1.

Recruitment and selection strategies of Beximco Pharmaceuticals and Pfizer

for fresh graduates
Both Beximco Pharmaceuticals and Pfizer are reputed companies in pharmaceutical
industry. And their recruitment process is different from any other company in the
same industry. Rather than hiring fresh graduates based on their mere educational
qualification, both companies have their own employee standard which tests the both
mental qualification and practical information of the potential recruits. The
recruitment process is extensive and includes multiple recruitment methods before
finalizing selection.

1.1. Recruitment and selection strategies of Beximco Pharmaceuticals for fresh

graduates
1.1.1. Prior to recruitment and selection, all potential candidates must fulfill
certain prerequisites to apply for a job at Beximco Pharmaceuticals. These
prerequisites are to follow,
 All potential candidates must have required qualification relevant
to their job position.
 All potential candidates must be mentally qualified and physically
fit for the job.
 No dismissed candidates are not allowed to apply within one year
following the date of their last application.
 All candidates must be clinically fit for the job position they are
applying.
 No discrimination regarding gender, religion, identity, race or age
will take place during the selection process. The selection must be
completely fair and only the most deserving candidates will
proceed to further stages.
 Candidates with criminal charges will be disqualified.

1.1.2. Recruitment and selection process of Beximco pharmaceuticals is briefly

described below:
[Link]. Recruitment:
1. Define a job description: To start with, the job description will be defined
and HR department will be notified.
2. Followed by the job description, HR department will then proceed to
place advertisement in the company’s website, social media, job sites and
 other relevant sources.
3. Age Requirement: Beximco has age requirement for medical
representatives. All candidates must be below 27 for fresh graduates.
4. All candidates are required to have a Bachelor of Science in Chemistry /
Biochemistry / Zoology / Pharmacy to apply for medical representatives.
Non-medical representatives are required to have relevant degree in their
respective field.
5. Recruitment sources: Beximco Pharmaceuticals uses both external and
internal recruitment sources.
5.1. Internal sources: Internal sources of Beximco Pharmaceuticals include:
 Job Posting: Beximco Pharmaceuticals will process to post job
vacancies within their internal staffs. Through this method, they are
willing to fill vacancies by hiring employees from within the
company. The main purpose is to encourage promotion and transfer of
employees and help HR department to fill internal vacancies more
easily.
 Employee Referrals: This approach is used for hiring junior
executives or entry-level personnel.

5.2. External sources: External sources of Beximco Pharmaceuticals

include:
 Advertisements: The company will place advertisements in different
external sources and media to attract the attention of potential
candidates.
 Employment agency: An organization assists a firm in finding a
qualified candidate in exchange for payment or other advantages
specified in the contract. Both parties are required to be completely
transparent. These firms are typically engaged to find top-tier
workers.
 CV Bank: Beximco pharmaceuticals often seeks cv bank for potential
candidates. If a person's qualification fits the requirements specified
in the job description, he requires a meeting at that time, he is
requested to attend to an interview.

[Link]. Selection:
1. Upon receiving applications, the HR department will proceed to screen
out non-eligible candidates and shortlist potential candidates to call for
further interview.
1.1. Screening and short listing: Beximco Pharmaceuticals screens out all
applications based on the job description. Fresh graduates are not required
to have any work experience; thus, educational qualification is prioritized.
Institutions such as BUET, IBA, NSU are given priority based on the
institutional reputation. HR officers screen though each CV, judging the
match with job description, checking background and references.
2. After shortlisting all potential candidates, Beximco will proceed to notify
them for written test.
2.1. Written test: The written test will be divided into both multiple-choice
questions and theory-based questions. The written test is a crucial method
for Beximco Pharmaceutical in identifying most potential individuals. A
psychometric exam, an assessment of behavioral skills, and a written test
of relevant abilities are all part of the written test.
3. The candidates passing the written test will be qualified for further
interview. The interview section will be structured. Candidates will be
notified regrading the date and time of the interview. All information is
archived for furthered analysis.
3.1. Interview: The interview process is structured and competency-based
interviewing. The candidates will be required to answer job related
questions as well as behavioral questions to get an in-depth understanding
of his abilities.
4. Reference check: Reference check is done in order to understand the
candidate’s personal characteristics and quality of work. During the
interview, the candidate is required to answer multiple competency-based
questions. HR contacts the referee to understand the validation of the
answers of the candidates. Is answers from both the candidates and referee
are consistent, management may decide the candidate to proceed to the
next stage.
5. Preparation Stage: Candidates passing the interview section will be
selected for preparation stage. The preparation stage will last for 28 days.
During this time, the candidates will participate in job related training
sessions. Upon completion, the final selection will be made and top
performers will be accepted to proceed to further stage.
6. Pre-Employment medical check-up: After finalizing selection, all
candidates are required to go through a medical check-up. This is done to
ensure both physical and mental fitness as well as competency fit for the
job.
7. Offer: Upon completing the medical check-up, the candidates are
 officially handed out offer letter stating the salary package, job
responsibilities, utilities to be provided by the company. Even at this
stage, the selected candidate has the opportunity to withdraw
himself/herself from the job offer. Often time, offers are either verbal or
written offer.
7.1. Verbal offer: Often considered as an informal offer, a verbal offer is
given to a potential recruit after successfully completing medical test. The
job description, salary and benefit package are described and negotiated
verbally in this section.
7.2. Written letter: After an employee verbally accepts the offer, a written
appointment letter is arranged and sent to the employee. This includes am
introductory package sent to the employee along with the appointment
letter. The appointment letter is sent to the employee within two days of
accepting verbal offer.

