workers, job candidates, and key stakeholders.

With the use of quantitative surveys, businesses will be collect hard numbers on a wide range of
topics related to the hiring procedure. IPDC Finance Limited's time-to-hire, cost-per-hire,
applicant happiness, diversity ratios among new recruits, and overall recruiting process
satisfaction may all be better understood thanks to well crafted survey questions. These
quantitative indicators show the true condition of the process, allowing for fair comparisons,
thorough study of trends, and pinpointing of problem spots.

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Research data possible errors
Possible sources of error in the study's findings include the reliance on self-reported information,
the use of secondary data, and the openness of participants. There is a possibility that the study
period is too narrow and that the results cannot be extrapolated to businesses other than IPDC
Finance Limited.

Research Survey Data

Q1:

The adverts for these opportunities make it

easy to see whether you meet the prerequi-
sites.
Strongly Agree
Agree
10% Neutral
10% Disagree
Strongly Disagree
10%
60%
10%

Figure 1 The adverts for these opportunities make it easy to see whether you meet the prerequisites.

Page | 14
Q2:

Applicants from all walks of life and ex-

periences will be included in the selection
process.
Strongly Agree
Agree
10% Neutral
5% Disagree
Strongly Disagree
15%
50%

20%

Figure 2 Applicants from all walks of life and experiences will be included in the selection process.

Q3:

All candidates will be given a fair chance in

this open and unbiased hiring process.

Strongly Agree
10% Agree
5% Neutral
5% Disagree
Strongly Disagree

80%

Figure 3 All candidates will be given a fair chance in this open and unbiased hiring process.

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Q4:

Job requirements and selection criteria are

a good fit.

Strongly Agree
5%5% Agree
5% Neutral
5% Disagree
Strongly Disagree

80%

Figure 4 Job requirements and selection criteria are a good fit.

Q5:

Candidates have a good impression of the

hiring process as a whole.

Strongly Agree
10% Agree
10% Neutral
Disagree
10% Strongly Disagree
60%
10%

Figure 5 Candidates have a good impression of the hiring process as a whole.

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Q6:

Those who don't have the necessary creden-

tials are effectively filtered out of the
process.
Strongly Agree
Agree
10% Neutral
5% Disagree
Strongly Disagree
15%
50%

20%

Figure 6 Those who don't have the necessary credentials are effectively filtered out of the process.

Q7:

Quality workers are more likely to remain

with the company if they are carefully se-
lected throughout the hiring process.
Strongly Agree
Agree
10% Neutral
5% Disagree
5%
Strongly Disagree

15%
65%

Figure 7 Quality workers are more likely to remain with the company if they are carefully selected throughout the hiring
process.

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Q8:

In my experience, IPDC Finance Limited

has a well-oiled recruiting and selection
machine.
Strongly Agree
Agree
10% Neutral
10% Disagree
Strongly Disagree
10%
60%
10%

Figure 8 In my experience, IPDC Finance Limited has a well-oiled recruiting and selection machine.

Q9:

The time it takes to make a final choice af-

ter an interview is rather short.

Strongly Agree
10% Agree
5% Neutral
Disagree
15% Strongly Disagree
50%

20%

Figure 9 The time it takes to make a final choice after an interview is rather short.

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Q10:

The interview is a good way to gauge

whether or not a candidate has the requisite
knowledge and abilities for the position.
Strongly Agree
Agree
5%5% Neutral
5% Disagree
5%
Strongly Disagree

80%

Figure 10 The interview is a good way to gauge whether or not a candidate has the requisite knowledge and abilities for the
position.

