Common written examination for banks : an unfair game
The Common Written Examination (CWE) for recruitment in banks had come with a great sigh of relief as it saved a lot of money, time, energy and duplicating efforts on the parts of both i.e., banks and its aspirants but it is just a half of the solution. With the result of first such CWE for bank officers is announced, the duplication and chaos has now been shifted to rest of the selection process. The Institute of Banking Personnel Selection (IBPS) which has been authorized to conduct a common examination has handed over the score cards to all successful candidates. SBI is not a part of this common pool as it has decided to conduct its recruitment examinations separately. In the next phase all 19 participating banks will issue separate advertisements against their vacancies and CWE successful candidates need to apply separately to each participating bank with the same IBPS score card.
It is quite likely that as soon as the results of IBPS examinations are declared, every member bank of the pool would like to absorb and retain the best of the successful lot. This will create an unhealthy competition amongst banks and pressure will be put on the candidates to handle so many interview schedules simultaneously. Each bank will have an average of 1500-2000 vacancies every year and if the same lot of IBPS pass-outs are interviewed , theoretically, most of the banks may end up selecting the same set of candidates. This situation will also lead to frequent switchovers by candidates from one bank to another on account of their preference for a particular bank or place of posting. Apart from this if the same lot is interviewed in most of the banks (on the basis of merit in their CWE score cards) a sizeable number of candidates will loose the opportunity to be interviewed. In practice, three candidates are called for interview against one post and final selection is being made after adding interview marks to the CWE score. In such scenario, depriving some one a chance of being interviewed can be a serious irregularity.
Now let us evaluate the above apprehensions in the real backdrop of current situation. Ever since the result of IBPS officers exam is declared 0n 12th December 2011, three banks have published their employment notification for the post of officers so far and others will follow soon. The last date of applying is nearly the same in all three banks and in all probabilities their interview schedules may collide. One can easily understand the happenings of the sequence of events described in previous para in the current scenario.
The other anomalies and unfair treatments visible in the process of selection lies in different eligibility criterion and rules observed by different banks. The basic criterion for being eligible in appearing in CWE was a simple pass in graduation, now all the three banks who have notified so far have asked for a minimum of 55% in graduation. One bank has expressed a preferential treatment to candidates holding a diploma in banking and finance. The same bank has asked for a three year service bond of Rs.200000/- from the candidates joining it. This is highly unfair. If a candidate is eligible for 19 banks on the same score card how one bank can deny this opportunity to him. All participating banks are not at par in terms of their size, branch spread, business and career opportunities, hence it is unfair to restrict someone through such tactics. Some banks have made it mandatory to have computer course from a reputed institute. Now what will be considered as a reputed institute ?. how one can fulfill such unforeseen requirements. One of the banks has allowed all successful candidates irrespective of their score in CWE but others have fixed their own cutoff marks (around 60%) to be eligible to apply.
Why can’t the participating banks agree on a common criterion in respect of age , educational qualification, and cut off marks, if not, they should go back to the old system of individual recruitment exercise. Earlier to CWE , individual banks were asking candidates to apply online with a exam fee and there was no fee charged for interview process. Now candidate has to apply to all 19 banks separately with a interview fee of Rs.200/- per bank. In the process all benefits of common examination procedure in terms of saving money , time ,energy and duplication efforts are lost.
The purpose is not merely to criticize the new system but also to suggest a fair solution to this problem. The solution lies in formulating an end to end common recruitment process like civil services exams. The exam should be held once a year and IBPS or any other independent authority should be entrusted with the job of selecting banking personnel through a complete process of written and in-person evaluation. Banks should indicate their vacancy requirements to the evaluation authority. A common merit list will be prepared and candidates should be given a chance to select the bank of their choice on the basis of their position in merit.
BHARAT SHARMA
C-44/8 “Bargad Aashram
Rishinagar Extension , Ujjain
(The letter writer is running a Free Guidance center for bank recruitment exams)
