Recruitment is a crucial process for businesses in every industry, and Bangladesh is no exception. However, the recruitment process in Bangladesh poses its own set of unique challenges that businesses must navigate to attract and retain top talent. In this post, we’ll explore some of the biggest challenges of recruitment in Bangladesh and provide some data to support our points.
- Limited Pool of Qualified Candidates
One of the biggest challenges of recruitment in Bangladesh is the limited pool of qualified candidates. A study, styled “’Skills Gap and Youth Employment in Bangladesh: an Exploratory Analysis’ shows 46% of employers do not get the skills they want. This can be attributed to a lack of quality education and training programs in the country, resulting in a shortage of skilled workers.
- High Competition for Top Talent
Another challenge of recruitment in Bangladesh is the high competition for top talent. With a population of over 160 million, Bangladesh has a large workforce, but the demand for highly skilled workers is much higher than the supply. This leads to high competition among businesses to attract and retain the best talent, which can result in higher salary offers and other incentives.
- Cultural and Language Barriers
Bangladesh is a diverse country with many different languages and cultures, which can pose a challenge for recruitment. Employers must be aware of the cultural and language barriers that may exist when hiring employees from different parts of the country.
- Communication in English
One of the challenges in the recruitment process in Bangladesh is the lack of proficiency in the English language among many candidates. While English is considered a global language and a requirement in many job sectors, a significant portion of the Bangladeshi population struggles with fluently communicating in English. The findings from the online skills assessment of graduates showed that the highest average score was obtained for “creativity” whereas the lowest average scores were obtained in “Communication, English Language skill, Numeracy and Mathematics.”
- Limited Use of Technology
Although technology is rapidly advancing in Bangladesh, many businesses still rely on traditional recruitment methods such as newspaper advertisements and job fairs. This can make it difficult to attract qualified candidates from different parts of the country or reach younger job seekers who are more likely to use technology to search for jobs. According to a survey by the Bangladesh Association of Software and Information Services, only 35% of businesses in Bangladesh use online job portals for recruitment.
- High Turnover Rates
Finally, high turnover rates can also pose a challenge for recruitment in Bangladesh. According to a study by the Bangladesh Institute of Development Studies, the average annual turnover rate in the country is around 20%. This can be attributed to a number of factors, including low job satisfaction, limited career growth opportunities, and the lure of higher-paying jobs in other countries.
Recruitment in Bangladesh presents a unique set of challenges that businesses must navigate to attract and retain top talent. From a limited pool of qualified candidates to cultural and language barriers, employers must be aware of these challenges and adapt their recruitment strategies accordingly. By leveraging technology, offering competitive salaries and benefits, and providing opportunities for career growth, businesses can overcome these challenges and build a strong, skilled workforce in Bangladesh.