(Alam, 2017; Jahan, 2018; Raj, 2020)

1.2. Recruitment and selection strategies of Pfizer for fresh graduates

1.2.1. Pfizer’s employee selection method is different than any other company in
the same industry. Rather than going for a typical recruitment and selection
program, each candidate has to go through at minimum 10-14 weeks
interview and selection process(Questions and Answers about Pfizer
Hiring Process, 2016). This extensive period of interviewing candidates
makes certain that Pfizer gets the best of the very best talents available in
job market. But prior to selection, Pfizer has certain criteria that all
candidates must fulfill to be able to apply for the job.
 All potential candidates must fulfill the required qualification
quota.
 All possible applicants must be both mentally and physically
qualified for the job.
 All US candidates are required to fulfill form I-9 to confirm work
authorization in US.
 Pfizer’s corporate policy #703 clearly states equal opportunity
despite race, gender and ethnicity.
 Applicants with criminal charges will deem ineligible for working
in the company.

1.2.2. Pfizer’s recruitment and selection process is unique and completely fair.
The company stands against all unfair methods of hiring an employee.
With that said, the recruitment and selection process of Pfizer is stated
below:
[Link]. Recruitment:
1. Define a job description: The starting point of any recruitment process is
defining a job description. The company defines a job description and
alerts the HR department. Then the HR starts job posting process.
2. All job postings are done via internal source.
2.1. Internal source: All job posting and application process is done
through their own official website [Link]. Pfizer will upload all
their job postings on this website and all potential applicants are required
to submit their resume via this website. Unlike most of the companies,
application process for Pfizer is free of charge.
3. All employees are required to submit a well-written resume that
demonstrates the following qualities: creativity, integrity, and leadership.
[Link]. Selection:
1. After receiving application from all potential candidates, HR
department will start the screening process.
1.1. Screening and shortlisting: To start with, Pfizer will use E-
Verify for all their applicants at US and Puerto Rico. This is done
to ensure the applicant has US work permit. Afterward, they will
screen out all non-eligible applicants. For fresh graduates, Pfizer
focuses on educational and personal background check. Any
personal with past criminal record will be immediately rejected.
2. Pfizer does not have any written test feature. Their selection process
includes an extensive interview program will multiple personal. Their
interview focuses on unstructured behavioral test. The interview is
used to assess suitability for the post the applicant applied for. These
characteristics are critical for the effectiveness in business, which is
why the majority of their inquiries appear to be centered on this
element. The interviewer or recruiter conducts the behavioral
interview. The recruiter asks questions on practical instances in which
the applicant must have handled a certain issue in the past and what
happened as a result. This is due to the fact that the applicant, if
selected, may encounter such position over and over again(Pfizer
Hiring Process: Job Application, Interviews and Employment, 2017).
Furthermore, the entire interview section is divided into three parts and
might take on average 8-10 weeks(Questions and Answers about
Pfizer Hiring Process, 2016). The interviews are usually done face-to-
face, with a few exceptions being on-phone interview.
At the beginning session, the applicants are interviewed by HR
operatives. This is the basic interview, performed to understand the
depth of knowledge and qualification of potential recruits and to screen
out non-potential recruits.
If candidates make it through the first interview session, they will have
one interview with representative of the branch they applied for. This
interview is done to understand the candidate’s compatibility and
dedication for the job. Only a handful of candidates remain after this
interview to proceed to the next.
And at the third stage, one several hour-long interview with several
people from management is held. This is the most important part.
Interviewers judge the employee’s dedication for the job, ability to
handle work-stress, capability to work under pressure, leadership
skills, behavioral aspects, mental and physical fitness and most
 importantly, if recruited, will the candidate turn out to be an asset for
the company? Or will he become a liability? Candidates will be asked
behavioral questions not only regarding their own job area, but also,
they will be required to answer precisely of any behavioral questions
from any field of work.
3. If a candidate manages to pass all these interview sessions, he is
deemed as a potential recruit. Negotiation or appointment letter will
have to hold for another 2-4 weeks for all onboard procedures to finish.
During this period, the potential employee will undergo a medical test,
drug test, and will have the chance to negotiate salary and benefits with
the company, or he will have full control to pull back. All employee
trainings are under Employee development plan and for Pfizer, they
prefer on-job training for all new fresh graduates entering their
company. After all procedures are completed, the employee will be
handed to a formal appointment letter and he will be onboard for the
company.
(Learn More about Our Hiring and Recruiting Process, 2019; Pfizer Hiring Process:
Job Application, Interviews and Employment, 2017; Questions and Answers about
Pfizer Hiring Process, 2016)

3.1.1.
Reference
Alam, M. B. (2017). Human resource activities of Beximco Pharmaceuticals Limited
(BPL) Bangladesh.
Jahan, T. (2018). Effectiveness of selection and recruitment process: Beximco
Pharmaceuticals Limited (BPL).
Learn More about our Hiring and Recruiting Process. (2019).
[Link]
Pfizer Hiring Process: Job Application, Interviews and Employment. (2017).
[Link]
application-interviews-and-employment/
Questions and Answers about Pfizer Hiring Process. (2016).
[Link]
Raj, T. I. (2020). An Analysis of Recruitment and Selection Process of BEXIMCO
Pharmaceuticals Ltd.