Recruitment in Bank of Baroda

Mohammadarif.A.Shaikh 08OPREFACE

Today if we go through the managerial concept then we can say recruitment has become the base of every organization and the most important platform has been given to recruitment process is by the Indian economy and the economical development in different states of American as well as in various part of the world. Today a recruitment consultancy institute has become the care base of students who wish to enter in the organization without recruitment we can not function in any organization.

Today achieve mastery in the performance in the field one need to take practical knowledge training and experience of the work our recruitment process help us in learning the various aspects that a manager perform in managing an organization. So the study of recruitment process helps the student to do better in there H.R career life after MBA.

 We have tried the best to explain this in formation in our project report. We hope this project may serve overall information about the student’s perceptions.

Recruitment is overall to satisfy organization to through creating and changing education styles  and value with the student’s has a days the world in becoming small and it us coming to the doorstep of every house in the world through the great and unimaginable development of recruitment process and it concept.

ACKNOWLEDGEMENT

We sincere attempt has been made to include everything regarding the subject that was within reach. We will consider our effort rewarded if this shot piece of work being better under standing of the subject.

We are highly thankful to our Prof. Cdr.L.Radhakrishnan. for guided us in understanding different recruitment process of Bank of Baroda as a part of our study required at MBA level. The detailed information of various functional and operation department has helped us a lot in submitting the report.

This report is fruit of many people’s effort and thoughts, directors indirect each has contributed inside facts, experience and personal support during its preparation.

PURPOSE OF THIS REPORT

The student of MBA have to make a group report for the purpose of our live-project so our group has selected to make a report on the

This has helped the students to enrich their theoretical knowledge about the working and functioning of all departments in the particular area of the management and we have achieved the opportunities to do a work group report.

In this report we are very thankful to our professor Cdr.L.Radhakrishnan who gave us important guidance to fulfill the need of the report.

INDEX

Sr.No

Title

Page No.

01

Introduction

01

02

  Recruitment Needs

02

03

Purpose & Importance of Recruitment 03

04

Recruitment Process 04

05

Recruitment Policy Of a Company

 

06

Recruitment in Bank of Baroda

 

07

Educational qualifications and experience

 

08

Selection procedure

 



 

 

 

Introduction

According to EDWIN B FLIPPO, "Recruitment is the process of searching for prospective employees and stimulating and encouraging them to apply for jobs in an organization."Thus, recruitment enables the organization to select suitable employees for different jobs. It is the most important function of the personnel department.

                              It is concerned with the discovery of the sources of manpower and tapping of these sources so that the potential employees are properly evaluated and the new employees are placed and inducted to fill up the vacant position in the organization.

                              Recruitment aims at developing and maintaining adequate supply of labor force according to the need of the organization. It is the process of attracting qualified applicants for a specific job. The process begins when applications are brought in and ends when the same is finished. The result is a pool of applicants, from where the appropriate candidate can be selected.

 

It is the process to discover sources of manpower to meet the requirement of staffing schedule and to employ effective measures for attracting that manpower in adequate numbers to facilitate effective selection of an efficient working force. Recruitment of candidates is the function preceding the selection, which helps create a pool of prospective employees for the organization so that the management can select the right candidate for the right job from this pool. The main objective of the recruitment process is to expedite the selection process. Recruitment is a continuous process whereby the firm attempts to develop a pool of qualified applicants for the future human resources needs even though specific vacancies do not exist. Usually, the recruitment process starts when a manger initiates an employee requisition for a specific vacancy or an anticipated vacancy.

RECRUITMENT NEEDS

There are three types of recruitment needs Viz:

µ  PLANNED:-  The needs arising from changes in organization and retirement policy.

µ  ANTICIPATED:- Anticipated needs are those movements in personnel, which an organization can predict by studying trends in internal and external environment.

µ  UNEXPECTED:- Resignation, deaths, accidents, illness give rise to unexpected needs.

    Purpose & Importance Of Recruitment Ø   Attract and encourage more and more candidates to apply in the organization.

