Agri- Care
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- Mar 22, 2017
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What are professionals’ roles undertaking by Public Services Recruitment Secretariat? (PSRS)
Its a rolling question in mind of many professionals and non professionals who in any of the way have dealt with this government entity purposely created for recruits and staffing on behalf of various government parastatals .
PSRS bare supreme Human Resource responsibilities which in reflection on how it tends to execute the given tasks it’s vivid that it has "underplayed" the entrusted responsibilities.
This has for many times sensitize general public especially in its Recruitment processes which has been noticed to as unprofessional, cumbersome, stress-fully, and hence agitates bias feelings among candidates who has with no clear grounds been disqualified and deemed as an unsuccessfully one.
Impartiality notion to the general public , arises and drive it to question on what are recruitment policies are at the disposal of PSRS that has frequently misleading and turn this entity as unprofessional one??. What are those unique and anonymous HR directive steps applied by PSRS that are substantially differ from well known casual ones?? all these are apparent questions that occupy every one mind who had in this way or that way deals with this entity.
It’s immensely shocking for such huge entity as PSRS to be contemplated as one lack of competent HRs and Recruiters who proved even to be blind for truly simple, light and administrative formalities that can be avail any where if say not been taught in school. Millions of applicants for ten vacancies can’t be avoided, but it doesn’t professionally guarantee all to be embraced in HR shortlists. They may be 10,000 applicants who proved to meet minimal selection criteria for a particular 10 posts, But one who deals and manage applicants pool let say here is Human Resource manager (HRM) has to be exceptional tactfully in resume Screening so as only few will qualify and pulled to the shortlist even if there are so many who meet the laid down and advertised criteria. What quoted wrong with these officials is misunderstanding and comprehending that setting criteria for selection ended once job post have been aired out to the public. With absolutely no sense that they are master planners who shall be required to filter candidates based on their own criteria provided that those criteria are meant to hunt the best of the best candidates before interview invitation. HRs/ Recruiter are ethically and legally given jurisdictions to layout selection criteria only given that , those criteria will be expressible and self evident to the third part (auditors, Directors, or else).
This thread is particular to those officials who are undertaking recruitment at Public Services Recruitment Secretariat (PSRS). How are they dare to summon a thousands of applicants across all country’s angles with no regard to financial disturbances, mental disturbances, and physical tiredness they many inject to those who else how would be by default unsuccessfully applicants? What is terminology “SCREENING” infers to them? Invitation of direct disqualified applicants (if proper screening could be done) all the way from Kigoma, would it not sound absolutely disturbance to candidates and tremendously un professionals for the entity?
Perhaps the strives toward adhering to the policy of “Equal Employer “might be what get them offside for execution of their duties. I can infer there is an acute misinterpretation for the policy by the entity to mean that everyone who meets minimal criteria should be called for interview. Contrary the policy emphasizes on free of bias selection processes by recruiter based on merits and ultimately fair treatment at working places.
To add insult to an injury, PSRS officials dare even to send warmly invitations for under qualified applicants who through taking a glance with lay man eyes, they are by default drawn out to precede to a next recruitment steps (Interview). Most of times in their executions they ignorantly tend to bite their own tails through laying down specifications for openings and with intent shortlist who even don’t half qualify for shortlist.
This might be interpreted as exceptional laziness, unprofessionalism, negligence, lacking of human sense, and above all perpetuation of business as usual tendency that noted to inhabit the entity for a several decades. Being a giant country’s Recruiter should be and it’s truly expected to be role model for other subsidiaries recruiters all over the country through firmly holding and adherence of HR ethics which later will aid professional protectionism.
There is exceptional number of instances; where by multitudes of applicant has been haphazardly invited for merely few available posts. Taking instances for the fore gone recruitment done by PSRS aimed at filling openings at Migrations, PPF, NSSF, Mwalimu Nyerere University of Agriculture etc.
Turn next page…………
Good luck Nelson.
