Recruitment and Selection of Personnel in Developing Countries5308993
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 best talents from numerous colleges of the nation. There is a huge recruitment drive. It is a matter of fantastic satisfaction for the emerging nation that India does not require any assist from the West in the form of specialists, advisors, managers, operating and teaching personnel and so on and is able to meet all its needs fully and capably.
Recruitment of people is done by numerous methods by different companies. The Central and State Governments adopt methods which are different 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 best is given the job. The whole process is open and extremely little scope for any malpractices. All Government owned companies and some departments like Atomic Energy and Space Research also adhere to the same method.
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 extremely crowded because of the disparity in the remuneration between these jobs and these of the Government. There also individuals who favor Government jobs simply because they are safe there.
Recruitment of the right individuals is a key 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 experts, the aim becoming to know not only the candidate's technical and common knowledge but also find out the reflexes and difficult situations response, power of fast considering and choice making. Recruitment is not an simple procedure in such a complex nation.
