Ending delay in public recruitment process

The recruitment process in government organisations has become alarmingly slow and complex, creating significant problems for job seekers. On an average, it takes two to three years to complete the entire process-from the publication of the job circular to the final selection-encompassing initial screening, written examinations, and oral interviews. This prolonged timeline not only wastes valuable time but also causes mental stress and uncertainty, disrupting the future plans of job seekers. Moreover, such inefficiencies lead to a backlog of vacant positions, affecting overall institutional productivity and service delivery.

The delays in recruitment exacerbate frustration among candidates. Often, after the initial screening and written exam, the oral interview is scheduled indefinitely, leaving applicants in limbo. Additionally, unclear terms and conditions in job advertisements frequently result in the exclusion of qualified candidates from the final selection process. In some cases, discrepancies in job requirements and last-minute changes in eligibility criteria further disadvantage applicants, leading to accusations of favouritism and a lack of meritocracy in hiring decisions.

This issue becomes even severer when age limits are set. Many eligible candidates find themselves exceeding the age limit due to delays in the recruitment process, thereby losing their opportunity to apply. Such setbacks not only affect their career prospects but also take a toll on their mental well-being, making it harder for them to achieve stability in their professional lives.

Ensuring transparency and accountability in recruitment is essential. A fixed timeframe should be established for completing each stage of the process, from initial screening to final appointment. Administrative measures must be implemented to ensure adherence to this schedule. Additionally, digital solutions and automated recruitment systems could be introduced to expedite the process and reduce bureaucratic inefficiencies. Therefore, we urge the authorities to introduce efficiency and transparency in recruitment so that job seekers can secure employment without unnecessary delays. Addressing these challenges will not only benefit job seekers but also contribute to a more efficient and competent public sector workforce.

Nusrat Jahan Arpita

Department of Mass Communication and Journalism

Jagannath University, Dhaka

arpitanusrat7@gmail.com