Recruitment Process Outsourcing Services in Bangladesh
Recruitment process outsourcing is a hiring model where an external team runs sourcing, screening, interviews and offer administration for an employer. PayrollBD runs RPO from Dhaka for local and foreign employers, covering the vacancy brief, candidate research, reference checks, offer drafting and the statutory hiring records Bangladesh law requires for every worker placed.
What Does Recruitment Process Outsourcing Cover?
RPO covers the full hiring cycle for a defined set of roles. PayrollBD takes the vacancy brief, sources candidates, screens them against your role criteria, arranges interviews, verifies references, drafts the offer and hands over a documented file for each hire, alongside our wider business process outsourcing services. Your managers keep the hiring decision. We keep the process, the records and the reporting. Scope is set role by role, so one technical vacancy and a forty-seat contact centre ramp can run under the same agreement.
What Sits Inside Scope
These tasks move to PayrollBD on the day the vacancy brief is signed.
- Vacancy analysis — role criteria, seniority band and must-have skills agreed in writing.
- Candidate sourcing — database search, referral chains and direct approach for named roles.
- Screening — structured filtering against the agreed criteria before any interview is booked.
- Interview coordination — scheduling, panel briefing and written feedback capture.
- Offer administration — appointment letter, identity card and service book drafted for the employer to issue.
What Stays With Your Team
Three decisions never leave the employer, whatever the volume of hiring.
- Selection — the hiring decision and the pay band stay with your managers.
- Employment — the appointment letter is issued in the employer name, unless an employer of record engagement covers the placement.
- Approval of records — you countersign the hiring file before employee onboarding begins.
How the Six-Step Hiring Handover Runs
Each step below has one owner and one written output. A step closes only when its record exists, so the sequence is auditable months later. The same six checkpoints apply whether we fill a single supervisory role or a batch of production roles for the same employer.
Step 1 Role Analysis
We read the vacancy brief with your hiring manager and write down the role criteria, the seniority band and the screening questions. Nothing is sourced until that document is agreed. The brief then becomes the yardstick for every shortlist that follows.
Step 2 Sourcing
Our researchers work the internal database, referral chains and direct approach for the named role. Every candidate is logged with source and date, so you can see where each name came from.
Step 3 Shortlisting
Each candidate is filtered against the agreed criteria before interview time is booked. Rejected profiles carry a written reason. Only shortlisted profiles reach your panel.
Step 4 Interviews
We schedule the panel, brief the interviewers on the criteria and record written feedback for every candidate seen. Feedback is filed with the hiring record instead of sitting in an inbox.
Step 5 Reference Checks
Employment history and stated qualifications are verified with named referees before an offer moves. Where a referee cannot be reached, the gap is written into the file rather than smoothed over.
Step 6 Offer and Joining
The employer issues the appointment letter, identity card and service book while we track acceptance. The vacancy closes once the joining date is confirmed and the hiring file is countersigned.
Sourcing Method We Run
Sourcing quality decides how much interview time your managers lose, so the method is fixed and written down before the first search begins.
- Internal database search — profiles already screened and tagged by our researchers.
- Direct approach — named-role outreach to candidates who are not job hunting.
- Referral chains — verified referrals traced back to placed candidates.
- Recruitment helpdesk — one coordinator answers candidate questions on your behalf.
- Data handling — candidate data stays inside our systems and is shared only with you.
- Time-zone overlap — Dhaka working hours overlap Europe, the Gulf and Asia.
- Deployment options — enterprise, project or selective coverage of named roles.
Where Outsourcing Saves You Time
The saving an employer feels first is administrative time, not head count.
- Manager hours — screening and scheduling leave your line managers calendars.
- Process discipline — one written method replaces ad hoc hiring by department.
- Record readiness — appointment letters, identity cards and service books are drafted before joining day.
- Continuity — hiring continues while your team handles payroll processing and compliance.
Who Stays Legally Accountable for a Hire
In Bangladesh the employer, not the recruiter, carries the statutory duties for a placed worker. No employer may employ a worker without giving that worker an appointment letter, and each worker must receive a photo identity card (Bangladesh Labour Act, 2006, section 5). The employer must also provide a service book for every worker (Bangladesh Labour Act, 2006, section 6).
