Manjunath 19 May 2022

Recruitment and selection in psu company

A PSU conducted recruitment drive.

As per their policy, written test and interview had ratio of 85:15 but they did not disclose it on recruitment notification.

Now, written test had 100 marks allotted and it was converted to 85 marks.

Now, in case of interview

1) The marks scored by candidates in written test was notified in website of company prior to interview.

2) The interview had 15 marks allotted.

3) The logic the company used is add the written test marks converted to 85 marks and they simply added what the candidates had scored in interview.

Is the logic correct?

Q1 - Shouldn't the company convert interview marks to 15% as per their own policy?

Q2 - Shouldn't the company NOT disclose marks scored by candidates in written test in website of company prior to interview as it may lead to Manipulation?

Also, in past, they recruited engineers in same Payscale and grade on basis on GATE Exam score and interview but their GATE score was not disclosed prior to their interview.

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1 Replies

syed jalal (student) 02 March 2024

Q1: The logic followed by the company is not entirely correct. According to their policy, the written test and interview should have a ratio of 85:15. Therefore, the interview marks should indeed be converted to 15% of the total marks. If they allocated 15 marks for the interview, these 15 marks should represent 15% of the total assessment, not simply added to the written test marks.

Q2: Yes, the company should not disclose the marks scored by candidates in the written test on their website prior to the interview. Doing so could potentially lead to manipulation or bias in the interview process. It's important to maintain confidentiality and integrity throughout the recruitment process to ensure fairness and equal opportunity for all candidates.

In the past, when the company recruited engineers based on GATE Exam scores and interviews, it was appropriate not to disclose the GATE scores prior to the interviews. This helps prevent any biases or unfair advantages among candidates during the interview process.