Recruitment and Selection Practices of Protidiner Bangladesh in Dhaka.

Abstract

As a part of academic requirement and completion of BBA program, I have been assigned to complete internship report on “Recruitment and Selection practices of Protidiner Bangladesh.” under the guidance of Shahnaz Sharmin. “Recruitment and Selection process” is a segment of human resource process; As such I have selected this topic to make it clear. I have divided this report in some sub segments. As a young intern in a daily journal like “Protidiner Bangladesh” I have tried my best to go through their Recruitment and Selection process within little tenure of 03 months. The primary objective of this report is to understand and evaluate how Protidiner Bangladesh recruits and selects its workforce to meet organizational needs while maintaining industry standards and ensuring efficiency. The report outlines the organization’s recruitment strategies, candidate sourcing methods, selection processes, and the integration of employees into the company culture. It also explores the alignment of these practices with the company’s goals and the challenges faced in achieving a fair and effective hiring process. The research methodology includes direct observations, interviews with HR personnel, and a review of company documents related to recruitment and selection policies. Key findings highlight that Protidiner Bangladesh employs a mix of traditional and modern recruitment methods, including referrals, job portals, and social media platforms, to attract a diverse pool of candidates. The selection process emphasizes meritocracy, with a structured series of written tests, interviews, and practical assessments tailored to the journalistic and administrative needs of the organization. Despite these strengths, the study identifies areas for improvement, such as enhancing the onboarding process, reducing hiring lead time, and addressing biases in decision-making. Recommendations include the adoption of advanced HR technologies, regular training for hiring managers, and a more robust feedback mechanism for candidates