Recruitment and Choice of Personnel in Developing Nations7796202
Whilst the U.S.A and Europe are struggling to fight unemployment due to the great recession of the last 2 or 3 years, India, on the other hand, is seeing a fantastic revival of employment opportunities in the private sector. All top companies are on recruitment spree to rope in the very best talents from various colleges of the country. There is a massive recruitment drive. It is a matter of great satisfaction for the emerging nation that India does not need any help from the West in the form of experts, advisors, managers, operating and teaching personnel etc and is able to meet all its needs totally and capably.
Recruitment of people is done by various methods by different companies. The Central and State Governments adopt techniques which are various from that of private sector companies. There are 2 or 3 techniques in vogue, the oldest and the most transparent is via the Union Public Service Commission. They conduct examination at national level, which are open to all those who satisfy the minimum qualifications needed and are advertised. A select number of aspirants are known as for interview and amongst them the best is offered the job. The entire process is open and extremely little scope for any malpractices. All Government owned companies and some departments like Atomic Energy and Space Research also follow the exact same technique.
The private sector follows the Western model. They conduct what they call "Aptitude Test" followed by a group discussion, then a preliminary interview and subsequently the final interview. Full transparency is not apparent in the interview stage, and there is possibility of favors being granted to relatives of Directors and so on.
Nonetheless, the really talented and deserving are never left out. This space is extremely crowded because of the disparity in the remuneration between these jobs and those of the Government. There also people who prefer Government jobs because they are secure there.
Recruitment of the right people is a key element in the successful aspiration of any young company. 'The right people in the correct job' is the theme. Special panels are constituted to conduct interviews, depending on the posts becoming filled. Great pain is taken in framing the questions for the tests with the help of specialists, the aim becoming to know not only the candidate's technical and general understanding but also find out the reflexes and tough situations response, power of quick thinking and decision making. Recruitment is not an easy procedure in such a complex country.
