Internship Report on "The Recruitment and Selection Process of SGS Bangladesh Limited".

Abstract

This report presents the selection and recruitment function of SGS Bangladesh Limited, drawing on learning from a three-month internship in the Human Resource Division. In light of the larger Testing, Inspection, and Certification (TIC) industry, the report focuses on how SGS, as a component of a globally-recognized brand, conducts talent acquisition in order to sustain its service quality, market domination, and operational credibility. I have learned about the HR process by assisting with candidate contact, onboarding, data maintenance/organization, training, and event planning. As a result, I learned things like running structured interviews, evaluating for fit, staying within the law with labor law postings, and ensuring the confidentiality of interview data. These jobs laid the foundation for what kind of HR professional I am today and what I could be for the rest of my career. My internship report’s results emphasize the strategic value of good selection for employees, performance, and retention, and for the business in terms of survival. I suggest a number of tactics to improve recruitment, such as Stabilizing technical screening processes, best utilizing the power of the ATS, and forming relationships with universities. These initiatives focus on ways of increasing the effectiveness of recruitment, bettering the quality of hiring decisions, and driving long term organizational effectiveness. In short, recruitment and selection in SGS Bangladesh is not just an HR activity but an important business enabler. Strategic investment in these areas will support long-term business growth, the retention of our reputation for service excellence, whilst ensuring we remain an employer of choice in their competitive TIC market in Bangladesh.