“Merit-based and transparent recruitment is certainly the natural responsibility of the state. But when engineers, MBA and master’s degree holders compete for the lowest post like office assistant, it is not just a recruitment story; it raises a bunch of important questions in front of the country’s employment, education system, human resource management and recruitment policy.”
Pirojpur Correspondent:
Out of 18 people appointed as office assistants in the Pabna District Commissioner’s office, 17 are engineers, MBA, master’s and honors degree holders. After the news was published, two types of reactions were seen on social media. One side says that this is an example of 100% transparent, merit-based and corruption-free recruitment. The other side’s question is – is it really good news for such highly educated youth to be appointed to a post like office assistant, or is it a reflection of a deep crisis in the country’s job market?
There is undoubtedly no alternative to merit-based recruitment. An environment free of bribery, lobbying or political influence in recruitment is the identity of a modern state. However, it is also true that the success of an appointment is not only in the transparency of the process; how effectively that appointment can utilize the state’s human resources is equally important.
Office Assistant is one of the lowest-level posts in the government service. Once called MLSS. Carrying files, delivering documents, cleaning the office, and entertaining guests are the main responsibilities of this post. No job is small, the status of labor is equal everywhere. But the question is, has the state educated a BSc engineer, MBA or Master’s degree holder for this job for a long time? Is it the best use of human resources to employ a highly skilled workforce in work that is incompatible with their skills?
There is another real issue. Most highly educated youth will not see this job as the final destination. They will naturally try for a better job according to their qualifications. They will leave their current workplace as soon as they get the opportunity. Then the post will be vacant, they will have to be recruited again, trained again, and administrative costs will increase. In other words, this appointment does not guarantee stability in the long run.
On the other hand, for countless young people who did not get the opportunity to study after passing SSC or HSC, positions like office assistants have long been a real employment opportunity. Today, that opportunity is also being narrowed by unequal competition with the highly educated. As a result, a large section of society, for whom such positions are most suitable, is gradually falling behind.
There is also an important policy issue here, which forces us to think. There are many government positions in Bangladesh, where candidates with additional qualifications cannot apply. For example, BSc engineers are generally not allowed to apply for various positions designated for diploma engineers. The purpose of this is to ensure employment opportunities for candidates of a certain level and maintain a balance in the manpower structure. Then the question may arise—shouldn’t similar policy thinking be applied to some positions like office assistants? At least this debate needs to be had.
This incident also raises important questions about the country’s education system. Thousands of engineers, MBAs, bachelor’s and master’s degree holders are coming out every year. But employment opportunities are not being created that are suitable for their skills. As a result, higher education is becoming just a certificate instead of work skills in many cases. When a young person is forced to apply for an office assistant position after studying at a university for four or five years, the question is not only about the individual; it is also about the development plan of the state.
Economists have been saying for a long time that the development of a country is evaluated not only by the level of education, but also by the ability to create employment based on that education. If an engineer does not do engineering work, if an agriculturist does not work on agriculture, if an economist does not get the opportunity to apply his knowledge, then the state is failing to properly utilize its most valuable asset—human resources.
Another point is also important to mention. Now we often hear—‘jobs were given without lobbying’, ‘not a single taka of bribe was taken’, ‘pressure-free recruitment’. Undoubtedly, these are positive news. But if you think about it a little, the question arises—should these be mentioned separately? Transparent, corruption-free and merit-based recruitment are the natural characteristics of the state. When a normal matter is promoted as a special achievement, it should be understood that irregularities in the past have lowered our standards of expectations.
This recruitment from Pabna is not just news from a district; it is a reflection of the employment reality of Bangladesh. Just as there is a positive message of transparent recruitment here, there is also the harsh reality of educated unemployment, unnecessary use of over-qualification, waste of human resources and limitations of the recruitment policy.
Transparent recruitment certainly deserves praise. But the success of the state will be complete only when an engineer does not have to be an office assistant, and an SSC or HSC pass youth is not deprived of suitable job opportunities. The real criterion of development is not just increasing the number of degrees; but creating a balanced and effective connection between people’s education, skills and the workplace. Establishing that connection is the biggest challenge of today.
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