The country’s only broadcast media has been in the news several times after its employees took the company to court for alleged management lapses. The company often lost cases for not following labour laws and rules.

The recent High Court judgment that upheld Trongsa dzongkhag court’s verdict and ordered Bhutan Broadcasting Service (BBS) to recruit an applicant as Dzongkha producer and anchor is also a case of lapses in management and recruitment process.

The court judgments are rendered at a time when allegations of manipulation, nepotism, and favouritism in the recruitment process, especially in corporations and state owned enterprises are rife among jobseekers. It also comes at a time when young and enthusiastic graduates are looking for jobs and job openings are few.

Transparency in the hiring process is, therefore, crucial. Creating mistrust among the growing jobseekers is not helping when jobseekers are desperate to land a job and start a career. The criteria is clear. Selection should be based on competency.

In the BBS case, the applicant alleged the management of manipulating the interview results and not recruiting him although he was the “standby candidate” after one of the selected candidates withdrew. BBS management, on the other hand, alleged the applicant of dropping names and resorting to fraudulent practices.

For the courts, it was straightforward – a case of unfair recruitment process. The message is clear. If the applicant used some fraudulent practices to get the job, it was the management’s responsibility to ensure they do not entertain such cases. Any name-droppings should not affect the management’s decision.

The applicant’s wrong will not right the wrongs of BBS. His wrong cannot be used to violate recruitment and selection regulation of the labour ministry and the company’s own service rules. If the applicant dropped names and tried to manipulate the interviewers, it is a matter of serious concern. It should be reported to relevant organisations. Employers should not tolerate such practices.

This case is not an isolated case. It happens or jobseekers are convinced that there is no fair practice in the recruitment process across many organisations.  It is a reminder for  agencies or organisations that jobseekers would demand and question recruitment procedures, especially if they suspect nepotism or favoritism.

BBS like any other media plays an important role in providing information to the people. As the national broadcaster, it promotes and maintains national culture and preserves national identity. It should not be seen as a company that exercises nepotism and favouritism.

The public must not worry. This case has nothing to do with BBS in its functioning as a media house. It’s purely a case of management issue and not an editorial or journalism issue.