Dear Professionals, There is always second side for a COIN. Merit candidate sees one side. If the selection Committee sees the same sidehe/shae is selected. If they see the other side, someone, again with merit (whatever it may be), will be selected. There have been many instances where internal talent to be encouraged as they would have done a lot to the institution and may deserve elevation. You have to accept it as they cannot be elevated witout open advertisement. There are cases where meritorious candidate with experience was ignored and outsiders were selected. I faced this twice in my career. First I faced this in 1983 which made me to migrate to DRDO; I have no regrets as I was able to grow faster professionally and satisfied. Those who were There will be heart burn; but it is a part of life. we have to take it sportively. Regards Dr AL Moorthy, Former Director-DESIDOC & Chief Consultant (Inf Sci), BrahMos Aerospace, Hyderabad Centre, Adj: DRDL Rear Gate, Kanchanbagh PO, Hyderabad-500058 Ph: (O) 040-24087058; Mob: 09951212000 On Thu, Jan 30, 2014 at 10:13 PM, Prabhat Ranjan <prabhatranjan21@gmail.com>wrote:
Dear Vinod K. Mishra,
I read the posts on the forum. We might be agree that some external candidates with internal jacks have worse candidature than some internal candidates.
But, there are also candidates that are external and have no internal jacks.
They may be merited or without merit. It is the selection process that should be capable to choose right candidates. It it is not so, then selection process is not worthy to the same.
Why jacks are applied and with jacks are selected? LIS community has to answer it.
Regards,
Dear All,
My view is what is the professional status i.e. capability of selected internal candidate so our strength of protest should be accordingly because so many external candidates also selected with the help of internal jack and their performance is very very poor. Therefore we should see the reputation & growth of that particular organization because of the selected candidates performance and then we can point out on their policy of recruitment.
However now a days as far as library science is concern i feel that
On 1/30/14, Vinod Kumar Mishra <vinod_librarian@rediffmail.com> wrote: their is
lack of devotional and technologically advanced manpower. Choosing the best out of poor is grate challenge for good recruiters but it is very easy for poor recruiters.
On Thu, 30 Jan 2014 13:54:29 +0530 wrote
Dear Friends,
Since last few years a trend is increasing to select the internal
candidates against open post. We have been witnessing that written exams
and interviews are conducted to fulfill the whole process. But
pre-determined candidates are selected. Examination process is just an eye
wash. Nobody will deny for selecting the internal candidates, but don't
make other candidates fool. If there is no promotion policy in the
institutes for internal candidates who deserves for that post, then
promotion policy should be formulated for them. The candidates coming from
various places of the country are hoping that somebody from them will be
selected, but they don't know that result has already been prepared and
they are just wasting their money as well as time.
I have been witnessing case of one of the prestige institute of Library
Science in India since last five years. Most of the time, they have
selected the internal candidates. The question is that, why they are
calling number of candidates for the interview and wasting public money by
giving TA to the outsider candidates.
Please give your feedback on this issue.
--
with regards,
Anil Singh
Assistant Director (Library Services)
Competition Commission of India (CCI)
(Ministry of Corporate Affairs, Govt. of India)
'B' Wing, HUDCO VISHALA,
14, Bhikaji Cama Place,
New Delhi - 110066
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