Ø   Create a talent pool of candidates to enable the selection of best candidates for the organization.

Ø   Determine present and future requirements of the organization in conjunction with its personnel planning and job analysis activities.

Ø   Recruitment is the process which links the employers with the employees.

Ø   Increase the pool of job candidates at minimum cost.

Ø  Help increase the success rate of selection process by decreasing number of visibly under qualified or overqualified job applicants.

Ø  Help reduce the probability that job applicants once recruited and selected will leave the organization only after a short period of time.

Ø  Meet the organizations legal and social obligations regarding the composition of its workforce.

Ø  Begin identifying and preparing potential job applicants who will be appropriate candidates.

Ø  Increase organization and individual effectiveness of various recruiting techniques and sources for all types of job applicants

    Recruitment Process The recruitment and selection is the major function of the human resource department and recruitment process is the first step towards creating the competitive strength and the strategic advantage for the organizations. Recruitment process involves a systematic procedure from sourcing the candidates to arranging and conducting the interviews and requires many resources and time. A general recruitment process is as follows:

Identifying the vacancy: The recruitment process begins with the human resource department receiving requisitions for recruitment from any department of the company.

 

These contain:

§  Posts to be filled

§  Number of persons

§  Duties to be performed

§  Qualifications required

§  Preparing the job description and person specification.

§  Locating and developing the sources of required number and type of employees (Advertising etc).

§  Short-listing and identifying the prospective employee with required characteristics.

§  Arranging the interviews with the selected candidates.

§  Conducting the interview and decision making

 

 

                                                    

1.       Identify vacancy.

2.       Prepare job description and person specification.

3.       Advertising the vacancy.

4.       Managing the response.

5.       Short-listing.

6.       Arrange interviews.

7.       Conducting interview and decision making.       

The recruitment process is immediately followed by the selection process i.e. the final interviews and the decision making, conveying the decision and the appointment formalities.

  Sources of Recruitment Every organization has the option of choosing the candidates for its recruitment processes from two kinds of sources: internal and external sources. The sources within the organization itself (like transfer of employees from one department to other, promotions) to fill a position are known as the internal sources of recruitment. Recruitment candidates from all the other sources (like outsourcing agencies etc.) are known as the external sources of recruitment.

                                                                                                                                    Sources of Recruitment



 

Internal Sources Of Recruitment F  TRANSFERS:- The employees are transferred from one department to another according to their efficiency and experience.

F   PROMOTIONS:- The employees are promoted from one department to another with more benefits and greater responsibility based on efficiency and experience.

F  Others are Upgrading and Demotion of present employees according to their performance.

F  Retired and Retrenched employees may also be recruited once again in case of shortage of qualified personnel or increase in load of work. Recruitment such people save time and costs of the organizations as the people are already aware of the organizational culture and the policies and procedures.

F  The dependents and relatives of Deceased employees and Disabled employees are also done by many companies so that the members of the family do not become dependent on the mercy of others.

  External Sources Of Recruitment F  PRESS ADVERTISEMENTS:- Advertisements of the vacancy in newspapers and journals are a widely used source of recruitment. The main advantage of this method is that it has a wide reach. F   EDUCATIONAL INSTITUTES:- Various management institutes, engineering colleges, medical Colleges etc. are a good source of recruiting well qualified executives, engineers, medical staff etc. They provide facilities for campus interviews and placements. This source is known as Campus Recruitment. F   PLACEMENT AGENCIES:- Several private consultancy firms perform recruitment functions on behalf of client companies by charging a fee. Theseagencies are particularly suitable for     recruitment of executives and specialists. It is also known as RPO (Recruitment Process Outsourcing) F  EMPLOYMENT EXCHANGES:- Government establishes public employment exchanges throughout the country. These exchanges provide job information to job seekers and help employers in identifying suitable candidates. F  LABOUR CONTRACTORS:- Manual workers can be recruited through contractors who maintain close contacts with the sources of such workers. This source is used to recruit labour for construction jobs. F  UNSOLICITED APPLICANTS:- Many job seekers visit the office of well-known companies on their own. Such callers are considered nuisance to the daily work routine of the enterprise. But can help in creating the talent pool or the database of the probable candidates for the organization. F  EMPLOYEE REFERRALS / RECOMMENDATIONS:- Many      organizations have structured system where the current employees of the organization can refer their friends and relatives for some position in their organization. Also, the office bearers of trade unions are often aware of the suitability of candidates. Management can inquire these leaders for suitable jobs. In some organizations these are formal agreements to give priority in recruitment to the candidates recommended by the trade union. F  RECRUITMENT AT FACTORY GATE:-Unskilled workers may be recruited at the factory gate these may be employed whenever a permanent worker is absent. More efficient among these may be recruited to fill permanent vacancies.  

