RBI Grade B Officer (General / DEPR / DSIM) 2019 · Question 92 of 120

Read the following passage carefully and answer the questions given below it. Certain words are given in bold to help you locate them while answering some of the questions. Paragraph 1: Most CEOs are grappling with one particular challenge, irrespective of industry or geography: getting the right leadership talent. Governments face this challenge too. The Indian government has responded to this challenge by taking the initiative to invite executives from beyond the ranks of the civil service to apply for certain Joint Secretary posts. While the idea clearly has merit, success is not automatically guaranteed. Through working around with the government, there are few elements too that increase the chance of success. Among them establishing objective criteria is one. The key decision makers involved in making a senior appointment rarely agree on what skills, qualities and experiences the role requires— and when they do, there is no guarantee that the requirements agreed to are the ones that are actually needed to be successful. This is why the process must begin with a real probing of the position and its larger context. Paragraph 2: Having objective criteria also gives decision makers confidence that their appointments will be able to stand up to public scrutiny without fear of seeming biased towards or against candidates for caste, geography, political affiliation or other considerations. Public announcements inviting lateral entry applicants for open government positions preserve transparency but are not very effective recruiting strategies. Top talent has many options outside of public service. Government, therefore, cannot sit back and wait for these candidates to present themselves. It must proactively identify and approach executives with the desired skills a;nd experience. Precisely because the competition for talent is so intense, most successful corporations — even those regarded as highly desirable employers — follow this strategy. Very often governments are reluctant to follow suit so as to not appear to favor candidates. This is where the objective criteria come in. The fact that a given executive is approached and encouraged to apply is no guarantee that he or she will be appointed. Paragraph 3: Our work with governments around the world suggests that in addition to the right motivation there are three key personal traits that predict success of lateral hires in such roles. The first is resilience. Government bureaucracy can be tough on outsiders; it is essential to have the ability to persevere in the face of constant pulls and pressures and aligning multiple stakeholders. Successful lateral hires also have a high level of curiosity. They acknowledge that they don’t have all the answers, are eager to learn and model their behavior accordingly. These candidates know that while they may have many useful new ideas, they also have much to learn from career civil servants and that government has its own systems, formal and informal, that must be grasped before any innovations can be proposed. Finally, they have the ability to engage others. The ability to build consensus among stakeholders is essential. The government screening process traditionally includes appearing before a section panel of three to five interviewers, who each take their turn investigating topics they have divided between themselves. Unfortunately, this approach often results in only a surface-level understanding of the candidate. We have found that one-on-one or two-on-one interviews allow for a much more meaningful exploration of key points of a candidate’s career, their mindset and approach. More focused interviews should be supplemented with extensive referencing with finalist candidates. This combination of data will provide insight into a candidate’s character, integrity and moral compass — all critical qualities for government roles. Paragraph 4: Also government must accelerate the hire’s integration. Successful recruiting is only part of the equation; the selected lateral hire must also be primed for success in his or her new organization. We were able to demonstrate the benefits of a systematic approach with a senior executive that we hired for the cabinet of a European country. We started by identifying cultural differences between the executive’s old and new environments and helped develop strategies the executive could use to navigate this change. We then created an extensive playbook with detailed profiles of the management team outlining each person’s priorities and concerns, and provided coaching to help the executive best position himself with his new peers. India’s lateral entry programme has the potential to introduce new thinking and new expertise into key ministries. Leveraging on lessons learned elsewhere will allow India to more completely draw from the country’s rich array of talent while maintaining the objectivity necessary to preserve the public trust. Why is India’s lateral entry program not very effective in recruiting strategies for government positions despite the transparency?

Reading Comprehension

1. AA. Because of the new thinking into key ministries.
2. BB. As their approach is not very clear.
3. CC. The competition for talent is so intense even in most successful corporations.Correct
4. DD. As it gives insight into a candidate’s character, integrity and moral compass.
5. EE. None of these.