+255 763 731 245
Employer Branding; labor law Practitioners ;Talents Management / Acquisition.
Its a rolling question in mind of many professionals and non professionals who in any of the way have dealt with this government entity purposely created for recruits and staffing on behalf of various government parastatals .
PSRS bare supreme Human Resource responsibilities which in reflection on how it tends to execute the given tasks it’s vivid that it has "underplayed" the entrusted responsibilities.
This has for many times sensitize general public especially in its Recruitment processes which has been noticed to as unprofessional, cumbersome, stress-fully, and hence agitates bias feelings among candidates who has with no clear grounds been disqualified and deemed as an unsuccessfully one.
Impartiality notion to the general public , arises and drive it to question on what are recruitment policies are at the disposal of PSRS that has frequently misleading and turn this entity as unprofessional one??. What are those unique and anonymous HR directive steps applied by PSRS that are substantially differ from well known casual ones?? all these are apparent questions that occupy every one mind who had in this way or that way deals with this entity.
It’s immensely shocking for such huge entity as PSRS to be contemplated as one lack of competent HRs and Recruiters who proved even to be blind for truly simple, light and administrative formalities that can be avail any where if say not been taught in school. Millions of applicants for ten vacancies can’t be avoided, but it doesn’t professionally guarantee all to be embraced in HR shortlists. They may be 10,000 applicants who proved to meet minimal selection criteria for a particular 10 posts, But one who deals and manage applicants pool let say here is Human Resource manager (HRM) has to be exceptional tactfully in resume Screening so as only few will qualify and pulled to the shortlist even if there are so many who meet the laid down and advertised criteria. What quoted wrong with these officials is misunderstanding and comprehending that setting criteria for selection ended once job post have been aired out to the public. With absolutely no sense that they are master planners who shall be required to filter candidates based on their own criteria provided that those criteria are meant to hunt the best of the best candidates before interview invitation. HRs/ Recruiter are ethically and legally given jurisdictions to layout selection criteria only given that , those criteria will be expressible and self evident to the third part (auditors, Directors, or else).
This thread is particular to those officials who are undertaking recruitment at Public Services Recruitment Secretariat (PSRS). How are they dare to summon a thousands of applicants across all country’s angles with no regard to financial disturbances, mental disturbances, and physical tiredness they many inject to those who else how would be by default unsuccessfully applicants? What is terminology “SCREENING” infers to them? Invitation of direct disqualified applicants (if proper screening could be done) all the way from Kigoma, would it not sound absolutely disturbance to candidates and tremendously un professionals for the entity?
Perhaps the strives toward adhering to the policy of “Equal Employer “might be what get them offside for execution of their duties. I can infer there is an acute misinterpretation for the policy by the entity to mean that everyone who meets minimal criteria should be called for interview. Contrary the policy emphasizes on free of bias selection processes by recruiter based on merits and ultimately fair treatment at working places.
To add insult to an injury, PSRS officials dare even to send warmly invitations for under qualified applicants who through taking a glance with lay man eyes, they are by default drawn out to precede to a next recruitment steps (Interview). Most of times in their executions they ignorantly tend to bite their own tails through laying down specifications for openings and with intent shortlist who even don’t half qualify for shortlist.
This might be interpreted as exceptional laziness, unprofessionalism, negligence, lacking of human sense, and above all perpetuation of business as usual tendency that noted to inhabit the entity for a several decades. Being a giant country’s Recruiter should be and it’s truly expected to be role model for other subsidiaries recruiters all over the country through firmly holding and adherence of HR ethics which later will aid professional protectionism.
There is exceptional number of instances; where by multitudes of applicant has been haphazardly invited for merely few available posts. Taking instances for the fore gone recruitment done by PSRS aimed at filling openings at Migrations, PPF, NSSF, Mwalimu Nyerere University of Agriculture etc.
Turn next page…………
Good luck Nelson.
+255 763 731 245
Employer Branding; labor law Practitioners ;Talents Management / Acquisition.
