Findings

1. Job Posting and Sourcing

Akij Bakers typically posts job openings at the start of each year or in urgent cases
when immediate recruitment is needed. The company uses both internal and external
recruitment methods but shows a strong preference for internal recruiting. Job vacancies are
primarily shared on Akij Bakers’ LinkedIn account and [Link], and employee referrals
are also encouraged to fill roles through trusted networks.

Confix Group hires only when specific positions become vacant. The process starts
with consulting the relevant department, followed by posting job offers through internal
sources or on external job boards like BDjobs and LinkedIn. They occasionally utilize
employee referrals, which helps attract culturally aligned candidates.

2. Screening Process
Akij Bakers: For each job posting, a deadline is set, and the screening process begins
after receiving the first 10-15 applications. Each department has two designated recruiters
who handle applicant screening. They shortlist applications based on the candidate’s skills,
experience, and the position requirements. Selected candidates are invited for physical
assessments, including a written test, a computer test, and an initial interview.

Confix Group Candidate screening is thorough and includes reviewing CV

presentation and clarity. Confix values emotional intelligence over technical skills, which
guides their screening priorities. However, they do not follow a fixed timeline for screening
and typically proceed at a pace suited to each vacancy.

3. Interview Stages
The interview process is multi-staged, starting with CV shortlisting followed by a
physical interview. This stage is focused on evaluating the candidate’s communication skills,
computer proficiency, and sometimes problem-solving skills through case studies. Akij
Bakers prioritizes attributes like effective communication, positive behavior, professional
approach, and relevant skillsets in their interview assessments.

Confix conducts interviews that assess teamwork, leadership, and communication.

They also evaluate candidates’ behavior, adaptability, and fit with the company’s close-knit
culture. In addition to the primary HR team, other departments participate in interviews to
ensure candidates meet specific role requirements.

4. Onboarding
In Akij Bakers once a candidate is selected, there is a 15-day waiting period for
joining, after which the offer may be extended to the next shortlisted candidate if the initial
choice does not join. Upon joining, the new hire is introduced to their department team
members and engages in a hands-on learning period for 2-3 weeks. Additionally, specific
training sessions are organized according to the position: sales positions have a 7–15-day
training, in-house roles undergo a 1-day orientation, and roles requiring Six Sigma training
participate in a months-long program.

While Confix does not provide specific onboarding information, new hires are
typically given an introductory period to integrate into the company culture and adjust to their
roles. This approach supports their focus on long-term cultural fit and teamwork.
Results

Akij Bakers:
The recruitment process at Akij Bakers is generally efficient and streamlined, particularly for
entry-level positions. For these roles, the hiring cycle is completed within one month,
meeting their internal timeline goals. For higher-level positions, Akij Bakers primarily
promotes from within, focusing on internal employees with proven experience, which further
reduces recruitment time and simplifies the vetting process.

New hires are given a one-month period to acclimate by learning from their team members
and adapting to the work environment. After this period, Akij Bakers assesses the employees'
performance and, if needed, arranges targeted training sessions to boost their productivity and
skill alignment with the company's needs.

However, the process encounters some challenges, especially in skill matching. A recurring
issue is that many candidates apply without thoroughly reading the job descriptions, which
leads to a mismatch between the applicants’ skills and the role requirements. Additionally,
delays sometimes occur when initially selected candidates fail to respond promptly, forcing
the company to wait or move on to other applicants, which occasionally impacts hiring
timelines.

Despite these challenges, Akij Bakers maintains a low turnover rate, which they attribute to
internal promotions, a supportive onboarding process and an overall positive work
environment.

Confix Group:
The recruitment process at Confix Group is effective and straightforward, especially for entry
and mid-level positions. For these roles, the hiring cycle is typically flexible, allowing Confix
to post vacancies and conduct initial screening as needed without a strict timeline. This
adaptable approach suits their business needs and keeps the process efficient within their
budget constraints.

