JATIYA KABI KAZI NAZRUL ISLAM UNIVERSITY

Trishal, Mymensingh

Topic: Practical Job Recruitment & Selection Process of PRAN- RFL Group
Course Name: Advanced Human Resource Management
Course Code: HRM- 507
SUBMITTED TO:
Mahmudul Hasan Pias
Lecturer
Dept. of Human Resource Management
Jatiya Kabi Kazi Nazrul Islam University

SUBMITTED BY:
PRAN-RFL Group
Dept. of Human Resource Management
Jatiya Kabi Kazi Nazrul Islam University

Serial Number Members Name ID Number (BBA)

01 Satabde Paul 20133052
02 Jannatul Naim Lammim 20133045
03 Rashed Alam 20133044
04 Md Abid Hasan Anik 20133015
05 Omar Faruk 20133029
06 Hasibul Hossen 20133025

Date of Submission: 22-07-2025

 Executive Summary

This report presents the end-to-end recruitment process conducted by our team for the position of
Junior Executive – Human Resource at PRAN-RFL Group, one of Bangladesh’s leading
conglomerates. Our main goal was to develop and execute a methodical and transparent hiring
workflow—from job posting to final selection.

Company & Role Context

• PRAN-RFL Group is a major Bangladeshi conglomerate with a global presence. We
focused on hiring an entry-level HR Executive to support ongoing internal staffing and
development initiatives.

Recruitment Approach
[Link] Design & Distribution

We crafted an engaging job circular and shared it through our Messenger group and official
channels, inviting fresh HRM graduates to apply by 27 June 2025.
(See Appendix B).

[Link] Management

Eight candidates responded via email, each submitting a CV and photograph. These were
meticulously logged and organized (See Appendix B).

[Link] Screening

Five applicants were shortlisted based on clear criteria: communication, confidence, and HR
knowledge.

[Link]-Stage Interview
o Online Viva: Assessed candidate comprehension and communication skills. (See
Appendix C).
o In-Person Interview: Focused on practical HR knowledge, problem-solving, and
cultural fit. (See Appendix D).
[Link] Decision
o Shorifur Rahman Shafin topped the scorecard (28/30) but expressed intentions to
pursue higher studies abroad—raising retention concerns.
o Md Tanvir Hasan stood close behind (27/30) and was recommended for the position
due to his commitment, competence, and fitness.

[Link] Proposal

Based on industry standards, we recommend offering Tanvir a monthly compensation of BDT

25,000 (BDT 20,000 base + allowances), aligning with market benchmarks.

[Link] Learnings & Recommendations

Our process highlighted the value of clear criteria, strong coordination, and probing interview
questions. We propose future enhancements, including scenario-based assessments, structured
scoring sheets, retention-focused questions, and improved documentation.

Conclusion
The structured recruitment exercise not only filled the position efficiently but also offered valuable
insights into real-world HR practices—including strategic decision-making, risk assessment, and
documentation of best practices. These findings position us well for future hiring missions in both
academic and professional contexts
 Table of Content

Serial Number Topic Name

01 Executive Summary
02 Introduction
03 Roles & Responsibilities
04 Recruitment Circular
05 Application Summary
06 Basic Candidate Profile Table
07 Shortlisting Criteria
08 Interview Process Overview
09 Final Decision
10 Learning & Recommendations
11 Conclusion
12 Appendices
 Introduction

Company Overview: PRAN-RFL Group

PRAN-RFL Group is a prominent Bangladeshi conglomerate, founded in 1981 by Major General
(Retd.) Amjad Khan Chowdhury. Headquartered in Dhaka, the group spans two main divisions:
PRAN (food processing) and RFL (plastics and light engineering)

• Mission: “Poverty and hunger are curses”—aims to provide employment, dignity, and self-
respect through profitable enterprises
• Vision: Improving livelihoods and global brand recognition, transforming PRAN into a
world-class company
• Scale & Reach:
o Operates over 10–26 subsidiary companies, producing hundreds of food and non-
food products.
o Employs around 100,000–130,000 employees, with operations in 145+ countries
• Core Principles: Quality, continuous innovation, and stakeholder care (consumers,
suppliers, employees, trade partners)

