Once you have decided which one is doing better and which one doing worse, recommend strategies for improvement for the organization that you think is doing worse at the moment. Design a thorough recruitment and selection strategy for this organization.

In contrast to Praan, which is primarily a Bangladeshi business, Nestle is a Swiss corporation. Both organizations are superior in terms of human resource management when comparing the two companies' performance. It may differ from county to county. Praan RFL has two recruitment sources as internal and extemal sources. In both recruitment sources, they follow the traditional method. Despite being a local organization, they keep opportunities to hire candidates from outside of the country. They wanted to offer ambitious and successful careers to the candidates, which means they accept diversity. They focus more on advertisements. They allow every aspect of people rather than concentrating on talented people. But sometimes, it's not suitable for the company because they lose talented candidates, whereas Nestle always focuses on recruiting qualified candidates. They follow network recruitment which is low in cost but highly convenient. But sometimes, there is a high chance of getting inaccurate information. Here we can say that nestle is maintaining their employee quality and diversity at the same time. Therefore, Nestle has a better recruitment process. Pran RFL has more selection steps than Nestle. But it doesn't mean they have a very long selection process; instead, it can be said that it is a unique selection process. If we look into the selection strategy of PRAAN RFL, we can see that they follow many steps. In Screening and Short-listing Applications, the responses to ads are categorized and vetted. CVs and cover letters are both examined. The covering letter is evaluated for its quality, style, and language, the focus on the areas required in the advertisements, and its style and language. The written examination is a standard component of the regular recruiting procedure. It is carried out as needed. There has never been a written exam for managers; applicants must go straight via the interview procedure. Also, they do selection interviews, Reference Checks, Employment decisions, Offering the role, Verbal offer, and Written letter of recommendation. On the other hand, Nestle's selection strategies are application, interview, and the job offer. It is a straightforward method of selecting employees. But the reason behind this short process is the better recruitment process. During the recruitment process, nestle highly assesses the candidates, so they are already aware of every candidate's capabilities. Because of this, the selection process is short. Despite following a short selection process, the interview offers the candidates to solve a case study. This is how they examine the candidates' practical knowledge. The selection process of Praan RFL is more sequential than Nestle's one. In the case of applying for a job and getting a job. Praan RFL is better than Nestle. However, for the benefit of the organization, Nestle's recruiting and selection processes are stronger