Recruitment to Central Government posts is governed by well-defined statutory rules that ensure fairness, transparency, and administrative efficiency. These rules, framed under Article 309 of the Constitution, provide for multiple methods of appointment depending on the nature of the post, its responsibilities, and its role within the organizational structure.
The Department of Personnel & Training (DoPT) prescribes six principal methods of recruitment, each tailored for specific situations. Let’s explore each of them in detail, with practical context and links to authentic government notifications.
🔹 Direct Recruitment: Entry from the Open Market
Direct recruitment refers to the process of selecting candidates from the general public, based on advertised eligibility criteria such as age, educational qualifications, and work experience. This is the most common method for filling entry-level posts across Ministries and Departments.
The Staff Selection Commission (SSC) and Union Public Service Commission (UPSC) are the key agencies conducting examinations and interviews for such appointments.
🔹 Promotion: Career Progression Within the Department
Promotion is the upward movement of a serving government employee from a lower post to a higher post within the same cadre. It is typically based on:
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A minimum number of years of regular service in the feeder post
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Eligibility conditions outlined in the Recruitment Rules
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Performance records and departmental assessments
Ad hoc service is not counted for determining eligibility. Only service rendered in a regular capacity is taken into consideration.
For example, promotion from Postal Assistant to Inspector of Posts follows a structured promotional pipeline as per departmental rules.
🔹 Deputation: Temporary Transfer from Other Departments
Deputation allows officers from Central or State Governments, including Union Territories, to serve temporarily in another department or ministry. The idea is to utilize their expertise where it is needed most, without permanently shifting their cadre.
Deputation is widely used for filling specialized or isolated posts, where direct recruitment may not offer suitable candidates. Deputationists return to their parent cadre after the completion of the term.
🔗 DoPT Deputation Rules: Link to OM dated 17.06.2010
🔹 Absorption: Permanent Appointment after Deputation
While deputation is temporary, absorption is a permanent transfer into the new post. It typically follows a deputation period, after which the officer is formally absorbed into the new cadre—provided the Recruitment Rules explicitly allow for it.
Only officers from Central or State Government services are eligible for absorption. This method is frequently used in technical or administrative bodies like NIC, UIDAI, and other autonomous or statutory organizations under the Central Government.
🔹 Short-Term Contract: For Experts from Non-Government Sectors
In cases where a post requires expertise not readily available within the government, appointments may be made on a short-term contract basis. This is especially applicable to:
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Researchers and academics from universities
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Scientists and technical professionals from PSUs or think tanks
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Subject-matter experts for policymaking or advisory roles
Although this is technically treated as a form of deputation, it differs in that it includes candidates from non-governmental institutions.
🔹 Re-employment: Supporting Resettlement of Ex-Servicemen
The Central Government also provides for the re-employment of Armed Forces personnel in civilian posts after retirement. Given that many military personnel retire between 35 and 54 years of age, this provision helps them secure a second career while contributing their experience to civil administration.
The appointment of ex-servicemen is regulated under the Ex-Servicemen (Re-employment in Central Civil Services and Posts) Rules, which takes precedence in recruitment to Group ‘C’ and MTS posts.
🧾 When Are These Methods Used?
The choice of recruitment method depends on:
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Whether the post is permanent or temporary
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Whether suitable talent is available within the cadre
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Specialization or generalist requirement of the post
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Whether promotional avenues exist for the post-holder
In isolated posts, particularly those without promotional prospects, recruitment via deputation or short-term contract is recommended to avoid stagnation.
The different methods of recruitment in Central Government service ensure that posts are filled with the most appropriate candidates, whether from within the system or outside. Each method has been carefully designed to balance efficiency, fairness, and institutional knowledge.
Ministries and Departments must strictly follow the Recruitment Rules and seek necessary approvals before choosing or modifying the method of recruitment for any post.