PRAN-RFL is recognized as a pioneer in contract farming, agro-processing, and maintaining

certifications like ISO, HALAL, and HACCP, affirming its commitment to quality and
sustainability
Recruitment Assignment Objective
The purpose of this assignment was to simulate a full-cycle recruitment process for the role of
Junior Executive – Human Resource at PRAN-RFL Group. The key objectives included:
1. Crafting and distributing an effective recruitment circular.
2. Managing and documenting application submissions.
3. Applying clear shortlisting criteria to identify top candidates.
4. Conduct online and in-person viva sessions for evaluation.
5. Selecting the most suitable candidate based on skills, fit, and long-term commitment.
6. Reflecting on the process with critical learnings and recommendations for future
improvement.
This comprehensive approach ensured practical understanding of HR processes while aligning
with PRAN-RFL’s standards of excellence and strategic growth.
 Roles & Responsibilities

Name Satabde Paul

Position CEO & Chairman
Responsibility Oversaw strategic alignment, made final
decisions, and maintained project vision.

Name Rashed Alam

Position Managing Director
Responsibility Coordinated operational execution,
ensured tasks aligned with objectives, and
supervised recruitment progress.
Name Jannatul Naim Lammim
Position HR Manager
Responsibility Designed evaluation criteria, led CV
screening, and managed HR
administrative tasks.

Name Md Abid Hasan Anik

Position Head of Recruitment
Responsibility Drafted and published circular, managed
application flow and messaging channels.
Name Omar Faruk
Position Deputy Manager – HR
Responsibility Coordinated interviews (online/in-
person), evaluated candidates, liaised
between interviewers.

Name Hasibul Hossen

Position Management Trainee Officer (MTO) –
HR
Responsibility Compiled scorecards, documented
candidate data, took screenshots and
interview records for the appendix
 Recruitment Circular

We published a recruitment circular for the position of Junior Executive – Human Resource at
PRAN-RFL Group with the following key details:

Job Details:
• Position: Junior Executive – Human Resource
• Location: Corporate Office, Dhaka
• Application Deadline: 27 June 2025

What We Offer:
• Competitive salary package
• 6-month probation with potential for full-time employment
• Professional and friendly work environment
• Hands-on experience in real-time HR operations
• Learning opportunities under experienced HR professionals
• Platform to develop essential HRM skills

Eligibility Criteria:
• Fresh graduates in Human Resource Management
• Strong communication, interpersonal, and problem-solving skills
• A proactive attitude

Application Process:
Applicants were instructed to send their CV/resume along with a recent photograph to the
provided email address: jannatulnaimcf@[Link].
Original Circular Image (see Appendix-A)
 Application Summary

Following the publication of our recruitment circular, we received a total of Eight applications
via email. The process unfolded as follows:
1. Circular Publication
• We shared the job circular in our Messenger group and other official communication
channels.
2. Candidate Responses
• A total of 8 applicants responded by emailing their materials to the designated address.
3. Document Submission
• Each candidate submitted a CV along with a recent photograph, successfully
completing the application process.
Applicant Email Submissions (see Appendix – B)

Basic Candidate Profile Table

S. No:01
Name [Link]
Bachelors of Business Administration (BBA)
Jatiya Kabi Kazi Nazrul Islam University (Passing Year 2025)
Qualification BBA, Major: Human Resource Management (CGPA: 3.57 out of 4.00)
Higher Secondary Certificate (HSC)
Govt. Bangabandhu College (Passing year -2018)
Business Studies
Opolic LTD. (Part-time) (Trishal, Mymensingh)
Content Writer (Oct 2022-Feb 2023)
● Executed monthly social media plans, reducing team stress by 80%.
Experience ● Wrote and scheduled fish cultivating content, increasing field interest
by 40%.
Brand Pedia (Part-time) (Dhaka, Bangladesh)
Graphics Designer (Aug 2022 - Nov 2022)
● Designed influential social media content
● Planned and supervised monthly modules, boosting team employability
by 70%.
Application Date 25 June,2025
S. No:02