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Analysis and Interpretation of the Data
Introduction
The importance of an effective recruiting and selection process cannot be overstated in today's
competitive business environment, when companies are always striving to improve. The purpose of this
research is to examine IPDC Finance Limited's hiring practices in detail in order to identify its
advantages, disadvantages, opportunities, and threats. This research aims to provide a thorough
comprehension of the efficacy of the recruitment and selection procedure by dissecting each step of the
process in detail, from job profiling and sourcing through screening and interviews and finally to the
selection decision. Recruiting and selection are crucial since they influence the calibre of new hires.
Every thriving business relies heavily on its human resource. IPDC Finance Limited, a financial
institution serving the growing economy of Bangladesh, is a prime example of this.

The investigation goes farther than just pointing up advantages and disadvantages. Its goal is to provide
concrete suggestions that IPDC Finance Limited might use to improve its hiring procedures. This research
aspires to provide the organization with insights that help propel well-informed judgments about the
refinement and optimization of its recruiting and selection processes by benchmarking against the latest
industry standards and relying upon empirical facts.

Interpretation of the collected data

The adverts for these opportunities make it easy to see whether you meet the prerequisites-
Interpretation:

The majority of those polled (60%) strongly agree that it is simple to see if they meet the requirements for
open positions within the company, according to the survey results. This bodes well for the openness and
honesty of the postings for employment.

In addition, only 10% of those who responded to the survey strongly think that it is easy to determine
whether or not they satisfy the qualifications based on the advertisements. It's worth noting that although
the majority agrees wholeheartedly, the opinions of the remaining respondents are more nuanced.

Sixty percent of respondents strongly agreeing that job advertisements effectively express prerequisites is
indicative of an effective recruiting and selection process. This indicates that IPDC Finance Limited has
been effective in providing relevant and detailed information in its job postings. More in-depth research
might benefit from talking to those who answered "Neutral," "Disagree," and "Strongly Disagree" on the
first poll. This might provide more particular information on which parts of the advertisements led to

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misunderstandings or displeasure. Avoiding misunderstandings by standardizing the wording and layout
of job postings is essential. Prerequisites might be laid forth using consistent titles, bullet points, and
straightforward language.

Applicants from all walks of life and experiences will be included in the selection process-
Interpretation:

The poll findings appear to indicate that a majority of respondents (50%) agree that candidates from a
variety of backgrounds and experiences would be considered. Twenty percent more people feel the same
way, suggesting that hiring at this organization is fair and representative of all backgrounds.

It's encouraging to see that just a minority of respondents (10% strongly disagree) feel that candidates
from diverse backgrounds and experiences will be excluded from the selection process. This suggests that
the vast majority of people involved think the hiring and selection procedure treats people of all
backgrounds fairly. Investigating if IPDC Finance Limited has diversity and inclusion efforts such
relationships with organisations that promote diversity, equality, and inclusion or outreach to
underrepresented groups. Checking to see whether the organization emphasizes the value of diversity and
inclusion in its recruiting training and awareness campaigns. Fifteen percent of respondents were
agnostic, which might indicate that they do not have a strong opinion one way or the other about the
company's commitment to diversity and inclusion in the workplace.

All candidates will be given a fair chance in this open and unbiased hiring process- Interpretation:

It seems that the vast majority of respondents (85% - Strongly Agree + Agree) had a favorable opinion of
IPDC Finance Limited in Bangladesh's recruiting and selection procedures. This suggests that the vast
majority of participants value the procedure.

The fact that no one has voiced criticism or severe disagreement further implies that people see the
procedure as fair and impartial. The sample size, the nature of the those surveyed, and the clarity of the
questions asked may all have an impact on the reliability of a survey's findings.

Despite the fact that the vast majority of respondents to the poll think the procedure is fair and impartial,
IPDC Finance Limited should nonetheless keep an eye on it to make any necessary adjustments. All
applicants should be given an equal opportunity, and regular reviews and modifications may assist
achieve this.

Job requirements and selection criteria are a good fit-Interpretation:

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The survey findings reported here shed light on how IPDC Finance Limited in Bangladesh recruits and
selects its employees. Eighty percent of those who filled out the survey agree or strongly agree that the
criteria used to choose candidates for the open position are appropriate. This level of consensus shows
that the company has successfully matched its hiring practices to the needs of the position. This high rate
of success shows that the company's efforts to provide detailed and precise job descriptions and rigorous
selection criteria have paid off, attracting applicants with the appropriate experience, education, and
character traits.

