Improve recruitment process in the country

MOST times, we blame job seekers for not being active in looking for jobs.
Some job seekers are told to fix their curriculum vitae, while others are told to dress up well and prepare themselves for interviews.
Yes, it is true that job seekers should be active to get a job.
However, a coin has two sides.
There are issues contributing towards why most people do not get jobs easily.
Firstly, nepotism and favouritism is evident in almost all recruitment processes in Papua New Guinea.
This is true because we have less qualified getting jobs.
I know a good number of people who are offering jobs to their relatives.
I know this paper’s readers know of some as well.
Employment and recruitment in the public sector is worse.
Even some private sector organisations and recruiting consultants are practicing it.
Most times, we blame the recruiting personnel, but I have learnt that it is the frontline managers who are also responsible for this.
Mangers are making recommendations of people they know and not based on merit.
They then train them after recruitment and help them get long-term contracts.
Poor communication is another challenge.
A common practice in some organisations is that they state in advertisements that they will only be contacting successful candidates.
This is not good.
At least provide a feedback and notify candidates that their application has been received.
State why the candidate did not meet the recruitment criteria.
This will help them improve in the next application.
Job hunting is like a game.
During recruitment, candidates need to score good points to be selected.
Leaving a feedback will make their experience more educational.
Furthermore, we cannot blame CVs and weak cover letters when we see and know that we have the right candidate.
Job seekers have documents such as transcripts and references to be considered.
It is only a matter of screening in alignment with management needs and making confirmation to the trueness of candidates’ documents.
Every recruitment process has interview stages.
This is the opportunity for hiring managers to hear from candidates so that they can assess them.
Recruiting personnel should be creative and looking vigorously when selecting from a batch.
Selection should be based on merit.
Most head offices and company headquarters are located in Port Moresby.
Likewise, government agencies and even a good number of business operations are centred in Port Moresby. The other large city is Lae in Morobe.
Other centres do not have enough employment opportunities.
I wonder why most of the time recruiting agents prefer candidates according to their residences.
I have seen a good number of job advertisements mentioning requirements such “candidate must be based in Port Moresby” and so on.
I have been asked in a pre-interview phone call questions about my location.
I then received a mail informing me that I was disregarded due to travel restrictions and quarantine measures that will alter my interview.
Negligence, bias and inflexibility in professional conducts within recruitment destroys organisations and add poor value to the overall expectation of organisations.
Organisations need to be productive and create more job opportunities.
They need the right people for the job.
Papua New Guinea is 46 years old now, and we should change our mindset and behaviours for a better tomorrow.

Kunai,
NCD