India’s Government Sector Recruitment Process

The process of identifying, attracting, interviewing, choosing, hiring, and onboarding personnel is referred to as recruitment. In other words, it covers everything from identifying a staffing requirement to filling it. The Government of India and its many ministries run recruitment procedures to ensure that every deserving person has an equitable opportunity to work in the government sector. In this article, we will know more about the benefits of recruitment, procedure of recruitment in the government sector, various methods of recruitment and why awareness about these methods is important.

What is Recruitment?

In simple words, recruitment is the entire process by which suitable applicants are selected for a position in a particular company or a sector. This process is of utmost importance both in the private and government sector. Just think if there is no recruitment then a common man will never be able to crack a job in a particular sector that he/she wishes to.

Benefits of having a Recruitment Process

There are various benefits that a recruitment process gives like:

  1. Pool of opportunities for all eligible candidates
  2. Transparency in the employment process
  3. Wide range of choices for recruiters to select from
  4. Act as a standard for recruiting employees in any organisation

Recruitment process in Government Sector

Every year several job opportunities are offered by the Indian Government and its departments. As new vacant positions arise in the government departments, recruitment notifications are released simultaneously. The recruitment process in government sectors takes a lot of time to select suitable candidates for the position. It involves the following steps-

  1. Release of Recruitment Notification
  2. Filling out application forms
  3. Conducting Assessment or Screening for selecting suitable candidates
  4. Shortlisting of candidates
  5. Final selection process
  6. Suitable candidates recruited

This whole process helps in selecting suitable candidates for different positions or vacancies.

Methods of Recruitment in the Government Sector

Knowing and understanding the method of recruitment is very important as it helps the aspirants to never miss out on the opportunities. It also saves people time and effort when it comes to finding suitable employment openings that match their interests and qualifications. In most government departments, several methods of recruitment are followed to recruit a particular applicant.

  1. Direct Recruitment
  2. Deputation
  3. Re-employment
  4. Absorption
  5. Promotion
  6. Contractual
S.No.Name of the PostPay BandNo. of PostMode of Recruitment
1Director (Entrepreneurship Development)Rs. 37400-67000 + 8700 (Level 13)01Deputation failing which by Direct Recruitment on Contract Basis
2Director (Outreach, Research & Advocacy)Rs. 37400-67000 + 8700 (Level 13)01Deputation failing which by Direct Recruitment on Contract Basis
3Joint Director (Outreach & Advocacy)Rs. 15600-39100 - 7600 (Level 12)01Deputation failing which by Direct Recruitment on Contract Basis/Reemployment
4Administrative OfficerRs. 15600-39100 + 5400 (Level 10)01Deputation /Direct Recruitment
5Private SecretaryRs. 9300-34800 + 4600 (Level 7)01Deputation/Absorption
6Senior AssistantRs. 9300-34800 +4200 (Level 6)02Deputation /Absorption /Direct Recruitment
7Junior AssistantRs. 5200-20200 + 2400 (Level 4)02Deputation /Absorption /Direct Recruitment
8Junior StenographerRs. 5200-20200 + 2400 (Level 4)01Deputation /Absorption /Direct Recruitment
9CashierRs. 5200-20200 + 2400 (Level 4)01Direct Recruitment
Source-NIESBUD Recruitment Notification

Let us know in detail about these methods of recruitment.

Direct Recruitment

In this type of recruitment method, recruitment is done from all sources which means this is not for a specific category or a person. In this method, all eligible candidates are invited to apply for the job position. In the government sector, direct recruitment means that all candidates are considered, rather than only those belonging to the specific section like those who are ex-servicemen, retired, or presently employed. This recruitment is usually done by job fairs or inviting applications from the eligible candidates to apply for the same. It generally involves an assessment or screening process like interviews or an examination or shortlisting candidates on the basis of their application.


In the deputation method, an officer is appointed from outside the cadre or outside the direct route of promotion for a fixed amount of time, after which he must return to his parent cadre. In this recruitment method preference is generally given to the government officials working under central government offices/ state governments/ union territories. In simple words to depute is to transfer an employee from outside its department to another department or to a new position for a short period of time.


In this type of recruitment method employees that are retired/transferred within a year in a particular department are invited once again to join for a particular job position or a specific project. This type of recruitment is generally done when there is the need for the expertise skills of the previous employees for a particular task or post.


Absorption and deputation are generally considered to be one in the same thing but there is not a difference between these two methods of recruitment. In this method also government officials from other departments are hired for a new position or for the same position in the new department. But posts recruited through absorption could be made permanent. Such absorption can be effected only in the case of officers who are on deputation from the Central / State Government.


In this employees working in the same department are given an opportunity to fill higher-level posts in the department. For this specific period of work experience is mandatory and only a regular type of service is taken into consideration for promotion.


In many departments of the government sector especially research eligible candidates are hired for contractual positions i.e. work on a specific project or task or post for a particular period of time. And their recruitment can be extended depending on the post or project or end after their contract is over. This type of recruitment is generally done for a period of months to years.

Based on the foregoing, we may deduce that the recruitment process in the Indian government sector employs a variety of ways and that understanding these methods can benefit us in the long term.