Reducing paperwork in the recruitment and selection process for sustainable solutions of time management and enhanced efficiency: a detailed research on Square Pharmaceuticals PLC

Abstract

This report is intended to analyze the recruitment and selection process at Square Pharmaceuticals PLC and to suggest sustainable technology-based solutions to lessen paperwork and improve time management so that the whole operational efficiency of the company could be increased. The research basically addresses the issues concerning the traditional manual recruitment system within the company and searches into how this digital transformation could help put in a more streamlined and effective recruitment workflow by having Applicant Tracking Systems (ATS). Square Pharmaceuticals, being the major player in the pharmaceutical industry in Bangladesh, at present conducts most of its recruitment activities in a paper-based manner, including collection of CVs, manual interviewing files, repeated communication with candidates, and writing down candidate evaluations. Whilst there is some level of productivity in these methods that are there to save time and energy, they really need modernizing in the face of HR systems that multinational companies such as Pfizer have adopted, a complete and full-scale digital recruitment platform. The study is qualitative, with a research design that used semi-structured interviews with HR executives, senior executives, and managers of the Recruitment and Selection section. Primary insights were also provided owing to direct participation in the recruitment procedure during a three-month internship at the company's Corporate Headquarters (CHQ). The findings highlight the major bottlenecks that exist in areas such as CV sorting, written examination evaluation, and candidate communication. Further, the study finds an openness prevailing among HR professionals toward digital adoption with no facility in the form of budget or IT infrastructure; hence, these do not form genuine barriers. Recommendations are proposed on the basis of these, including running a pilot with the digital recruitment tool at CHQ, holding structured training sessions for the HR staff, appointing an implementation supervisor for the same, and gradually rolling out the system to other departments. It is expected to save time, reduce errors, and improve so much the candidate experience that HR professionals at Square deem this ever more vital for employer branding and talent acquisition. This research ultimately reinforces the strategic importance of digital transformation in human resource management, underlining the need for organizations like Square Pharmaceuticals to evolve their HR systems in tandem with global best practices for the dual purposes of improving internal processes and attracting and retaining quality talent in an increasingly competitive market. The findings and recommendations made in this report serve as working insights toward the long-term objective of building a modern, agile, and resilient HR infrastructure.