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An "Employment Bank" is an interactive platform among three parties namely the "job-seekers", the "employers" and the "placement agencies". It enables online enrolment of job-seekers, employers and educational institutions. It can help the job-seekers to search for suitable employment as per their qualification. It also enables institutions to help deserving candidates apply for jobs suiting their skill sets and qualifications. It brings recruiters and job seekers on a common platform and helps the state in generating employment in an organized fashion.

Using the Karnataka and the West Bengal models, the Labour Department with active support of the Department of Information Technology, could launch the Arunachal Pradesh Website of "Employment Bank", which would provide prospective employers data on the human resource pool available in the state.

Essentially the government could monitor the academic records of students in different engineering institutes in the state and assess their possible employment potentials in consultation with the governmental requirements or even the corporate sector.

Such an employment bank would be better than employment exchanges as people who registered their names in the exchanges often did not get a call for interview in years, not to mention the prohibitive cost of setting up an entire manual exchange. The advent of ICT has re-engineered the entire process flow of information management, which is all an employment exchange really is, per se.

Besides, the Labour department’s other skill development programmes would also be enhanced by automation of this process and the workers could not only be assured a job in their home state but also bargain for a higher wage for themselves. The extensive CSC’s (Common Service Centre’s) would also further enable the larger segments of blue-collar and manual workers in certain categories of trade. This would enable both transparency and create deep impact amongst the entire societal system as a whole. Among these trades would be those engaged in real estate development, like masons, plumbers and electricians.

The various Industrial Training Institutes could also be used for development of skill and professional knowledge in these categories. There is also a need for more skilled nurses and paramedics. A few thousands of posts in various departments of the state government were lying vacant because of delay in recruitment but now different departments might now set up their own recruitment boards to overcome this problem.

As such, the Employment Bank Portal, as conceived in our State, is a very important project for every conceivable stakeholder in the employment market.

To begin its journey, this portal is bringing into its fold - apart from job seekers and employers- educational institutions and vocational training providers. Gradually, placement agencies as well as individual service seekers will be allowed to register here. However, this portal will be very different from the private job portals where ordinarily only high end jobs are advertised. The Arunachal employment bank portal would cater to all sections of society, ensuring a greater outreach & impact.

Also, in reference to the various power projects & signed agreements with various companies being considered within the State, there is a mandatory 3-5% native taskforce employment rule which is not monitored. By involving all the projects stakeholders, this rule can be applied with specific effect, ensuring complete transparency and employment to the indigenous inhabitants of the State of Arunachal Pradesh.

Again, the Employment Bank Portal of Arunachal Pradesh Arunachal Pradesh can offer free service to all categories of jobseekers, be he/she an engineering graduate or Class VIII pass skilled worker. With our commitment to work for the poor and the disadvantageous, the Portal can so designed as to specifically cater to the needs of scheduled caste, schedule tribe, minority, and physically challenged job seekers.

In the long run the success of any endeavor depends on the real value addition it makes for the society. The Employment Bank Portal will be counted as a successful endeavor, if it becomes popular among all external stakeholders. To my understanding, this can only happen if the internal stakeholders keep a constant vigil on its service level and regularly upgrade the technological platform on which it has been built. As such, there is need of constant monitoring and entrustment of the Portal to a specific department/champion who will be tasked with this role and with funds specifically marked therein.

For example, the West Bengal Employment Bank is being monitored and implemented through the Directorate of Employment, West Bengal in coordination with the Department of IT. The Directorate of Employment through its network of Employment Exchanges used to act as the premier placement agency mainly for non-PSC vacancies arising in state Government establishments and undertakings. The scope has been reduced following decisions by the judiciary directing compulsory open advertisement for filling up of vacancies. Such placements have further been reduced as the vacancies are now being filled up through Service Commissions.

Meanwhile, job opportunities in the private sector have been outpaced those in the State sector creating, among other things, some skill mismatches, or a demand and supply gap, in the employment market. Thus, the Employment Bank aims primarily at enhancement of placement opportunities of the job-seekers and secondarily at removing the skill mismatch. Automation of the process will therefore increase productivity as well as reducing cost. Further reliance on the CSC’s would also create further impact amongst the indigenous populace by involving them as subsidiary employment exchanges.

Therefore, it is envisaged that all the Employment Exchanges of the State would connected to the internet through broadband and the data of the registered job-seekers of the State would have been digitized through the web portal developed and maintained by an assigned body, say for example, the DIT, GoAP under the State’s personal supervision – further aid could also be requested from the Directorate General of Employment & Training, Government of India and also from NIC in this regard.

Also, it is important to note that the Employment Market Information (EMI) functionality of the Employment Exchanges to ensure the enforcement of The Employment Exchange (Compulsory Notification of Vacancies) Act,1959 and the Rules framed thereafter should be followed.

This Act seeks to give a statutory base for effective implementation of Employment Market Information Programme. As per the provisions of this Act, it is mandatory for employers in the organized sector to, 1. Notify certain categories of vacancies and 2. Render statutory returns (ER-I & ER-II) to the jurisdictional Employment Exchanges.

The EMI Programme is run in the state as per the guidelines and instructions from the Govt. of India level. Under this programme, information regarding employment status and opportunities in the public sector as well as the private sector is collected and disseminated at various levels. The programme is governed by an Act of Parliament known as the Employment Exchanges (Compulsory Notification of Vacancies) Act,1959 and is effective with effect from September 2, 1959. Under this Act, all public sector employers and private sector employers having 25 or more employees on their rolls are under purview. Two types of information on quarterly basis and biennial basis is collected from the employers. This information is used for employment policy making and also as a feed back to the planning commission.