o attract and select personnel with the requisite competence to meet the high standards set by the Bank's corporate objectives and the needs of the individual jobs. It is also the policy of the Bank to recruit from within as much as possible.
             The policy is based on achieving the best match between the individual applicant's knowledge, experience, skills and character and the requirements of the vacant position. Each job vacancy has minimum entry requirements specified in the job description/specification of each identified position.
             The recruitment and selection process is managed by the Human Resources Department (HRD). In line with the HRM strategy, the department establishes staffing levels as part of the annual manpower planning and budgeting process. During the course of the year, changes in staffing levels (as a result of redundancies, terminations, deaths, study leave etc), or changes in the business of the Bank (expansion through creating of new positions) may necessitate additional recruitment.
             Whenever there is a vacancy, the relevant Head of Department, or in the case of management staff, a member of the Executive, will complete a staff requisition form, which is then sent to the HRD. On receipt, HRD then reviews the request and obtains the necessary approval to commence the recruitment and selection process.
             The Bank has an open system of recruitment and the HRD uses the best recruitment method(s) to reach the target population at the least cost. These include posting notices internally, advertising, staffing sources and unsolicited applications. HRD has a data of unsolicited applications on its "Amanfo" human resources software. This provides a cheap source of assembling candidates, in the first instance, in the recruiting process.
             The major difficulty of the Bank's recruitment and selection policy is that merchant banking requires a core of highly skilled personnel some of which are ...