In addition, the very high degree of agreement among participants is reflected in the small percentages of
responders who disagree, strongly disagree, and are neutral (5% each). This general agreement adds
weight to the claim that IPDC Finance Limited has worked hard to improve its applicant selection and
recruiting procedures. In addition to demonstrating the organization's skill in defining job criteria, the
positive responses from the vast majority of respondents also demonstrate the organization's skill in
conveying those expectations to applicants.

Candidates have a good impression of the hiring process as a whole-Interpretation:

According to the findings of a recent study conducted by IPDC Finance Limited in Bangladesh,
employees have a favorable impression of the company's hiring practices. The majority of applicants have
a positive opinion of the procedure, as 70% of respondents either strongly agree or agree that it is
efficient. Applicants' generally favourable impressions of the recruiting process may be attributable to the
company's dedication to efficiency and effectiveness.

Also, the 10% of respondents who gave a neutral response may have been trying to convey that although
they did not wholeheartedly support the procedure, they did not identify any major faults with it, either.
This medium ground may have resulted from applicants who found the whole process to be
straightforward but who did not feel obligated to provide an extremely good review.

It's possible that throughout the hiring and screening process, the 10% of respondents who disagreed or
strongly disapproved ran across unique problems. The firm must thoroughly analyze the comments made
by this demographic in order to pinpoint weak spots. IPDC Finance Limited may improve their processes
further with the help of constructive feedback, which can shed light on areas that might need some
attention.

Those who don't have the necessary credentials are effectively filtered out of the process-
Interpretation:

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A large majority of respondents to a poll on IPDC Finance Limited in Bangladesh's Recruitment and
Selection Process agreed that it was effective. Fifty percent of those who took the survey strongly think
that it is successful at weeding out people who don't have the right qualifications. This remarkable
agreement implies that IPDC Finance Limited's selection and recruiting procedures are effective at
finding and hiring people with the right mix of experience, education, and personality traits for their open
positions.

In addition, the fact that twenty percent of respondents agreed with the assertion shows that even more
people recognize the process's usefulness. A large majority, as shown by these percentages, agrees that
the procedure is effective in eliminating applicants who do not satisfy the requirements.

A minority of respondents seem to have misgivings or other perspectives, as seen by the modest
percentages of indifferent (15%), disagree (5%) and strongly disagree (10%) replies. There are some
people who don't think the procedure is efficient, but their numbers are far less than those who do.

Quality workers are more likely to remain with the company if they are carefully selected
throughout the hiring process-Interpretation:

IPDC Finance Limited's survey data in Bangladesh shows a consistent pattern consistent with
conventional wisdom in the field of human resource management. Sixty-five percent of respondents
strongly believe that recruiting with care and attention to detail increases the likelihood that a candidate
will remain with the organization. This widespread concurrence highlights the significance of an effective
recruiting and selection process in keeping top personnel in-house.

When an applicant interacts with a firm for the first time, it is during the recruiting and selection process.
Candidate screening is an important part of the hiring process since it demonstrates a company's
dedication to filling open positions with qualified individuals. Employees are more likely to be happy and
invested in their work, which in turn enhances their chance of staying with the company.

Fifteen percent of responders agree, further proving my claim. While this group isn't as convinced as the
others, they still see a good association between a thorough hiring procedure and low turnover. Those 5%
of respondents who didn't lean either way may be implicitly acknowledging the significance of careful
selection.

The 10% who strongly disagree may have legitimate worries about devoting the necessary time and
money to conducting a thorough selection process, while the 5% who disagree may just have different
opinions. Although it may seem counterintuitive, investing in careful hiring may pay off in lower turnover
rates, better team cohesion, and increased productivity.

