1. A good attitude and commitment are two important attributes that Mahfuz looks for in the job applicants. How does Mahfuz can have an effective selection method(s) to assess these two attributes?2.2. If you were Mahfuz, would you change your recruitment approach to tackle the retention problem raised by upper management? Why or why not? Discuss briefly. InstructionsReview the following case study very carefully. Based on the given scenario, please write theanswers that correlate to the given questions and submit within the given time.ScenarioMahfuz Alam is the assistant director of human resources in charge of recruitment for EasternBank Ltd. (EBL), a national, full-service banking institution. One of Mahfuz's majorresponsibilities each spring is to visit as many college campuses as he can to interviewgraduating seniors for credit analyst positions in the commercial lending area at EBL. Althoughthe number varies, he usually ends up hiring about 20 new people, most of whom come fromthe same schools, year after year.Mahfuz has been doing recruitment and selection for the bank for more than 10 years, and heenjoys it very much. However, for the upcoming spring he is feeling increased pressure frommanagement to be particularlyManagement is concerned about the retention rate at the bank because in recent years as manyas 25% of the new hires have left. Departures after the first year have meant lost traininginvestment and strain on the staff who remain. Although management understands that somenew hires always leave, the executives are not comfortable with the present rate, and they havebegun to question the recruitment and hiring procedures.discriminating about whom he recommends hiring.The bank wants to hire people who can be groomed for higher-level leadership positions.Although certain competencies are required of entry-level credit analysts, the bank is equallyinterested in skills that will allow individuals to advance to upper management positions astheir careers progress.In the recruitment and selection process, Mahfuz always looks for several characteristics. Forexample applicants need to have strong interpersonal skills, confidence, and they need to showpoise and initiative. Next, because banking involves fiduciary responsibilities, applicants needto have proper ethics, including a strong sense of the importance of confidentiality. In addition,to do the work in the bank, they need to have strong analytical and technical skills, andexperience in working with computers. Last, applicants need to exhibit a good work ethic, andthey need to show commitment and a willingness to do their job even in difficult circumstances.Mahfuz is fairly certain that he has been selecting the right people to be leaders at EBL, yetupper management is telling him to reassess his hiring criteria. Although he feels that he hasbeen doing the right thing, he is starting to question himself and his recruitment and selectionpractices.1. A good attitude and commitment are two important attributes that Mahfuz looks for in the jobapplicants. How does Mahfuz can have an effective selection method(s) to assess these twoattributes?2. If you were Mahfuz, would you change your recruitment approach to tackle the retentionproblem raised by upper management? Why or why not? Discuss briefly.

Employee Selection: It is the process of interviewing and judging the candidates for a particular…

Instructions Review the following case study very carefully. Based on the given scenario, please write the answers that correlate to the given questions and submit within the given time. Scenario Mahfuz Alam is the assistant director of human resources in charge of recruitment for Eastern Bank Ltd. (EBL), a national, full-service banking institution. One of Mahfuz's major responsibilities each spring is to visit as many college campuses as he can to interview graduating seniors for credit analyst positions in the commercial lending area at EBL. Although the number varies, he usually ends up hiring about 20 new people, most of whom come from the same schools, year after year. Mahfuz has been doing recruitment and selection for the bank for more than 10 years, and he enjoys it very much. However, for the upcoming spring he is feeling increased pressure from management to be particularly discriminating about whom he recommends hiring. Management is concerned about the retention rate at the bank because in recent years as many as 25% of the new hires have left. Departures after the first year have meant lost training investment and strain on the staff who remain. Although management understands that some new hires always leave, the executives are not comfortable with the present rate, and they have begun to question the recruitment and hiring procedures. The bank wants to hire people who can be groomed for higher-level leadership positions. Although certain competencies are required of entry-level credit analysts, the bank is equally interested in skills that will allow individuals to advance to upper management positions as their careers progress. In the recruitment and selection process, Mahfuz always looks for several characteristics. For example applicants need to have strong interpersonal skills, confidence, and they need to show poise and initiative. Next, because banking involves fiduciary responsibilities, applicants need to have proper ethics, including a strong sense of the importance of confidentiality. In addition, to do the work in the bank, they need to have strong analytical and technical skills, and experience in working with computers. Last, applicants need to exhibit a good work ethic, and they need to show commitment and a willingness to do their job evenin difficult circumstances. Mahfuz is fairly certain that he has been selecting the right people to be leaders at EBL, yet upper management is telling him to reassess his hiring criteria. Although he feels that he has been doing the right thing, he is starting to question himself and his recruitment and selection practices. 1. A good attitude and commitment are two important attributes that Mahfuz looks for in the job applicants. How does Mahfuz can have an effective selection method(s) to assess these two attributes? 2. If you were Mahfuz, would you change your recruitment approach to tackle the retention problem raised by upper management? Why or why not? Discuss briefly.