Dr Asangba Tzudir
At the heart of public trust in Nagaland and which hits deeply is the government job recruitment. In the recent past Forest, Excise, and now the Police Department have awakened skeletons in the cupboard having marred by controversy, allegations of irregularities, court cases, cancellations, and which has also led to prolonged uncertainties. The opening up of job opportunities in the govt. sector comes like twilight for a state starved by employment opportunities. Issues as such have turned moments of hope for thousands of educated unemployed youths instead to a cycle of anxiety, frustration, helplessness, anger, and disillusionment.
Recruitment and its associated processes is not merely an administrative exercise but for the government and also for the people who ‘owe allegiance’ is a moral contract between them. The repeated breach of such a moral contract causes damage in ways that goes far beyond delayed appointments, not to mention the normalized delayed recruitment process. It raises questions of faith in institutions, deepens social disparagement, and sends a very depressing message to the youths seeking employment.
Nagaland’s unemployment problem is already chronic. The issue is not just about educated unemployed but the ‘educated’ unemployables. With limited private sector opportunities, and where government jobs is still sought-after avenue over private Sector for economic security, social standing and mobility. When we think about the investment for conducting an exam, each recruitment notification carries enormous emotional and financial investment. A lot of money is spent on application forms, travel, coaching, physical training and the rigors of preparation. When recruitment processes are later stalled or scrapped due to various ‘irregularities’ it is not just the candidates who suffer along with the family.
Looking at the recent trends in the recruitment process issues, such a recurring pattern is hard to ignore. Advertisements for recruitment are announced with much trumpet blast, followed by examinations. What follows is, results are delayed, allegations floats up, inquiries are ordered, and eventually, the process collapses or lands in court, and not to mention the court ordeal. However, the saddest part is that responsibilities are rarely fixed, accountability and transparency is not enforced. Is it not amusing to see Officials transferred from time to time, powered-committees formed and dissolved, and with time coupled with delay tactics quietly moves on even as genuine aspirants lose precious years.
Without even going into the statistical or event details, the situation raises uncomfortable yet necessary questions. Why do recruitment systems repeatedly fail? Are rules unclear, or are they deliberately bent? Is political interference at play, or is it sheer administrative incompetence? Or is it both? Whatever the reasons, any common observer will conclude that these are not merely isolated lapses. Persistence of such failures points to systemic rot. It is east to talk about accountability and transparency but difficult to put in act.
It has become a normal phenomenon to suspend trust whenever any advertisement for recruitment takes place. Today, any recruitment announcement is immediately met with skepticism. Court cases seem to have become the order of the day. This is a tragic state of affairs for a society that prides itself on moral uprightness and Christian values. When corruption or mismanagement runs under the carpet or on expected lines, the moral compass of governance will keep swinging like a pendulum.
Considering the present trail of issues in the recruitment process, one can only say that reform is no longer an option but an urgent necessity. First, recruitment processes must be fully transparent from advertisement to final appointment and having a clear timeline, and where evaluation criteria are made known. All these and more will definitely lead to restoring trust in the recruitment process. Second, independent and professionally competent recruitment bodies must be strengthened or constituted and which is shielded from political or departmental pressure. Third, in this age of technology, it should be leveraged to aid the process more effectively. There should actually be no space left for human manipulation.
Restoring trust also begins with accountability. When failed recruitment drive should be examined fully and those responsible regardless of rank must face consequences. Without accountability and transparency, reforms remain only on paper or like a thin cosmetic make-up. Trust cannot be rebuilt through assurances but requires real transparent action.
Finally, the government should recognize the emotional and social cost of failed or stalled recruitment processes. While time and luck is beyond anyone’s control, each delayed or cancelled exam only reduces or kills the hope of a generation. Often the way out is migration. Nagaland cannot afford to sink its youth to despair, and despondency.
At the end, fairness and credibility in the recruitment system is not just about jobs. It is about justice, opportunity and dignity, and the future of the state in which citizens can take pride. Yes, restoring trust will be difficult, but it is possible if excuses and delays are replaced by sincerity, and integrity sets in to replace what is generally called ‘convenience’.
(Dr Asangba Tzudir contributes a weekly guest editorial for The Morung Express. Comments can be emailed to asangtz@gmail.com)
