Insights from Interviewing candidates for Naib Qasid in Public Sector Organization

For the second consecutive year, we have interviewed a vast pool of candidates – over 1500 – for just 16 positions of Naib Qasid (BPS-1) advertised by WAPDA. The experience provided insights about the current employment landscape in Pakistan.

Here are some key takeaways:

• Minimum Wage Disparity: The minimum wage of Rs. 32,000 is often not met in the private sector. Candidates report earning only Rs. 12,000 to Rs. 18,000 on average, which is significantly less than the minimum wage. Even established companies, with some exceptions, resort to precarious work practices like daily wages ("Kacha") that offer no employee benefits.
• Precarious Work Insecurity: Precarious work offers no job security. Illness or even a single day's absence can lead to verbal dismissal. This vulnerability is often exploited in all the sectors in our country ranging from Retail to Industry. Candidates shared their experiences of job loss especially during covid-19.
• The Burden of Living: The interviews provided a firsthand perspective on the harsh realities of poverty in the country. The rising costs of rent, utilities, medical expenses and food were evident in the faces of these job seekers. Many carried the weight of significant responsibility of having their own families at young age.
• Rise of the Gig Economy: The popularity of the "bike ride business" is rising. Individuals are opting for these full-time delivery jobs that offer earnings closer to the minimum wage, compared to long factory shifts.
• Startup Struggles and Lost Opportunities: The recent collapse of Pakistani startups like Cheetay and Airlift has had a ripple effect. Many who previously enjoyed the benefits of minimum wage and proper workplace standards in these companies, are now struggling to find similar opportunities.
• Overqualification for Basic Roles: The advertised qualification for these positions was middle school (8th grade), yet only 20% of applicants met that criteria. The remaining 80% were matriculates (10th grade) and above, with around 65 candidates being graduates. Four had Masters degrees, and one possessed an MPhil degree. This highlights the desperation for stable government jobs in the face of a volatile job market.
• Lack of Opportunities even for the Bright ones: The opportunity to continue education is a privilege many lack in our society. Many candidates with impressive matriculation scores (above 85%) were unable to pursue further education due to financial constraints, limiting their career prospects and pushing them towards factory and retail jobs.
• Lack of Spark among Children of Employees: A concerning trend is the lack of initiative among some children of government employees. These individuals appear unmotivated and rely on their parents' influence to secure government jobs, neglecting to actively pursue further education or career development. This lack of initiative extends to both academics and the workforce, as they neither demonstrate strong academic performance nor seek out any kind of employment. Their reliance rests solely on their parents' income, whether it's a salary or a pension.
• Unprepared Candidates: While unpreparedness for interviews is not uncommon, in this case, the level of unpreparedness was striking. Many candidates lacked basic knowledge of the position and their surroundings.
• Smartphone Paradox: Despite high smartphone penetration and widespread use of platforms like TikTok, there seems to be a lack of awareness or utilization of educational content available online.
• Importance of Professional Attire: Recognizing their challenges, we expect a minimum level of professional attire during interviews. We provided guidance, and I encourage everyone to do the same when interacting with job seekers from disadvantaged backgrounds.
• Challenges of Inclusivity: Interviewing deaf candidates highlighted a communication barrier due to our lack of sign language proficiency. This experience reinforces the need for greater inclusivity within society, especially within HR departments. Ideally, HR professionals should acquire sign language skills to ensure a more inclusive interview process for all applicants.

The experience of interviewing for these Naib Qasid positions paints a stark picture of the challenges faced by unskilled workforce in Pakistan. It highlights the need for a multifaceted approach to address issues like minimum wage disparity, precarious work practices, and limited educational opportunities. Policymakers, businesses, and educational institutes all have a role to play in creating a more equitable and inclusive job market. As HR professionals, we can also do our part by advocating for fair treatment of workers, promoting access to education, and fostering a culture of empathy during the recruitment process.