Hbl Recruitment Process Essay

1194 Words May 1st, 2014 5 Pages
Recruitment Process of Habib Bank Limited by AYESHA HASSAN

Habib Bank Limited

HBL was the first commercial bank to be established in Pakistan in 1947. Over the years, HBL has grown its branch network and become the largest private sector bank with over 1,500 branches and 1,200 ATMs across the country and a customer base exceeding five million relationships.

The Government of Pakistan privatized HBL in 2004 through which AKFED acquired 51% of the Bank's shareholding and management control. HBL is majority owned (51%) by the Aga Khan Fund for Economic Development, 42.5% of the shareholding is retained by the Government of Pakistan (GOP), whilst 7.5% is owned by the general public i.e. over 170,000 shareholders following the public
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Furthermore they do not want inappropriate candidates for a specific job. For example a job which requires a fresh under graduate was approached by post graduates as well.

Thus HBL maintains their own data base of candidates and always welcome resumes via mail or walk-in.

Applicants show their initial interest by dropping their CVs or either mailing to HBL Human Resource Department.

Screening and selection tools:
Once there is a job opening, HBL shortlists potential candidates from its applicant pool focusing on the knowledge skills attitude, tests, educational institute and experience required by the job.

Once a shortlist is prepared and contacted for a formal meeting, job application forms are sent to them to gain further information about them. In this report HBL internship form is included for understanding.

Test Criteria:
Candidates coming with irrelevant job experience have to take a test whereas those who have a relevant experience qualify directly for the interview.

Interviews are conducted on the basis of job, for short term jobs like internships one to one interview is sufficient. However for other major jobs for example mangers, customer service officers’ etc. panel interview are conducted.

Panel Members:
In a panel at least three interviewers sits comprising of one from HR department, one from the concerned department and last from a cross department who acts as a neutral

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