Recruitment and Choice of Personnel in Developing Countries2813073
While the U.S.A and Europe are struggling to fight unemployment due to the fantastic 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 fantastic satisfaction for the emerging country that India does not need any help from the West in the form of experts, advisors, managers, operating and teaching personnel etc and is in a position to meet all its needs fully and capably.
Recruitment of people is done by numerous methods by various companies. The Central and State Governments adopt methods which are various from that of private sector companies. There are 2 or 3 methods 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 choose number of aspirants are known as for interview and among them the very best is offered the job. The entire process is open and extremely small scope for any malpractices. All Government owned companies and some departments like Atomic Energy and Space Research also adhere to 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 etc.
Still, the really talented and deserving are by no means left out. This space is very crowded because of the disparity in the remuneration in between these jobs and those of the Government. There also individuals who prefer Government jobs because they are secure there.
Recruitment of the right 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, depending on the posts being filled. Great pain is taken in framing the concerns for the tests with the assist of experts, the aim being to know not only the candidate's technical and general understanding but also find out the reflexes and difficult circumstances response, power of quick thinking and choice making. Recruitment is not an simple process in such a complex nation.
