Recruitment and Selection of Personnel in Developing Nations8494674
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 country that India does not need any assist from the West in the form of experts, advisors, managers, operating and teaching personnel and so on and is able to meet all its needs fully and capably.
Recruitment of people is carried out by various techniques by different companies. The Central and State Governments adopt techniques which are various from that of private sector companies. There are 2 or 3 methods in vogue, the oldest and the most transparent is through the Union Public Service Commission. They conduct examination at national level, which are open to all those who satisfy the minimum qualifications required and are advertised. A select number of aspirants are called for interview and among them the best is given the job. The entire procedure is open and very small scope for any malpractices. All Government owned companies and some departments like Atomic Energy and Space Research also adhere to the 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 etc.
Nonetheless, the really talented and deserving are by no means left out. This space is very crowded simply 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 correct people is a important element in the successful aspiration of any young company. 'The correct people in the correct job' is the theme. Special panels are constituted to conduct interviews, based on the posts becoming filled. Great pain is taken in framing the questions for the tests with the assist of specialists, the aim being to know not only the candidate's technical and common understanding but also find out the reflexes and tough circumstances response, power of fast thinking and choice making. Recruitment is not an simple procedure in such a complex country.