Factors Affecting Recruitment The recruitment function of the organizations is affected and governed by a mix of various internal and external forces. The internal forces or factors are the factors that can be controlled by the organization. And the external factors are those factors which cannot be controlled by the organization. The internal and external forces affecting recruitment function of an organization are:                                                                                            Factors Affecting Recruitment



  Internal Factors Affecting Recruitment The internal forces i.e. the factors which can be controlled by the organization are:
1. RECRUITMENT POLICY
The recruitment policy of an organization specifies the objectives of recruitment and provides a framework for implementation of recruitment programmers. It may involve organizational system to be developed for implementing recruitment programmers and procedures by filling up vacancies with best qualified people.
FACTORS AFFECTING RECRUITMENT POLICY:-
• Organizational objectives. • Government policies on reservations.
• Personnel policies of the organization and its competitors. • Preferred sources of recruitment.
• Need of the organization.
• Recruitment costs and financial implications. 2.       HUMAN RESOURCE PLANNING:- Effective human resource planning helps in determining the gaps present in the existing manpower of the organization. It also helps in determining the number of employees to be recruited and what qualification they must possess.

3.       SIZE OF THE FIRM:- The size of the firm is an important factor in recruitment process. If the organization is planning to increase its operations and expand its business, it will think of hiring more personnel, which will handle its operations.

4.    COST:- Recruitment incur cost to the employer, therefore, organizations try to employ that source of recruitment which will bear a lower cost of recruitment to the organization for each candidate.

5.       GROWTH AND EXPANSION:- Organization will employ or think of employing more personnel if it is expanding it’s operations.

External Factors Affecting Recruitment The external forces are the forces which cannot be controlled by the organization. The major external forces are: 
1. SUPPLY AND DEMAND:- The availability of manpower both within and outside the organization is an important determinant in the recruitment process. If the company has a demand for more professionals and there is limited supply in the market for the professionals demanded by the company, then the company will have to depend upon internal sources by providing them special training and development programs.
2. LABOUR MARKET:- Employment conditions in the community where the organization is locatedwill influence the recruiting efforts of the organization. If there is surplus of manpower at the time of recruitment, even informal attempts at the time of recruiting like notice boards display of the requisition or announcement in the meeting etc will attract more than enough applicants.

3.    IMAGE / GOODWILL:- Image of the employer can work as a potential constraint for recruitment. An organization with positive image and goodwill as an employer finds it easier to attract and retain employees than an organization with negative image. Image of a company is based on what organization does and affected by industry. For example finance was taken up by fresher MBA’s when many finance companies were coming up.

4.POLITICAL-SOCIAL-LEGALENVIRONMENT:-Various government regulations prohibiting discrimination in hiring and employment have direct impact on recruitment practices. For example, Government of India has introduced legislation for reservation in employment for scheduled castes, scheduled tribes, physically handicapped etc. Also, trade unions play important role in recruitment. This restricts management freedom to select those individuals who it believes would be the best performers. If the candidate can’t meet criteria stipulated by the union but union regulations can restrict recruitment sources.

5.       UNEMPLOYMENT RATE:- One of the factors that influence the availability of applicants is the growth of the economy (whether economy is growing or not and its rate). When the company is not creating new jobs, there is often oversupply of qualified labor which in turn leads to unemployment.