Rule 19 restates the appointment letter bar in the same terms (Bangladesh Labour Rules, 2015, rule 19). Recruitment for employment abroad is separately licensed, and no person may carry on recruitment work without a licence under the Overseas Employment and Migrants Act, 2013 (Overseas Employment and Migrants Act, 2013, section 9). That licence is issued by the Bureau of Manpower, Employment and Training. Reviewed by Eicra Binte Islam
Hiring Records and When They Apply
The records below are the employer statutory obligations that our hiring handover prepares in draft.
| Hiring record | Statutory basis | When it is required |
|---|---|---|
| Appointment letter | Labour Act, 2006, section 5 | Before the worker is employed |
| Photo identity card | Labour Act, 2006, section 5 | Issued to the worker on appointment |
| Service book | Labour Act, 2006, section 6 | Provided by the employer at his own cost |
| Overseas recruitment licence | Overseas Employment Act, 2013, section 9 | Held before any overseas recruitment work |
PayrollBD drafts each record and the employer signs and issues it.
Sectors We Recruit For in Bangladesh
Role criteria differ by sector, so our researchers are grouped by the eight sectors below. Each group keeps its own screening questions and referee patterns, and volume roles run through our manpower recruitment service. If a vacancy sits outside these sectors we say so at the brief stage, not after the first shortlist.
IT
Manufacturing
Engineering
Technical (SAP/ERP)
Healthcare
Pharmaceuticals
Finance & Accounting
Peripheral Industry
What Employers Ask Before Choosing RPO
Six questions come up in almost every RPO conversation with an employer. The answers below state the scope, the accountability and the limits of the service, and they describe how PayrollBD runs the process today rather than an ideal case. One answer names the situation where RPO is the wrong choice.
How does RPO help my company?
RPO gives you a fixed hiring process run by an outside team, so your managers spend their time on selection only. PayrollBD absorbs sourcing, screening, scheduling and reference checks, and returns a shortlist measured against criteria you signed off. Time to hire falls because searching and coordination never wait for a free calendar slot. The hiring file is complete on joining day, so onboarding is not delayed by missing records.
What is included in your RPO service?
Everything from the vacancy brief to the joining date is included, in this order:
- 1Role criteria agreed in writing.
- 2Candidate sourcing with a logged source for every name.
- 3Screening against the agreed criteria.
- 4Interview scheduling and written feedback.
- 5Reference verification with named referees.
- 6Offer drafting and joining follow-up.
The employer signs and issues every record; we prepare the drafts.
What decides the shape of an RPO engagement?
Scope decides it. Three inputs set the shape of an engagement: the number and seniority of the roles, whether hiring is continuous or a one-off project, and how much interview coordination stays with your team. A single specialist search runs as a project. A continuous ramp runs as a dedicated desk with named researchers. Both are written into the brief before work starts, so the boundary is never argued later.
Do you use recruitment technology?
Yes. Candidate records, sourcing logs and interview feedback are kept in our own systems, and we work inside your applicant tracking system when you give access. Where you already use a specific tool for tests or scheduling, our coordinators use it instead of duplicating the record. Nothing about a candidate is stored outside the systems named in the brief.
What do you track to prove the hires are good?
We track conversion at each stage, time to fill, offer acceptance and how many placed workers are still employed after probation. Each figure is reported per role rather than as one site average, so a weak sector shows up instead of being hidden. Rejected profiles carry written reasons, and that is what makes the funnel auditable. You receive the same report we use internally.
Can you help with seasonal hiring?
Yes. Seasonal ramps run as projects with a start date, a target role count and a close date. We agree the volume and the screening criteria before sourcing, because a ramp fails on coordination rather than on candidate supply. For a very short ramp of a handful of roles, a single search assignment is lighter in process than a full RPO desk.
Start Your Recruitment Handover
Send the vacancy brief and you receive a written scope with the screening criteria for each role.