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In my experience, IPDC Finance Limited has a well-oiled recruiting and selection machine-
Interpretation:

According to the survey's findings, IPDC Finance Limited in Bangladesh has an effective recruiting and
selection procedure. Sixty percent of respondents are in agreement that the organization has a well-oiled
recruitment and selection procedure. This ringing recommendation provides strong evidence that IPDC
Finance Limited has implemented a very efficient system for locating, recruiting, and integrating new
team members.

The majority of respondents (80%) believe that the company's recruiting and selection procedure is
effective, with 10% agreeing and 10% being indifferent. The fact that 70% of respondents gave one of the
two highest possible ratings shows that they are either very satisfied or not very concerned.

However, one must take into account the fact that 20% of respondents strongly or somewhat disagreed.
Although this fraction is less than that of those expressing optimism, it should not be ignored. IPDC
Finance Limited may benefit from looking into the sources of these dissident views and responding
accordingly.

The time it takes to make a final choice after an interview is rather short-Interpretation:

The survey's findings reveal a wide variety of perspectives on IPDC Finance Limited in Bangladesh's
Recruitment and Selection Process. It's worth noting that a sizable percentage of respondents (70%)
express overall contentment with the status quo. This indicates that most people think the recruiting and
selection process is efficient in terms of the amount of time it takes to reach a decision after an interview.

It's possible that IPDC Finance Limited's simplified and quick decision-making process is reflected in the
fact that 50% of respondents strongly agree that the time required for a final choice is quite short. This
may have resulted from a systematic interview procedure, clear lines of communication, and clear goals
among the recruiting staff. In a competitive employment market, where qualified people may quickly be
poached by other employers, the ability to make decisions quickly may be a significant asset.

Thirty percent of respondents, however, express varying opinions (Neutral + Disagree + Strongly
Disagree). Fifteen percent of respondents had no opinion, which might indicate ambiguity or
inconsistency in the timeline used to make the pick. While 90% of respondents agreed with the statement,
5% disagreed and 10% strongly disagreed, which may point to issues with the method's rigor. It is
essential for IPDC Finance Limited to respond to these concerns and collect input in order to investigate
the basis for these views.

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The interview is a good way to gauge whether or not a candidate has the requisite knowledge and
abilities for the position-Interpretation:

According to data collected from a survey conducted by IPDC Finance Limited in Bangladesh, 80% of
respondents agree that interviews are an effective method of determining whether a candidate possesses
the requisite skills and knowledge for a specific position. This widespread consensus provides strong
evidence that the interview phase is very important for assessing prospects.

Employers may get a feel for a candidate's social skills, problem-solving abilities, and cultural fit with the
organisation via interviews in person. Well-structured inquiries and circumstances may help you learn
more about a candidate's abilities, experiences, and thought processes. Interviews are a wonderful method
to gauge a candidate's potential, especially when it comes to assessing soft skills like communication,
adaptability, and emotional intelligence.

IPDC Finance Limited might improve the effectiveness of its recruitment and selection process by using
other evaluation methods in addition to interviews. This strategy has the ability to provide a more all-
encompassing assessment of applicants' abilities while also reducing the impact of any inherent biases.
The reliability of hiring decisions may be enhanced by providing interviewers with ongoing training on
how to conduct organized, objective interviews. IPDC Finance Limited may improve its selection process
to better reflect its corporate aims and values and attract the most qualified individuals by listening to
those who are on the fence or who disagree with the current approach. The organisation must consider
both sides of the issue. Ten percent of adults in the sample strongly disagreed, indicating that some
participants in the survey believed that interview questions alone were insufficient to draw valid
conclusions about a candidate's genuine talents. Alternative selection techniques, like as examinations,
case studies, or practical simulations, may provide a more accurate depiction of a candidate's abilities.