Name FOYJUR RAHMAN BHUIYAN

Qualification BBA in Human Resource Management (3.24 out of 4.00)
Jatiya Kabi Kazi Nazrul Islam University
Trisal,Mymensingh.
[Link] SECONDARY CERTIFICATE (4.17 out of 5.00)
Business Studies Group
Netrokona Government College
Netrokona.
Experience HR Intern
Rupali Bank PLC
Trisal, Mymensingh
Application Date 25June,2025

S. No:03

Name MD JUHIRUL ISLAM

Qualification BBA in Human Resource Management (3.74 out of 4)
Jatiya Kabi Kazi Nazrul Islam University
Trisal, Mymensingh
HIGHER SECONDARY CERTIFICATE (4.75 out of 5)
Notre Dame College
Dhaka
Experience Fresher
Application Date 25 June,2025

S. No:04

Name SHORIFUR RAHMAN SHAFIN

Qualification BBA in Human Resource Management (3.45 out of 4)
Jatiya Kabi Kazi Nazrul Islam University
Trisal, Mymensingh.
HIGHER SECONDARY CERTIFICATE (4.58 out of 5.00)
Cantonment public school and college
Mymensingh.

Experience Fresher
Application Date 26 June,2025
S. No:05

Name Monika Rani

Qualification BBA in Human Resource Management (3.75 out of 4)
Jatiya Kabi Kazi Nazrul Islam University
Trisal,Mymensingh
HIGHER SECONDARY CERTIFICATE (5.00 out of 5.00)
Business Studies
Bhaluka model girls' college
Bhaluka, Mymensingh.
Experience HR Intern
Rupali Bank PLC
Mymensingh
Application Date 27 June,2025

S. No:06

Name Md Tanvir Hasan

Qualification BBA in Human Resource Management (3.40 out of 4)
Jatiya kabi kazi Nazrul Islam University
Trisal,Mymensingh
HIGHER SECONDARY CERTIFICATE (4.17 out of 5.00)
Business Study
Government Huseyn Shaheed Suhrawardy College,Magura.
Experience Shop Manager (2019 to 2021)
Worked for 3 years at Alim Trader's (local Grocery Shop)
Application Date 27 June,2025

S. No:07

Name Sanjana Nowshin Oishi

Qualification [Link] in Human Resource Management (3.54 out of 4.00)
Jatiya Kabi Kazi Nazrul Islam University
Trishal, Mymensingh.
[Link] SECONDARY CERTIFICATE
Science (4.42 out of 5.00)
Netrokona Government College.
Experience HR Intern
Rupali Bank PLC
Trisal, Mymensingh
Application Date 25June,2025
S. No:08

Name Ausaf AL Adib

Qualification [Link] in Human Resource Management
Jatiya kabi kazi Nazrul Islam University
Trisal,Mymensingh.
[Link] SECONDARY CERTIFICATE
Science (4.00 out of 5.00)
Ananda Mohon College.
Experience HR Intern
Rupali Bank PLC
Mymensingh
Application Date 26June,2025

Shortlisting Criteria

Candidate Shortlisting Summary

In the process of recruiting suitable candidates for the vacant position, a structured shortlisting
approach was adopted. The primary goal was to identify individuals who demonstrated strong
academic backgrounds, practical experience, communication competence, and the potential to fit
into organizational culture.
Shortlisting Criteria:
[Link] academic qualification of an BBA degree in Human Resource Management (HRM).
[Link] experience through internships, part-time roles, or academic projects.
[Link] strong communication skills and active involvement in extracurricular activities.
[Link] mindset reflected through achievements, leadership roles, and participation in
events.
5. Quality of resume formatting, relevant certifications, and overall presentation.
Top 6 Shortlisted Candidates:
Candidate Education Relevant Communication Competitiveness Other
Name (HRM) Experience & ECAs Strengths
Md. Fuad Internship + Strong in Champion, Well-
Part-time ECAs, Merit Scholar rounded,
leadership, good
public speaking formatting
Md. Tanvir Shop Rotaract leader, Runner-up, Best Public
Hasan Manager, speaker Volunteer speaking,
Events design skills
MD Juhirul Events, Clear NBR Professional
Islam Coordination communicator competition, presentation
club
involvement
Sharifur R. Career Club, Writing, music, Hult Prize, High in tech
Shafin BYLC X sports leadership skills and
experience soft skills
Monika Internship at Debate, Moderate Consistent
Rani HappyCart speaking, CGPA,
organizational founding
work member
Foyjur Coordination, Clear Moderate Professional
Rahman Internship communicator presentation
Bhuiyan

