Discover how hiring practices have evolved in Bangladesh, from traditional methods to innovative campus recruitment strategies
The hiring process has undergone significant transformations over the years. What was once a straightforward affair of job advertisements, resumes, and face-to-face interviews has evolved into a multifaceted approach that reflects technological advancements and changing dynamics in the talent market. In Bangladesh, the traditional approach to hiring is being complemented and sometimes replaced by more engaging and innovative strategies, such as competitions, campus ambassador programs, and student-centric initiatives.
The Evolution of Hiring Practices
In the past, hiring was largely centred around conventional approaches; HR departments would post job openings in newspapers or career websites, collect resumes, conduct a series of interviews, and then make hiring decisions. This approach often relied heavily on academic qualifications, prior work experience, and the candidate’s ability to perform well in interviews. While these served the purpose for many years, they were time-consuming and did not always result in finding the most suitable candidates.
Advent of Technology in Hiring
With the digital revolution, companies began integrating artificial intelligence (AI) and data analytics into their hiring processes. AI-based recruitment tools enabled HR professionals to sift through thousands of resumes in seconds, assess candidate fit using algorithms, and even conduct initial video interviews using natural language processing to evaluate responses. These technologies streamlined recruitment by automating repetitive tasks and making initial shortlisting more efficient. However, while AI helped speed up the process, it lacked the personal touch and sometimes failed to capture the candidate’s true potential, especially in terms of creativity, leadership skills, and cultural fit.
A Fresh Approach to Hiring
To bridge the gap between traditional hiring methods and modern technology, companies began exploring unconventional recruitment practices to attract top talent from universities. Organisations have realised that engaging students through competitions, campus ambassador programs, and student programs can be a win-win for both the companies and the students.
In Bangladesh, there is a growing trend of using student-focused initiatives to engage and recruit young talent directly from campuses.
Battle to the Top
One of the most prominent examples of hiring through competitions in Bangladesh is BAT’s ‘Battle of Minds’. This competition has gained significant popularity among students taking place annually, and serving as a platform where young minds can showcase their skills in solving real-world business problems. The contest typically involves multiple stages, from solving case studies to bootcamp rounds, to focus group discussions which include senior management from BAT Bangladesh. The finalists often find themselves on a fast track to employment within the company, as the competition is not only a test of technical skills but also evaluates candidates’ leadership potential, creativity, and problem-solving abilities. BAT has successfully used this competition to recruit top talent for several years. Similarly, Marico, another leading multinational company in Bangladesh, organises business competitions aimed at university students, these competitions involve solving complex business challenges, encouraging students to think outside the box. Participants go through a series of rounds, where they tackle marketing or product development problems that the company faces. Unilever, with its BizMaestros competition, engages young talent by challenging students to solve problems based on the company’s own business operations. This type of engagement allows Unilever to identify students who demonstrate strong analytical skills, creativity, and an understanding of the FMCG sector. Winners of such competitions are often recruited into the company’s management trainee programs, giving them a head start in their careers.
Building Brand Ambassadors
Campus ambassador programs have become an integral part of talent acquisition strategies for many companies in Bangladesh. By appointing campus ambassadors – students who represent the brand on campus – companies can establish a strong presence within university communities. These ambassadors are tasked with promoting the company’s events, competitions, and programs to their peers, while also providing feedback to the company about students’ perceptions and preferences. This continuous engagement creates a talent pipeline for companies, where the most active and high-potential ambassadors are often considered for internships and full-time positions after graduation.
The Value of Clubs and Societies
These programs also extend to university clubs and societies, which are often the lifeblood of student activity on campus. Companies collaborate with clubs—such as business or marketing societies—to host workshops, competitions, and guest lectures. This allows them to connect with students in a more informal and dynamic setting, where they can observe candidates’ soft skills, team collaboration, and leadership capabilities.
For companies, hiring has now become an ongoing engagement process, starting long before the first interview and extending well into the employees’ careers. As Bangladeshi companies continue to innovate in their recruitment strategies, these practices are likely to become even more sophisticated, blending traditional approaches with new-age digital tools and campus-focused initiatives.