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Findings of the Data Study
Importance of efficiency of organization like IPDC Finance Ltd applicant
attraction and selection procedures
IPDC Finance Limited in Bangladesh operates in an environment where the corporate landscape is
changing quickly, making efficient recruiting and selection critical. The success and longevity of any
business is directly tied to its ability to conduct a recruiting and selection process that is both efficient and
effective. This section delves into the most salient facts with regards to IPDC Finance Limited's need for
an effective candidate attraction and selection method.

To begin, the caliber of new hires is directly related to how well the company recruits and selects
potential employees. IPDC Finance Limited will have access to the top talent in the industry if it is able to
attract a large number of eligible and interested candidates. If the process is well-organized and runs well,
it will be easier to find people who meet the requirements for the open positions and are a good cultural
fit for the company.

Second, in today's highly competitive labor market, a swift hiring procedure is of the utmost importance.
The loss of qualified applicants to competing opportunities may be minimized by moving quickly through
the phases of applicant attraction and selection. Quicker onboarding and integration of new personnel,
less interruptions, and increased productivity are all possible thanks to IPDC Finance Limited's ability to
speed up the process while preserving its completeness.

In addition, the employer brand and reputation of the company benefits from an efficient recruiting and
selection process. Candidates' view of IPDC Finance Limited as an employer of choice may be improved
by a simplified procedure that shows respect for their time and gives a good experience, regardless of the
result. Whether they are hired or not, applicants may have a major influence on the company's reputation
and future potential to recruit top-tier personnel via word of mouth and online evaluations.

Saving money is another benefit of an effective hiring procedure. Spending inordinate amounts of time
and money on assessing unqualified applicants may be avoided with a well-structured procedure. In
addition, it lessens the likelihood of employee turnover due to poor fits, which will save IPDC Finance
Limited money in the long run on the cost of recruiting new staff and providing them with appropriate
training.

An effective procedure also promotes openness and fairness, which are fundamental to sustaining a
healthy company culture. Applicants have more faith in IPDC Finance Limited when they believe the

Page | 26
selection process is fair and merit-based. This confidence in the candidates may spread across the
organization, resulting in happier and more engaged workers.

Finally, the results indicate the relevance of IPDC Finance Limited's candidate attraction and selection
process to the company's performance. An effective procedure may boost results in a number of different
areas by drawing in qualified candidates, speeding up the hiring process, improving the company's
reputation as an employer, cutting expenses, and increasing equity. IPDC Finance Limited must
constantly assess and enhance its recruiting and selection procedures to ensure they are in sync with the
evolving dynamics of the business environment if it is to stay competitive and responsive to market
needs.

Importance of hiring practices and strategic approaches within the organization

IPDC Finance Limited in Bangladesh recognizes the need of a strong recruiting and selection process. A
company's development and prosperity are directly tied to how well it recruits and hires new employees.
Organizations may improve their chances of attracting, selecting, and onboarding the best possible
applicants for open positions by adopting more efficient and effective recruiting procedures. As a result,
this offers numerous significant advantages.

First, the success of the recruiting and selection process determines whether or not the company is able to
hire qualified people who can do the work. Hiring the proper people improves performance and
productivity by increasing the workforce's collective skill set.

Second, productive recruiting procedures help foster a rewarding work environment. Selecting individuals
that share the company's values and aims in addition to their technical qualifications increases morale and
productivity. Improved employee engagement, job satisfaction, and retention may result from such
harmony.

Thirdly, effective recruiting helps lessen the financial burden of staff turnover. The chance of employee
turnover due to poor fit or discontent may be drastically reduced by diligent applicant selection. This
means less costs associated with turnover, training, and hiring new employees.

Importance of supporting the recruitment strategy for reaching to organization

goals and objective
IPDC Finance Limited in Bangladesh, like many other businesses, relies heavily on an effective recruiting
and selection process to realize its mission and vision. Building a talented and dedicated team that can
contribute meaningfully to the success of the firm is based on this procedure. Several major conclusions
stress the need for recruiting efforts to be in step with overall business objectives.