6.       COMPETITORS:- The recruitment policies of the competitors also effect the recruitment function of the organizations. To face the competition, many a times the organizations have to change their recruitment policies according to the policies being followed by the competitors.

Recruitment Policy Of a Company In today’s rapidly changing business environment, a well defined recruitment policy is necessary for organizations to respond to its human resource requirements in time. Therefore, it is important to have a clear and concise recruitment policy in place, which can be executed effectively to recruit the best talent pool for the selection of the right candidate at the right place quickly. Creating a suitable recruitment policy is the first step in the efficient hiring process. A clear and concise recruitment policy helps ensure a sound recruitment process. It specifies the objectives of recruitment and provides a framework for implementation of recruitment programme. It may involve organizational system to be developed for implementing recruitment programmes and procedures by filling up vacancies with best qualified people.
COMPONENTS OF THE RECRUITMENT POLICY

The general recruitment policies and terms of the organization
Recruitment services of consultants
Recruitment of temporary employees
Unique recruitment situations
The selection process
The job descriptions
The terms and conditions of the employment
A recruitment policy of an organization should be such that:

It should focus on recruiting the best potential people.
To ensure that every applicant and employee is treated equally with dignity and respect.
Unbiased policy.
To aid and encourage employees in realizing their full potential.
Transparent, task oriented and merit based selection.
Weightage during selection given to factors that suit organization needs.
Optimization of manpower at the time of selection process.
Defining the competent authority to approve each selection.
Abides by relevant public policy and legislation on hiring and employment relationship.
Integrates employee needs with the organisational needs.
 

FACTORS AFFECTING RECRUITMENT POLICY

Organizational objectives
Personnel policies of the organization and its competitors.
Government policies on reservations.
Preferred sources of recruitment.
Need of the organization.
Recruitment costs and financial implications.
  Recent Trends in Recruitment The following trends are being seen in recruitment:

 OUTSOURCING:-In India, the HR processes are being outsourced from more than a decade now. A company may draw required personnel from outsourcing firms. The outsourcing firms help the organization by the initial screening of the candidates according to the needs of the organization and creating a suitable pool of talent for the final selection by the organization. Outsourcing firms develop their human resource pool by employing people for them and make available personnel to various companies as per their needs. In turn, the outsourcing firms or the intermediaries charge the organizations for their services.

Advantages of outsourcing are:

1.       Company need not plan for human resources much in advance.

2.       Value creation, operational flexibility and competitive advantage

3.       turning the management's focus to strategic level processes of HRM

4.       Company is free from salary negotiations, weeding the unsuitable resumes/candidates.

5.       Company can save a lot of its resources and time

POACHING/RAIDING
“Buying talent” (rather than developing it) is the latest mantra being followed by the organizations today. Poaching means employing a competent and experienced person already working with another reputed company in the same or different industry; the organization might be a competitor in the industry. A company can attract talent from another firm by offering attractive pay packages and other terms and conditions, better than the current employer of the candidate. But it is seen as an unethical practice and not openly talked about. Indian software and the retail sector are the sectors facing the most severe brunt of poaching today. It has become a challenge for human resource managers to face and tackle poaching, as it weakens the competitive strength of the firm.
E-RECRUITMENT:- Many big organizations use Internet as a source of recruitment. E- Recruitment is the use of technology to assist the recruitment process. They advertise job vacancies through worldwide web. The job seekers send their applications or curriculum vitae i.e. CV through e mail using the Internet. Alternatively job seekers place their CV’s in worldwide web, which can be drawn by prospective employees depending upon their requirements.
Advantages of recruitment are:

Low cost.
No intermediaries
Reduction in time for recruitment.
Recruitment of right type of people.
Efficiency of recruitment process.
E-Recruitment The buzzword and the latest trends in recruitment is the “E-Recruitment”. Also known as “Online recruitment”, it is the use of technology or the web based tools to assist the recruitment process. The tool can be either a job website like naukri.com, the organization’s corporate web site or its own intranet. Many big and small organizations are using Internet as a source of recruitment. They advertise job vacancies through worldwide web. The job seekers send their applications or curriculum vitae (CV) through an e-mail using the Internet. Alternatively job seekers place their CV’s in worldwide web, which can be drawn by prospective employees depending upon their requirements. The internet penetration in India is increasing and has tremendous potential. According to a study by NASSCOM – “Jobs is among the top reasons why new users will come on to the internet, besides e-mail.” There are more than 18 million resume’s floating online across the world.
The two kinds of e- recruitment that an organization can use is –

Ÿ  Job portals – i.e. posting the position with the job description and the job specification on the job portal and also searching for the suitable resumes posted on the site corresponding to the opening in the organization.

Ÿ   Creating a complete online recruitment/application section in the companies own website. - Companies have added an application system to its website, where the ‘passive’ job seekers can submit their resumes into the database of the organization for consideration in future, as and when the roles become available.

Ÿ  Resume Scanners: Resume scanner is one major benefit provided by the job portals to the organizations. It enables the employees to screen and filter the resumes through pre-defined criteria’s and requirements (skills, qualifications, experience, payroll etc.) of the job.
Job sites provide a 24*7 access to the database of the resumes to the employees facilitating the just-in-time hiring by the organizations. Also, the jobs can be posted on the site almost immediately and is also cheaper than advertising in the employment newspapers. Sometimes companies can get valuable references through the “passers-by” applicants. Online recruitment helps the organizations to automate the recruitment process, save their time and costs on recruitments.
Online recruitment techniques

Giving a detailed job description and job specifications in the job postings to attract candidates with the right skill sets and qualifications at the first stage.
E-recruitment should be incorporated into the overall recruitment strategy of the organization.
A well defined and structured applicant tracking system should be integrated and the system should have a back-end support.
Along with the back-office support a comprehensive website to receive and process job applications (through direct or online advertising) should be developed.
Therefore, to conclude, it can be said that e-recruitment is the “Evolving face of recruitment.”                                                                  

RECRUITMENT IN Bank of Baroda:-

Post

Scale

Age as on 01.01.2009Min 21 years  Max

Chartered Accountant

III

35

Civil Engineer

III

35

Economist

III

35

Security Officer

II

45

Computer Officer

II

30

Law Officer

II

35

Chartered Accountant

II

30

Civil Engineer

II

30

Electrical Engineer

II

30

Industrial Development Officer

II

32

Hindi Officer

I

30

ASSISTANT GENERAL MANAGER

IV

40

Chief Information Security Officer

V

48

Clerical Staff

-

28

Other staff

-

28



 

RESERVATIONS

SC

Scheduled Caste

ST

Scheduled Tribe

OBC

Other Backward Classes

GEN

General Category

OH

Orthopaedically Handicapped

HI

Hearing Impaired

VI

Visually Impaired



 

Details of Reservation:

1. The number of vacancies as also the number of reserved vacancies is provisional and may vary according to the actual requirement of the Bank.

2. The reserved vacancies of SC/ST/OBC as above also include the backlog vacancies, if any of the respective category and adjustment of excess representations in SC and OBC categories.

3. * The reservation for Persons with Disabilities (PWD) is on horizontal basis and the selected candidates will be placed in appropriate category (viz. SC/ ST/ OBC/General) to which they belong.

4. Reservation for Persons with Disabilities: The definitions of the Hearing Impaired (HI) and Orthopaedically Handicapped (OH) and Visually Impaired (VI) are as prescribed in “The Persons with Disability (Equal Opportunities, Protection of Rights & Full Participation) Act, 1995”

(a) It is clarified that Persons with Disabilities will have to work in branches/offices which have posts identified by the Bank, as suitable for them.