Shortlisting – Excluded Candidates

During the shortlisting process, we eliminated two applicants due to incomplete or incorrect
submission details:
1. Ausaf AL Adib
o His application lacked essential information such as academic records and contact
details.
o His BBA result was missing, making it impossible to assess his educational
qualifications.
 2. Sanjana Nowshin Oishi
o Submitted her CV in a .doc file format, instead of the required .pdf.
o This format issue disrupted the standard review process and was deemed non-
compliant with application guidelines.

Interview Process Overview

The interview was conducted in two phases: an online viva and a physical in-person interview.
Each phase had well-defined criteria to assess the candidate's capability and suitability for the
role.

Phase 1: Online Interview (Viva Voce)

Platform: Zoom
Date & Time: 2 July 2025, 10:00 PM
Core Questions:
Introduce yourself.
Why do you want to join our company?
Additional HR-related questions as relevant.
Online Viva Documentation (See Appendix- C)

Evaluation Criteria (Online Viva):

Criteria Maximum Marks
Communication Skill 10
Confidence 10
HR Knowledge 10
Total 30
Phase 2: In-Person Interview
Date & Time: 3 July 2025, 11:00 AM
Venue: BBA Faculty, HRM Department, JKKNIU
In-Person Interview Photographs (see Appendix-D)

Panel Members: Positions

Satabde Paul- (CEO & Chairman)
Jannatul Naim Lam Mim- (HR Manager)
Rashed Alam – (Managing Director)
Md Abid Hasan Anik – (Head of Recruitment)
Omar Faruk – (Deputy Manager HR)

Evaluation Criteria (In-Person Interview):

Criteria Maximum Marks
Appearance 10
Confidence 10
Cultural Fit 10
Technical Ability 10
Total 40

Viva Performance Summary (Online Interview)

Candidate Communication Confidence HR Total (30)
Name Skill (10) (10) Knowledge
(10)
Shorifur 10 9 9 28
Rahman Shafin
MD. Tanvir 9 9 9 27
Hasan
 Monika Rani 8 9 9 26
Md. Fuad 9 8 8 25
Foyjur Rahman 8 8 7 23
Bhuiyan

Final Decision

Selection Criteria & Rationale

We assessed shortlisted candidates using three core criteria, each with a maximum score of 10
(total possible 30 points):
• Communication Skill (10) – Clarity, articulation, responsiveness
• Confidence (10) – Self-assurance, composure under pressure
• HR Knowledge (10) – Understanding of HR principles and processes

Candidate Scores:
Candidate Communication Confidence HR Total
Knowledge
Shorifur Rahman Shafin 10 9 9 28
Md. Tanvir Hasan 9 9 9 27

First Preference: Shorifur Rahman Shafin

Shafin achieved the highest score (28/30) thanks to exceptional communication, confidence, and
strong HR knowledge. However, during the interview, he expressed a desire to pursue higher
studies abroad in the near future. This posed a significant retention risk:
• Disruption during probation
• Early departure before full-time engagement
• Loss of training investment if he leaves soon
• Need for fresh hiring cycle again, incurring costs and downtime
Given these potential setbacks, the panel agreed that selecting Shafin could be strategically risky
for the company.

Final Selection: Md Tanvir Hasan

Despite being the next highest scorer, Md Tanvir Hasan (27/30) was ultimately chosen as the
Junior Executive – HR.

🔹 Strength Summary of Tanvir:

• Communication (9/10) – Clear and effective; responded confidently
• Confidence (9/10) – Stable and composed throughout both interviews
• HR Knowledge (9/10) – Solid fundamentals in HR principles and processes

🔹 Rationale for Selection:

1. Reliability & Commitment – No conflicting plans like Shafin’s abroad ambitions
2. Strong Competence – Minimal score difference (27 vs 28)
3. Better Long-Term Fit – Expected to remain through probation and beyond, allowing full
return on training investment
The panel unanimously endorsed Tanvir’s selection, prioritizing stability and long-term
contribution over a marginal score advantage from Shafin.

