Prime Minister Narendra Modi has given aspirants of category-III and category-IV jobs in central government organisations a “unique gift” this new year. They would no longer be required to appear before an interview panel as the process of selection would be based purely on “merit”. The practice would come into effect from January 1.
While the prime minister’s intention behind the move was to eradicate corruption in the recruitment process, job industry watchers are apprehensive. They say as the country is yet to possess the systematic sophistication to identify the best candidate for a given job, the move might lead to bad appointment in many cases.
Modi, however, does not want the move to remain confined to only central government organisations, but urges states also to break away from the interview system, which often does not follow ethical practices.
“On the eve of the new year, we are going to give a unique gift to the youth of the nation. There will be no interview for class III and IV vacancies in government jobs,” Modi said at the at the foundation stone laying ceremony for the construction of Delhi-Dasna-Meerut expressway section of NH-24.
“We all know that interview means recommendations from a renowned person. The deserving candidate does not get an opportunity if he doesn’t have a strong recommendation. This is why we have decided not to have interviews for class-III and -IV aspirants. If one is eligible, based on merit, he will get the appointment letter at his place. This is a very important step against corruption,” he added.
Industry watchers said since the category-III and often category-IV jobs are the first point of contacts in any organisation, the behaviour of such employees are of paramount interest which might not be assured from a mark-sheet.
“The prime minister’s idea is theoretically elegant. However, I am afraid, we do not have the systematic sophistication yet to identify the best match for a given job, back a degree to be an adequate and appropriate indication of a person’s ability to do the job they are being hired for nor do we have the transparency to ensure the hiring decision shall not be clouded by influence of any nature,” said Rituparna Chakraborty, senior vice-president of Teamlease Services.
“The decision may reduce the time for recruitment, but increases the bad recruitment. Mark sheets do not give the true reflection of a candidate. You cant judge by the mark-sheet four things — attitude, behavuiour, relevant experience and overall suitability,” R P Yadav, CMD, Genius Consultants and trustee and board member of the Indian Staffing Federation.