(b) Wherever written examination is held, candidates who are visually impaired and such others whose writing speed is affected by cerebral palsy can use own scribe at their cost during the written examination. In all such cases where a scribe is used, the following rules will apply:

i) The candidate will have to arrange his/her own scribe at his/her own cost.

ii) The academic qualification of the scribe should be one grade lower than the stipulated eligibility criteria.

iii) The scribe should be from an academic discipline other than that of the candidate. The scribe should possess less mark than the candidate and not more than 60% marks in his own academic stream which has to be different from that of the candidate.

iv) Both the candidate as well as the scribe will have to give a suitable undertaking, confirming that the scribe fulfils all the stipulated eligibility criteria for a scribe as mentioned above, Further, in case it later transpires that he did not fulfill any of the laid down eligibility criteria or suppressed material facts, the candidature of the applicant will stand cancelled, irrespective of the result of the written test.

v) Such candidates who use a scribe shall be eligible for extra time of 20 minutes for every hour of the examination.

Note: It is clarified that it may not be possible to employ Persons with Disabilities in all Offices / Branches of the Bank and they will have to work in the post identified by the Bank suitable for them. Candidates belonging to Reserved Category, including persons with Disabilities, for which no reservation has been announced, are free to apply for vacancies announced for General Category.

EDUCATIONAL QUALIFICATIONS AND EXPERIENCE:

a. For posts where experience is essential/ desirable, it should be on full time basis.

b. Candidates must possess the qualifications/ experience as on the last date stipulated for the submission of application.

c. Experience in the relevant field of the post applied for will only be counted.

d. The candidates for all posts / scales should have proficiency in computer skills /working knowledge of application packages used in Automation such as MS-Office, Foxpro etc.,

Post

Essential Qualification / Relevant full time post qualification

experience

Chartered

Accountant

Qualification: Graduate of any recognized university with a pass in the final examination of the Institute of Chartered Accountants of India.

Experience: 2 years experience in Commercial Banks / Finance Companies / Industrial Undertakings.

Civil

Engineer

Qualification: Degree in Civil Engineering (B.E., B.Tech, B.Sc, Engg full time course from a recognized university)

Experience: Minimum 7 years experience in the respective field preferably in Central / State Government / PSUs / reputed companies.

Economist

Qualification: Postgraduate degree in Economics/Econometrics with a minimum of 50% marks from a UGC/AICTE recognized / accredited University / Institution. Desirable: Ph.D in Economics

Experience: Minimum 5 years experience in Planning Dept. of a Bank/ Financial Institution.

Security

Officer

Qualification / Experience: 5 years commissioned service in Army / Navy / Air Force or a Police Officer not below the rank of Assistant Superintendent of Police / Deputy Superintendent of Police with 5 years of Service or an Officer of identical rank in paramilitary forces with 5 years of service.

Computer

Officer

Qualification : (any of the following from a recognized university/Institution)

(1) B.E/ B.Tech in CSE/IT/ECE

(2) M.Sc in S/W or I.T

(3) M.C.A

Experience: (in any one or more areas of the following)

(1). Oracle Data Base administration.(2). System administration with exposure in UNIX/ WINDOWSSERVERS.(3). Network management and monitoring.(4). Data Centre administration/ infrastructure management.(5). Internet and other web enabled applications (development and maintenance)(6). Application programmers (with exposure in .NET, VB, ASP, ORACLE, JAVA, etc.(7). Hardware management and maintenance.(8). IT Security administration and compliance.(9). Server and storage management (IBM systems and storage)(10). Performance measurement.(11). Tandem switch maintenance(12) BASE24 software

Legal Officer

Qualification: Degree in Law (B.L / L.L.B) from a recognized University.

Experience: Must have enrolled as an Advocate with at least 5 years of active practice at Bar (or) Must have enrolled as an Advocate with at least 3 years active practice at Bar plus 2 years experience as Legal Officer in PSUs / reputed companies / Legal Department of Central /State Governments / Judicial Service.

Civil Engineer

Qualification: Graduate of any recognized university with a pass in the final examination of the Institute of Chartered Accountants of India. Experience: Not compulsory.

Electrical

Engineer

Qualification : Degree in Civil Engineering (B.E., B.Tech, B.Sc Engg. full time course from a recognized university)

Experience: Minimum 5 years experience in the respective field preferably in Central/ State Government/ PSUs / reputed companies.

