Recruitment and Selection of Citi Private Bank

Topics: Recruitment, Employment, Private banking Pages: 34 (9251 words) Published: April 4, 2013
Chapter 1: Introduction
1. Chapter introduction
This chapter introduces the topic with objectives, reasons for investigation and introduction of the ‘client organisation’. Furthermore, to guide the reader go through the report, a quick overview of chapters.

2. About Recruitment and Selection
Dale, M. (1995, P.13) indicates recruitment is about attracting candidates who, in the context of employing organisation, are qualified and able to carry out the job. Once identified the candidates, selection process is going to begin. It is to identify the candidates who are the best match of specific job requirements. The purpose of this study is to understand how commercial banking industry to measure the good-fit candidates who possess right skills, abilities, knowledge to be successful at the jobs. It uses Citi Private Bank Hong Kong as the sample model. Sheila, M & Paul, R. (1999) believe that all organisations must use the recruitment and selection process to increase the likelihood of hiring individuals.

3. Overall Structure
This study is separated into 6 chapters:
• Chapter 1 focuses on the topic with objectives, reasons for this investigation and the introduction of the ‘client organisation’ with research question. • For Chapter 2 focuses on a review of previous research to generate ideas for this study. And the theoretical framework of competencies approach of interview tools and met-expectation theory is applied. • As discussed in Chapter 3, research design method selects to provide the detail for the survey.   • Overall, the discussed in Chapter 4, data gathered via questionnairesto primary sample.  • Chapter 5 is analysis and discussion by compare with literature review and findings.   • For the last chapter, it provides the summary of whole study and recommendations to Citi Private Bank Hong Kong. 1.4 Background of study

1.4.1 About Citi Private Bank
Citi Private Bank is one of the major brand names in Citibank’s diverse portfolio. It is the largest private banking business in the world, provides suitable wealth management services for client through over 450 private bankers. The human resource managementaims to attract, develop and motivate high quality staff. 

1.4.2 Why Citi Private Bank
Citi Private Bank was chosen for the survey target because recruitment and selection is a “MUST” for every organisations and believe that Citi Private Bank must have strong hold ofexperience in recruiting and selecting ‘talent’ employees. It is a global organisation and has number of departments and positions. Thus, it is interesting to find out how this kind of global banking can be make sure their employees are suitable at those positions. Through this study to explore the current effective recruitment and selection practice of Citi Private Bank Hong Kong, thereby, evaluate the outcome after the process and give some recommendations to improve their methods to stronger their core competence.

1.4.3 Research Question  
The Profiles International (1991) notes that ‘hiring top performing employees maybe one of the most valuable activities you can do for your business.’ So a success organisation must consider hiring the good-fit employees at the very beginning. Hiring the wrong person can cost organisations dearly.   

The specific research question to be addressed by this study is: “To evaluate the recruitment and selection methods in measuring the good-fit candidates of junior staff in Citi Private Bank. “

1) Good-fit candidates mean the candidate is suitable to work in the position with the particular skills, knowledge, abilities and other characteristics that can help the organisation to possess for high performance and become committed to the organisation long term future.

2) Junior staff stands for those are not in management grading, which means all staff under...

Bibliography: Adamson, A (1990) A Student’s Guide for Assignments projects and research. Oxford: Thamesman.
Basia, A. (1999) Psychological experiences of contingent workers and their work and organizational outcomes. Ann Arbor, MI: U.M.I.
CIPD (2004) ‘Recruitment, retention and turnover 2004’, A survey of the UK and Ireland. Available at: (Accessed: 30 December, 2009)
CIPD (2001) ‘Survey report 2001’, Recruitment
Dipboye, R. (1994) ‘Structured and unstructured selection interviews: Beyond the job-fit model’, Research in personnel and human resources management, 12, pp. 79-123.
Florence, S. (2002) Recruiting and Retaining People. Oxford: Express
Hussey, J. & Hussey, R. (1997) Business research : a practical guide for undergraduate and postgraduate students. Basingstoke: Macmillan Business.
Johanna, R. (2004) Hiring the best: Knowledge workers, techies and nerds”. New York: Dorset house publishing.
Jon, B. (2007) Experiencing recruitment and selection. England: John Wiley & Sons Ltd.
Lauren, B. (2007) ‘Getting to “yes” with the right candidates’, ABA Banking Journal, 99(3), pp.30-32, 34, 51.
Lionel, L. (2007) Recruiting, retaining, and promoting culturally different employees. Boston: Butterworth-Heinemann.
McMurry, R. (1947) ‘Validating the patterned interview’, Personnel, 23, pp. 263-272.
Ornstein, S. & Isabella, L. (1993) ‘Making sense of careers: A review (1989-1992)’, Journal of Management, 19, pp.243-267.
Parahalad, C. & Hamel, G. (1990) ‘The core competence of the corporation’, Harvard Business Review, 69(4), pp.69-80.
Paul, D. & John, P. (2008) ‘Competency-based interviewing – has it gone too far?’ Industrial and Commercial Training, 40(2), pp.81-86.
Raelin, J. (1991) Clash of Cultures. Boston: Harvard Business School Press.
Robert, J. & Michael, B. (1994) ‘The boundary less career: a competency-based perspective’, Journal of organizational behavior, 15, pp.307-324.
Robert, W. & Tim, P. (1998) Competency-based recruitment and selection. New York: Wiley.
Steven, W. (2007) ‘The Relationship Between Satisfaction with Workplace Training and Overall Job Satisfaction’, Wiley Inter Sciience, 18(4), pp.481-498.
Tony, K (1995) ‘Graduate recruitment in Britain: a survey of selection methods used by organisations’, Journal of Organisational Behavior, 16, pp.303-317.
Tony, Z. (2005) Get’em While They’re Not!. Nashiville: Nelson Business.
Continue Reading

Please join StudyMode to read the full document

You May Also Find These Documents Helpful

  • Recruitment and selection Essay
  • Recruitment & Selection: Myers Briggs Essay
  • Recruitment and selection process Essay
  • Recruitment and selection Essay
  • Recruitment and Selection Essay
  • Selection and Recruitment Essay
  • Recruitment and Selection Essay
  • Recruitment and Selection Essay

Become a StudyMode Member

Sign Up - It's Free