Start of the recruitment process: This procedure should be possible in two different ways. These are internal recruitment and external recruitment. Internal recruitment: requirements to exercise the required professional opportunities. When a company participates in internal recruiting, a current employee may be reassigned to the new position by offering either an advancement or an internal exchange. External Recruitment: Evaluating a pool of currently accessible candidates, other than existing staff, to discover whether any are sufficiently gifted or qualified to fill and execute existing job opportunities. When a company participates in external recruitment, a talent recruiter can be used to encourage the search, contact and registration process. Initiation of the selection process: At this stage, candidates send their CV in their application for a particular opportunity, or they send unsolicited CVs for a suitable position. The HR division collects applications for each activity opportunity and pre-selects CVs from this accumulation. From then on, the HR group sits on board for the meeting session on a specific date and informs the candidates. Recruitment Sources Amazing Fashions Ltd generally uses three types of registration sources, an internal source and an external source. First, representatives can be registered from the internal source. The administration generally wants to recruit well-known and experienced representatives within the association. Besides, the enrollment of Amazing Fashions Ltd from the internal source can take place with the approval of the top management. This can be done in the following ways: Say no to plagiarism. Get a tailor-made essay on “Why Violent Video Games Should Not Be Banned”? Get the original essay Promotion Up Graduation Transfer Temporary Assignment Additional Assignment There are also external sources of human resource recruitment used by Amazing Fashions Ltd. They are: Employee organizations Professional associationsEmployee referrals. Recruitment and Selection Framework Recruitment and selection procedures (at the worker level) are maintained as given below: the respective office head, with the approval of the HR Manager, prepares the request for additional workers and replacement. Vacancies declared by way of advertisement, notices, flyers, placing standards on the front of the main door, at different places and reliable sources. The application passes from hand to hand and in most cases a walk-in interview with the executive is carried out afterwards. In cases of talented specialists, enlistment ends with a "test at work". In the case of incompetent workers, enrollment ends with a written and oral test. General well-being checked by an occupational physician is a basic element of the recruitment technique. The obsession with salaries, wages and other benefits is done in satisfaction of the relevant labor laws of Bangladesh2006 3.3. Recruitment and selection (officer level) Registration and selection framework (officer level) Assess the needs of the activity and ensure it has satisfactory funding. Reviews overall job responsibilities to ensure it meets present and future needs. detail to ensure that it meets the needs of all job responsibilities. Design the selection procedure. and Selection Policy and Procedure There will be 4 sets of recruitment and selection policies and procedures, one which will be appropriate for clerical and senior generation staff, and.