The process of sending workers to Malaysia at zero cost through the state-run Bangladesh Overseas Employment and Services Limited (BOESL) has commenced following discussions and scrutiny.
If all goes as scheduled, the selected workers are expected to depart for Malaysia next month.
However, questions have been raised right at the beginning of the recruitment drive regarding a sudden change of the interview venue, causing suffering to many candidates.
Renowned Malaysian manufacturer Top Glove plans to recruit a total of 379 workers from Bangladesh. Verification and interviews for former employees (ex-workers) began on the morning of November 11 at the Bangladesh-Korea Technical Training Center (BKTTC) in the capital.
Meanwhile, candidate screening and interviews for employer-recommended candidates (referral workers) will be conducted on November 12 directly by the employer.
Combined, both categories aim to fulfill the total recruitment count of 379 workers.
Under the employer's plan, Top Glove will bear all expenses related to visas, medical examinations, and immigration processing for the selected candidates, ensuring zero migration cost for the recruits.
Top Glove actively promoted the recruitment drive across various online platforms.
Advertisements posted on the company’s official LinkedIn and Facebook pages initially stated that interviews for prospective candidates would take place on November 11 and 12 at Madani Avenue in the Bashundhara Residential Area, Dhaka.
Candidates were instructed to bring their passports and necessary documentation.
However, just one day prior to the interviews, a new notice was posted on the company's Facebook page announcing that the venue had been shifted to the Bangladesh-Korea Technical Training Center (BKTTC).
The abrupt change left many applicants confused. Candidates who had prepared to travel to Madani Avenue in Bashundhara based on the initial announcement had to reorganize their transit plans on short notice.
The situation proved especially problematic for candidates traveling from outside Dhaka, creating anxiety over unexpected travel time and expenses, unfamiliar locations, and the risk of failing to report on schedule.
Several applicants attending the interviews further alleged that their past work experience and skills were not being evaluated properly.
Additionally, candidates noted a lack of clear guidance regarding appeal or review procedures in the event of rejection.
Questions have been raised as to why the venue was changed at the eleventh hour when it had been pre-determined, and whether explicit consent was obtained from the employer prior to making the modification.
BOESL clarifies
When asked about the sudden change during the interviews at BKTTC on Wednesday morning, BOESL managing director Mohammad Rashedul Huq told reporters: "BOESL operates with a specific mandate. As a government agency, we cannot utilize private office spaces to maintain this operational framework, which is why permission was not granted for that venue by the government."
Migration experts, however, contend that simply shifting the interview location does not guarantee transparency in recruitment.
Instead, what matters is whether such changes are logical, transparent, and executed with mutual consensus among all stakeholders.
Decisions taken without prior coordination or consent from the employer could lead to complications in future recruitment pipelines.
Commenting on the matter, migration expert Barrister Humaiun Kabir Pallob emphasized that changes during recruitment processes—whether venue-related or otherwise—must occur through bilateral discussion and mutual agreement.
He warned that a lack of coordination and consensus could deter major foreign employers like Top Glove from pursuing zero-cost recruitment in Bangladesh in the future, ultimately impacting the national overseas employment sector.
He advised BOESL to adopt a more cautious, coordinated, and professional approach when managing such recruitment drives.
Top Glove's focus on ex-workers and referrals
Top Glove’s initiative to select candidates directly—focusing on re-hiring former employees as well as candidates recommended by existing staff—has drawn significant attention.
Stakeholders noted that allowing employers to select candidates based on past experience and internal referrals can increase efficiency.
However, maintaining effective administrative support from BOESL while protecting employer autonomy in candidate selection remains vital.
While the primary objective of zero-cost recruitment is to relieve workers of migration debts, ensuring candidate quality, process transparency, and seamless coordination among all involved parties is equally essential.