Page | 27
To begin, the caliber of new hires is directly related to how successfully the organization's recruiting and
selection procedure is organized and executed. IPDC Finance Limited can hire competent people for open
jobs since they have carefully outlined what is needed in each one and what applicants must be able to do.
Matching applicant characteristics with job requirements improves employee output as a whole and helps
businesses reach their goals.

Second, having a strong recruiting plan might help you stay ahead of the competition. Companies in the
modern business world need to be nimble enough to respond quickly to changing market conditions.
IPDC Finance Limited is able to quickly react to staffing demands by simplifying the recruiting process,
which means open jobs are filled with qualified individuals in a timely manner. As a result, the business
is better equipped to respond quickly to opportunities, overcome obstacles, and maintain a competitive
advantage.

Furthermore, the recruiting and selection process has a significant impact on the development of the
company's culture and the success of its employees. IPDC Finance Limited can foster a team with a
shared vision by evaluating candidates not only for their talents but also on their social fit and alignment
with its core principles. Employees that share the company's values are more likely to be invested in the
company's success and to work hard to see that its goals are met.

Further, minimizing time and money spent on hiring helps maximize efficiency. Time and money spent
on lengthy recruiting cycles and intensive training programs may be saved via efficient identification of
appropriate individuals. For IPDC Finance Limited, the ability to save money is crucial because it frees
up capital for other, more productive uses, such as training and educating employees and expanding the
company's market presence.

Importance of fostering the workforce through analyzing diversity and inclusion

activities throughout the recruiting and selection process
The importance of encouraging a diverse and inclusive workforce cannot be emphasized in today's fast-
paced corporate environment. IPDC Finance Limited in Bangladesh has understood the need of diversity
and inclusion in its hiring practices for improved productivity and sustained growth. Their selection
procedures have become much more effective as a result of their efforts to increase diversity and
inclusion.

IPDC has shown they are committed to equal opportunity employment by using inclusive recruiting and
selection methods including providing accommodations for applicants with disabilities and using blind

Page | 28
hiring approaches. Both the company's image as an employer of choice and the morale and dedication of
its staff will benefit from this.

IPDC Finance Limited is a company that supports diversity and inclusion, thus it makes sense for them to
include these factors into their hiring practices. Research has shown that businesses with more diverse
and inclusive workforces perform better financially and provide more innovative products and services.
IPDC is strengthening their internal dynamics and setting themselves up for a long-term competitive edge
by emphasizing diversity in their employment practices. More informed decisions and better strategic
planning may result from teams that represent a wide variety of backgrounds and experiences. There are
several upsides to employing people from many walks of life. IPDC Finance Limited recognises that a
more diverse staff is more productive and fosters an environment that encourages creativity. IPDC has
recruited actively from a wide range of demographics, like gender, and socioeconomic status, to increase
its talent acquisition reach and tap into a more nuanced pool of viewpoints. The organisation will be
better equipped to handle challenging conditions and adapt to the ever-evolving demands of the market if
it adopts this strategy.

IPDC Finance Limited is committed to diversity and inclusion throughout the whole employee lifecycle,
not only during the hiring process. As a consequence, the business saves money on recruiting and keeps
valuable institutional knowledge intact while retaining a more varied pool of top people. When workers
have a strong sense of belonging at work, they are more inclined to commit to their positions and the
success of the organization as a whole.