Industrial

Development

Officer

Qualification: First class Engineering degree from a recognized University preferably with MBA in finance.

Experience: Minimum 4 years in industry or banking

Hindi Officer

Qualification: Post Graduate Degree in Hindi with English as a subject in Degree level or Post Graduate Degree in Sanskrit with English and Hindi as subjects in the Degree level.

Experience: 2 years Experience in translation in a full time period post in an organization.

Clerical Staff

A 10 + 2 / Intermediate / HSC pass with 60% marks (55% for SC/ST/PWD & XSM OR A Degree with minimum of 50% marks (45% for SC/ST/PWD & XSM)



 

SELECTION PROCEDURE:

1) The selection will be based on Interview for Post Code 1 to 4 (For these posts, the Bank at its discretion may relax the eligibility criteria in case of deserving candidates). The Bank reserves the right to call only the requisite number of candidates for the interview after preliminary screening / short listing based on qualification/ suitability and experience etc.

2) The selection will be based on Written Examination and Interview for Post Code 5 to 12. Depending upon the number of vacancies, only those candidates who rank sufficiently high in the written examination will be called for the interview. The written examination comprises of Objective and Descriptive papers.

3) OBJECTIVE TEST: (Duration 135 minutes) Sl.No. Name of the Test Medium of Exam

1 Test of Reasoning English & Hindi

2 Quantitative Aptitude English & Hindi

3 English Language English

4 Tests of Professional Knowledge English & Hindi

4) DESCRIPTIVE PAPER of one hour duration consisting of 5 questions with internal options on subject of specialisation. The candidates have the option to answer the descriptive paper also in Hindi or English.

NOTE: Candidates have to pass in each of the objective and descriptive tests separately. Depending on the number of vacancies the qualified candidates will be merit ranked on the basis of total marks obtained in Objective Test and Descriptive Paper together. All candidates will be subjected to Objective Test followed by Descriptive Paper for respective specialisation. The final selection would be on the basis of the aggregate marks obtained by the candidates in the written examination and Interview and strictly in the order of Merit. Mere eligibility / pass in the test shall not vest any right in a candidate for being called for the Interview.

 

CALL LETTERS:-

The date of the written examination is TENTATIVELY FIXED. However, it will be intimated in the call Letter along with the Centre/Venue for the Examination, well in advance of the date of the Written Examination. The Date of Interview will be informed later. Call letter for the Written Examination/ Interview and any other communication in future will be sent to the eligible candidates at the correspondence address given in their application form by ordinary post/ courier. Requests for sending letters to a different address subsequently will not be entertained.

 

APPOINTMENT, PROBATION AND TRAINING:-

The candidates selected will be subject to such terms and conditions as existing in the Bank at the time of appointment.

 

ACTION AGAINST CANDIDATES FOUND GUILTY OF MISCONDUCT:-

Candidates are warned that they should not furnish any particulars that are false, tampered, fabricated or suppress any material information while filling up the application form and submitting the certified copies/ testimonials. At the time of interview, if a candidate is (or has been) found guilty of 1. Impersonating or procuring impersonation by any person or 2. Resorting to any other irregular or improper means in connection with his/her candidature for the selection or 3. Obtaining the support of his/her candidature by any means; such candidate may, in addition to, rendering himself/herself liable to criminal prosecution will be liable (a) to be disqualified from the interview for which he/she is the candidate (b) to be debarred either permanently or for a specific period from any examination or selection held by the Bank. The Bank would be analyzing the responses of a candidate with other candidates, who appeared for the examination to detect patterns of similarity. If as per the laid down procedure it is suspected that the responses have been shared and the scores obtained are not genuine/ valid, the Bank reserves the right to cancel his/her candidature.

 

Conclusion:

We arrive at the conclusions that the recruitment process in the Bank of Baroda is so good and it is effective in work. It take the help of internal sources and external sources for the recruitment in the bank. It helps Bank of Baroda to reduce there burden of recruiting wrong people in the bank.