Salary Recommendation
To support Tanvir’s onboarding, we propose a competitive salary package based on market data:
• Market Benchmark: Junior Executive salaries in Dhaka typically range from BDT
15,000–25,000 per month, with an average base pay of about BDT 18,000–20,000 and
additional allowances around BDT 1,700–2,000
• Proposed Offer for Md Tanvir Hasan:
o Base Salary: BDT 20,000/month
o Monthly Allowances: Transport & lunch – BDT 2,000; festival bonus (pro-rated)
– BDT 3,000
o Total Estimated Compensation: ~BDT 25,000/month (excluding performance
bonus)
This package aligns with PRAN-RFL’s standards and supports retention, ensuring Tanvir feels
both valued and motivated.
 Learning & Recommendations

Key Learnings from the Process

1. Structured Scoring & Clear Criteria
Adopting a defined set of evaluation metrics (communication, confidence, HR
knowledge) allowed for objective decision-making and easy comparison between
candidates.
2. Team Coordination
Assigning specific roles (e.g., shortlisting coordinator, interview panel facilitator)
enhanced efficiency and communication within our team; tasks were delivered on time.
3. Interview Depth & Candidate Signals
In-person interviews revealed long-term candidate plans—like Shafin’s abroad ambition.
These insights proved essential in making informed, strategic decisions beyond numerical
scores.

Recommendations for Future Hiring

Area Recommendation Benefit

Use a structured interview format with

Interview Reduces bias; enables better
predefined questions and rating rubrics for
Structure assessment
consistency and fairness

Expanded Skill Introduce competency-based scenarios or short Evaluates real-world problem-

Assessment HR tasks solving ability

Retention Risk Add questions about future plans (education, Prevents hiring high-turnover-
Screening relocation) risk candidates

Refined
Enhance scoring sheets with weighted criteria, Allows deeper insights and
Documentation
space for panel notes easier tracking of performance
Tools

Enhanced Ensures consistent evaluation

Train panelists in structured interviews and
Interviewer and improved candidate
candidate engagement
Training experience

Post-Process
Collect feedback from candidates & panelists Helps identify flaws and
Feedback
to refine processes improve future cycles
Loop
Area Recommendation Benefit

Utilize Use simple tools (e.g., spreadsheet or ATS) to Enhances efficiency,

Technology manage CVs and scores traceability, and compliance

Conclusion

Our recruitment initiative for the Junior Executive – HR position at PRAN-RFL Group was
conducted through a structured, multi-stage process:
1. We developed and circulated the recruitment circular via our communication channels.
2. We collected 8 robust applications, each accompanied by a CV and photograph.
3. We shortlisted 5 candidates based on predefined criteria.
4. We conducted online viva followed by in-person interviews, applying consistent scoring
across communication, confidence, and HR knowledge.
5. We made a strategic final decision, selecting Md Tanvir Hossain (27/30), prioritizing
long-term fit over the highest score.
6. We identified key learnings and recommendations to enhance future recruitment quality
and efficiency.
This project not only met its primary goal—filling the open position—but also provided valuable
organizational insights into team coordination, objective evaluation, and candidate retention risk
assessment. By emphasizing both competence and commitment, and by embracing structured
evaluation methods, we are well-positioned to guide future hiring cycles.
In closing, this recruitment exercise has been a highly instructive and practical learning experience
for our team, reinforcing the importance of process discipline, holistic assessment, and strategic
decision-making.
 Appendices
Appendix A: Circular Publication
Appendix B: Applicant Email Submissions
[Link] Nowshin Oishi

[Link]. Fuad
 [Link]. Tanvir Hasan

[Link] Rahman Shafin

[Link] AL Adib

[Link] Rani
[Link] Rahman Bhuiyan

[Link] Juhirul Islam

Appendix C: Online Viva Documentation
Appendix D: In-Person Interview Photographs