8/11/2019 AninditaBanerjee_Krati Jain_Flaws in Selection Process
in India
2/2
properly. Even IIMs- CAT has adopted a computerised online
method of testing, which is claimed tobe highly ineffective &
erroneously managed by students. They have often alleged of
miscalculationsin the final score card. Strangely for them, their
percentiles across sections had dramatic variance. .The Personal
Interview is can often be exposed to personal bias of the
interviewer. In addition, manyessential skills cant be evaluated in
such short span. A Lot of emphasis is given to prior
academicspercentage ( 10 ,12 and graduation percentages) and work
experience which might not even berelevant. So there is always a
chance of rejection of a more suited candidate in personal
interviews.
Public Services:
The prestigious public service jobs of India all have written
exams like IPS, IAS , IRS ,etc. for theirselection process ,which
is based on meritocracy . It is a challenge to apply this concept
when itcomes to recruiting in the public sector, for this concept
does not always bring out the best
attributes suitable for the job. For example, the IPS officers
are recruited from the statepolice cadres and from the rigorous
Civil Services Examination conducted by Union Public
ServiceCommission every year which again is in the form of test and
does not focus on the skills required forthe role of IPS. Similar
is the problem with IAS. The IAS exam is one the toughest in the
world tocrack , but , strangely, not many IAS officers have made
significant difference in policyimplementation of our country, the
same work which could be done by any person with a lot less IQ.
Even in the coveted PSUs the selection process remains a
challenge because it is a commonperception among people that just
one exam can guide / define their entire professional career.Once
they are selected, they consider their career goal , i.e. to get
selected in a PSU bank ,to have
been achieved , & thus develop a tendency of work avoidance.
Also in public sector recruitment isnot based on sound labour
projections which impacts selection considerably.
Private sector recruitment:
The private sector selection process also suffers from glaring
loopholes. This is evident from theattrition rate in the private
companies, especially the IT sector. The private sector recruiters
in Indialook for the brightest minds and thus go to IITs and other
top colleges to recruit, where many atimes the roles are not
aligned to the candidates specialization . In Spite of this, they
are recruited tothe profiles which they dont find challenging
enough . Later on , due do their role expectations fromthe company
not getting fulfilled, they often resign from the company.
http://en.wikipedia.org/wiki/En_cadrehttp://en.wikipedia.org/wiki/Civil_Services_Examinationhttp://en.wikipedia.org/wiki/Union_Public_Service_Commissionhttp://en.wikipedia.org/wiki/Union_Public_Service_Commissionhttp://en.wikipedia.org/wiki/Union_Public_Service_Commissionhttp://en.wikipedia.org/wiki/Union_Public_Service_Commissionhttp://en.wikipedia.org/wiki/Civil_Services_Examinationhttp://en.wikipedia.org/wiki/En_cadre
