Why in the news?

  • Prime Minister Narendra Modi unveiled the Pratibha Setu Portal, a new initiative designed to harness the talent of UPSC aspirants.

Pratibha Setu Portal

  • What is it?:
    • “PRATIBHA” stands for Professional Resource And Talent Integration; “Setu” means bridge.
    • It is a platform launched (by Union Public Service Commission) to connect candidates who cleared the written and interview stages of certain UPSC examinations but were not finally recommended, with organisations seeking qualified talent.
  • Key Features:
    • The portal enables verified organisations (government, PSUs, private) to register and access data of willing, non-recommended candidates from various UPSC exams: e.g., Civil Services, Indian Forest Service, Engineering Services, Combined Medical Services, etc.
    • As of the release, 113 organisations had onboarded the platform.
    • The initiative is described as a shift from a “passive disclosure model” (where candidate data was simply published) to an “interactive recruitment bridge” (recruiters can log in and directly connect with shortlisted candidates).
    • Exclusions: The programme does not cover certain exams like NDA/NA and select departmental competitions.
  • Significance:
    • Provides a second gateway to meaningful employment for high-performing aspirants who narrowly missed final selection, thus reducing wastage of human talent.
    • Benefits both sides: aspirants gain alternate career pathways; organisations gain access to a pool of “well-assessed human resources.”
    • Reflects the evolving role of the UPSC (approaching its centenary in 2026) not just as examination body but as facilitator of human‐resource matching in governance and employment ecosystems.
  • Policy Implications:
    • Digital governance: PRATIBHA Setu is an example of using digital platforms to improve transparency, efficiency and alignment of talent supply with institutional demand.
    • Youth employment & talent optimisation: The initiative addresses under-utilisation of qualified candidates and helps channel their efforts into the economy.
    • Public recruiting reform: By enabling inclusive access to talent beyond the final list, it helps broaden the commitment of public institutions to human-resource inclusion and optimal utilisation.
    • Cross-sector linkage: Inclusion of private sector alongside government/PSUs signals broader institutional collaboration in talent deployment.
  • Limitations:
    • No guarantee of placement: The portal facilitates connection, not assured employment.
    • Dependence on demand: Its success hinges on how many organisations make use of the portal and create actual job opportunities.
    • Coverage constraints: Some major exams (NDA/NA, departmental) are excluded, limiting universality.
    • Candidate choice vs career planning: Aspirants may still aim for final selection in civil services and may not opt for alternate pathways immediately, potentially leaving the pool under-utilised.