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Recommendations
 Process automation and digitalization: Investment in process automation and digitalization is
suggested for IPDC Finance Limited in Bangladesh to improve the effectiveness of the hiring and
selecting process. By using an ATS, the whole recruiting process, from advertising jobs to
onboarding new hires, may be streamlined. Recruiters and hiring managers will be able to
communicate more effectively and spend less time on administrative activities as a result.
Application reviews can be completed more quickly, and qualified candidates may be narrowed
down using technology.
 Robust job model: Conducting in-depth evaluations of jobs and outlining precise objectives for
each position is essential for streamlining the hiring process. Human resources and recruiting
managers should work together to draft comprehensive job descriptions and candidate
requirements. This will make it such that hiring is done with an eye toward filling each position
with someone who has the right set of skills and experience for the job. If the position is clearly
defined, it will be easier to find qualified individuals and take less time to eliminate those who are
unsuitable.
 Standardized interviewing strategy: In order to ensure continuity and increase the objectivity of
applicant assessments, it is crucial to standardize interviews and assessment procedures. In order
to make educated hiring choices, it is helpful to create a battery of tests and evaluations that are
specific to the position being filled. A more efficient and trustworthy selection process may also
be achieved via training interviewer and hiring supervisors on efficient interviewing tactics and
assessment methodologies.
 Talent pool development: IPDC Finance Limited may benefit from creating a talent pool or talent
database to save information on qualified individuals who applied for but were not ultimately
chosen for open jobs. It would be more efficient to consider these individuals for future jobs than
of actively seeking for new ones. In order to further its reach, the firm should participate in a
variety of networking and employment fairs, as well as industry seminars.
 Data-driven decision making: The efficiency of the hiring procedure may be gauged with the use
of data analytics and metrics. The success of IPDC Finance Limited may be measured by keeping
tabs on a number of metrics. The analysis of this information may reveal bottlenecks,
improvement opportunities, and effective methods of recruiting. With data-driven decisions in
place, the hiring process can be fine-tuned in real time in response to employee input.

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  Collaboration and communication: When HR departments, hiring managers, and other
stakeholders work together more effectively, they may streamline the recruiting and selection
processes. Establishing regular meetings and open lines of communication to talk about job
criteria, applicant comments, and process updates is crucial. By working together, we can make
sure no one is holding anything back and cut down on time wasted on miscommunication.
 Continuous training and developments: Training and development funds for human resources
staff and managers in charge of recruiting should be a top priority. They may improve their
abilities in areas like behavioral conducting interviews, inclusion and diversity, and complying
with laws by attending workshops and seminars on a regular basis. Staff members who have
received enough training are better able to evaluate applicants fairly and make judgments that
benefit everyone involved.

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Conclusions
In conclusion, IPDC Finance Limited in Bangladesh's staff and overall performance are profoundly
influenced by the effectiveness of the company's recruiting and selection process. The thorough
investigation of this issue has yielded some important results that provide insight into the efficiency of
IPDC Finance Limited's recruiting and selection procedures. The importance of measuring the success of
the hiring procedure from the perspective of the applicants is also stressed in the research. IPDC Finance
Limited wants to be a more attractive employer, thus it is prioritising clear lines of communication, quick
replies to applicant questions, and a pleasant experience for everyone involved in the hiring process. This
strategy not only attracts top talent, but also motivates current employees to rave about their work
environment to others.

Finding and selecting top talent requires a systematic approach, and this study highlights the importance
of this. A review of IPDC Finance Limited's present processes indicates an initiative to reduce red tape
and increase openness in the hopes of attracting talented individuals. As a result, the organization is able
to attract and retain talented employees who are committed to its success. Nonetheless, the studies show
that there is opportunity for improvement. IPDC Finance Limited is making progress, but they can do
better when it comes to selecting and employing new employees. Among them are the constant
monitoring and evaluation of the performance of recruiting channels, and the development of more
stringent onboarding processes to facilitate the seamless integration of new hires into the atmosphere and
dynamics of the company.

The research also shows how technology might help streamline the hiring process. Improved candidate
sourcing, assessment, and communication have emerged from IPDC Finance Limited's use of cutting-
edge technologies and platforms. Using technology to assess applicants not only saves time, but also
enhances the quality of evaluations, leading to better informed recruitment decisions that are far less
likely to end up resulting in a poor match between job requirements and employee talents.

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Appendix

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