RURAL RECRUITMENT - A CASE STUDY

Courtesy: Shivashankaran - Faujnet

In India recruitment process is mostly focused on to urban areas. Even though Indian government has various plans for rural employment such as Jawahar Rozgaar Yojna, implementation of which is merely on paper.

Problems faced by Recruitment Industry

Our population has grown to over 100 million, but the employable youth population is merely 30 % of net population. Various job portals and also employment exchanges across our vast country have databases of these employable and educated youths. There are few questions being faced by recruitment industry that poses a serious threat in finding suitable and employable youths.

* But how many of these are really being placed in some work places of their respective sectors - that is a BIG question in recruitment industry.
* Of these 30 % employable youths, how many are really being registered in job portals, employment exchanges, etc. On an average, 1/3rd of these are registered in these portals or even employment exchanges - i.e. 10 million employable job-seeker.
* These 10 million youths are registered in almost all job portals - duplicated. Even half of them are registered with respective district employment exchanges. Are they (job portals) really effective in finding suitable jobs for these aspiring candidates?
* How many of these registered job-seekers do have skill-sets required by various job sectors?
* A majority of these (80%) registered job-seekers are filtered out as junks. Do recruitment industries try to find out why they are not skilled and how to make them employable?
* In Govt. sector jobs, these employable youths are filtered out on the basis of caste, religion and minority segment. They are not interested to find skilled personnel in general categories, because they are bound by so called RESERVATIONS - unwanted ones.
* Where do the rest filtered out candidates go to find out a suitable job for them?
* Moreover, do right candidates get right jobs to their education, skill sets and necessity? Most companies try to fit non-suitable candidates for a different job. Like, an engineering candidate is put for marketing job or a call center job. Thereby, he/she do the job without much interest, resulting in productivity level going down in a company.
* Companies should get right candidates best suited for their job requirements. It is a Herculean task.

Solutions best matched for both Job-seekers and Employers:

In view of the above, we can have a long term solutions to both employers and job-seekers alike.

Instead of seeking job-seekers from same old portals time and again, we can hit rural areas and tier II and tier III cities for potential job-seekers. They do not have some essential skill set required by the employment industry, like communication skills.

We can conduct Career Guidance Program me/rural job fairs in their respective colleges or their town and guide them about industry requirements in present job scenario.Also, employer's expectations from these potential job-seekers in return of their necessity of a suitable job can be guided.

The Career Guidance Program me so conducted in rural areas should be done so in such a manner that at least 1000 potential job-seekers per job fair are attending it.