The recruitment of staff can be made on the basis of budgetary allocation or extra budgetary options. In all cases Executive Director will approve recruitment in all positions in Agrogoti Sangstha. The concerned Section Chief/Head can forward proposal for recruitment as per budgetary provision. The Executive Director may seek guidance from the Board, to fill certain positions in Agrogoti Sangstha.. However in recruiting staff, Agrogoti Sangstha will prefer female candidate unless there is a particular need for male staff.
Developing the vacancy Announcement/Advertisement
Announcement of Vacancies.
The Management will formulate criteria for screening/short listing of candidates if too many of them meet the minimum requirements advertised.
Some screening/short listing criteria may be:
The short listed candidates will be communicated in writing about the date, place and time of written test and/or interview. The written test/interview date will be fixed al least after 10 days of delivery of interview card to ensure that everybody receives the card and can take minimum preparation.
At least according to size/number of employees candidates should be short-listed for a single position in the professional category. The interview process may include both written and viva.
The Interview Board will consist of not exceeding four persons- at least two from Agrogoti Sangstha and one from out side of Agrogoti Sangstha. Agrogoti Sangstha’s BOARD CHAIR OR his/her nominee will chair the interview board.
The management will prepare interview schedule and the candidates will be informed through letters/telephone or fax.
The result of interview will not be published. The successful candidate/s will be contacted over telephone.
Selection for Recruitment
The Interview Board will prepare list of two to three alternative candidate for each position so that detailed queries can be made about their background, previous experiences and performance. Negotiations may be made with them. Final recruitment will be done from the list of alternative candidates.
The Board/ED or her/his nominee will negotiate for Agrogoti Sangstha with the candidates/s found suitable in order of merit, on the terms of appointment, particularly on joining period or time, salary and other benefits etc, through face-to-face discussion.
Administration department will receive the joining report from the newly recruited incumbent. The new incumbent’s supervisor will verify joining report. Administration will introduce the newly recruited person/s to the employees of Agrogoti Sangstha
Every new incumbent will, during the first six months, under go systematic induction orientation to enable her/him to adopt Agrogoti Sangstha norms and environment. However, the newly employed incumbent should be put in her/his designated job as soon as possible.