For managerial and senior roles, Confix Group prefers to promote from within, prioritizing
current employees who have shown strong cultural fit and alignment with company values.
This practice not only accelerates the hiring process for higher-level positions but also
reinforces their commitment to employee growth and internal advancement.

New hires undergo an introductory period, which allows them to integrate into Confix’s
collaborative and close-knit environment. During this period, they learn from team members
and adapt to the company's culture. Confix emphasizes cultural fit and teamwork, conducting
assessments to ensure new employees align with these values from the start.
However, some challenges exist in candidate alignment with company values. Confix
occasionally encounters candidates who lack the necessary attitude or soft skills, leading to
rejections or extended adjustment periods. While these instances are not frequent, they
highlight the need for continuous refinement in evaluating interpersonal fit during
recruitment.

Despite these minor challenges, Confix Group enjoys high employee retention and
satisfaction, attributed to their profit-sharing program, supportive team dynamics, and
flexible salary negotiations.
Recommendations

Akij Group:

1. Expand Digital Branding and Campus Outreach:

 Recommendation: Increase presence in digital spaces and partner with universities
for recruitment events or internships.
 Reasoning: While they already use platforms like LinkedIn and BDjobs, more digital
outreach and campus programs can attract young, talented candidates and build a
pipeline for future roles, especially in specialized fields like foreign relations or public
affairs.

2. Encourage Continued Professional Development:

 Recommendation: Offer optional training or workshops to employees to enhance
skills like leadership, team-building, or advanced job-related skills.
 Reasoning: Given the strong teamwork culture, Akij Bakers can offer growth
opportunities, which could also help keep employees engaged and motivated long-
term, benefiting roles that might handle more complex tasks like foreign and public
relations.

3. Enhance Employee Referral Program:

 Recommendation: Consider incentivizing the referral program with small rewards
for successful hires.
 Reasoning: Employees are already a valuable source for new hires. Adding incentives
could enhance their motivation to recommend high-quality candidates, potentially
improving the overall pool further.

4. Feedback Loop for Onboarding:

 Recommendation: Implement a feedback system where new hires can provide
input on their onboarding experience.
 Reasoning: Regular feedback from new employees can help identify minor
improvements that make the onboarding process even smoother, ensuring they
integrate well and feel supported right from the start.

These recommendations aim to add value by enhancing Akij Bakers' existing strengths in
recruitment, onboarding, and retention without overhauling a successful process.

Confix Group:
To enhance Confix Group’s recruitment effectiveness while staying true to its budget-
conscious and people-focused approach, the following recommendations could be beneficial:
1. Consider Gradual Adoption of Recruitment Technology:
 Recommendation: Explore low-cost technology tools, like applicant tracking
software (ATS), to streamline initial screening.
 Reasoning: While Confix prefers minimal tech use, a basic ATS could help organize
applications, especially for popular roles, saving time without compromising on
interpersonal assessment.
2. Enhance the Employee Referral Program:
 Recommendation: Encourage employee referrals with small rewards for successful
hires to leverage the existing team’s network.
 Reasoning: A stronger referral program could help Confix find candidates who
already align with the company culture, increasing the likelihood of a successful hire.
3. Explore Partnerships with Training Institutions:
 Recommendation: Partner with local training institutes to create a pipeline of
candidates with specific skills Confix values, such as emotional intelligence and
leadership.
 Reasoning: By connecting with relevant institutions, Confix could foster relationships
with candidates who are pre-qualified and better prepared for roles requiring soft
skills and interpersonal fit.
4. Introduce a Candidate Experience Survey:
 Recommendation: Gather feedback from candidates on the hiring process to identify
ways to improve their experience.
 Reasoning: Candidate insights can highlight overlooked aspects of the recruitment
experience, helping Confix improve its appeal to top talent while maintaining a
positive company image.
These recommendations aim to support Confix Group’s efficient recruitment process while
making small adjustments that could yield long-term benefits in employee quality and
satisfaction.