📢 NEW DOGALAPAN EXPOSED : NABARD DA 2026 NOTIFICATION 😱

Summary

In this video, the speaker exposes the inconsistencies and over-glorification surrounding NABARD DA recruitment. They reveal that only a small portion of available positions were filled, and criticize content creators who market regulatory body jobs like NABARD and RBI without addressing the challenges and limitations of such roles. The speaker emphasizes the importance of understanding both the pros and cons of these jobs, encouraging viewers to make informed decisions based on facts, not just marketing. With a focus on transparency, they urge job seekers to consider the full scope of each opportunity before making career choices.

Takeaways

• 😀 The speaker aims to expose the hypocrisy surrounding the NABARD DA recruitment process, arguing that many hide its flaws for personal gain.
• 😀 Many individuals over-glorify regulatory body jobs like NABARD and RBI, portraying them as the ultimate career choice without acknowledging the challenges involved.
• 😀 The process of selection for NABARD positions is complex, with factors such as horizontal reservation and state-wise preferences making it difficult to predict which candidates will be selected.
• 😀 The initial selection of just 17 candidates for NABARD raises concerns about how the remaining vacancies (totaling 33) will be filled, as the selection process isn’t transparent.
• 😀 The speaker highlights how the facts surrounding the vacancies and their state-wise distribution are often misinterpreted or ignored.
• 😀 There's a clear distinction between what’s publicly shared about the recruitment process and what candidates experience during the process.
• 😀 The idea that more people can apply to NABARD due to fewer competitors is misleading; competition is still fierce, especially when considering the overall state-by-state merit ranking.
• 😀 Many educational content creators and course providers mislead candidates into thinking they have a higher chance of selection if they take specific courses, often ignoring the realities of the recruitment process.
• 😀 Job seekers should consider their personal situation, including family and lifestyle preferences, before blindly following others or applying for jobs like NABARD or RBI.
• 😀 The speaker encourages a balanced approach to decision-making, advising people to understand both the positive and negative aspects of job opportunities like NABARD before making a choice.

Q & A

What is the main criticism of the NABARD DA recruitment process in the transcript?

The main criticism revolves around the misinformation and glorification of NABARD and similar regulatory jobs. The speaker argues that these jobs are often portrayed in an overly positive light, with facts being ignored or manipulated to promote coaching courses and other services.

What is the issue with the fact that only 17 vacancies were filled in NABARD DA recruitment?

The speaker points out that while only 17 vacancies were officially mentioned, there are other vacancies (such as 9 and 7) that were also filled. He highlights that the selection process does not disclose the states or categories of these additional vacancies, making the overall process more complex and opaque.

Why does the speaker emphasize the importance of facts in the recruitment process?

The speaker stresses that facts must be presented as they are, without distortion, to allow candidates to make informed decisions. He believes that people should understand the realities of the job market and the recruitment process, rather than relying on biased or glorified portrayals.

What does the speaker say about the glorification of regulatory jobs like NABARD and RBI?

The speaker criticizes how these regulatory jobs are excessively glorified, with little mention of the downsides. For instance, employees in these roles are often restricted from using social media, engaging in side income activities, or gaining public recognition, which makes these positions less appealing despite their high status.

How does the speaker suggest candidates should approach their job applications?

The speaker advises candidates to avoid blindly following the trends or doing what everyone else is doing. Instead, they should assess their own situation, consider the pros and cons of different jobs, and make an informed decision based on their own priorities and circumstances.

What is the significance of state-wise selection in the NABARD recruitment process?

The speaker explains that the selection process is state-wise, with the top candidates from each state being selected first. This means that even if a candidate scores high overall, their chances of selection may depend on the competition in their own state, which is not always transparent.

What does the speaker mean by 'horizontal reservation' in the selection process?

Horizontal reservation refers to the process where vacancies are reserved for specific categories (e.g., PWD, ex-servicemen) within the overall recruitment process. The speaker explains that the top 17 candidates from each category will be selected based on their merit, but it is not clear how this will work across states.

Why does the speaker highlight the lack of transparency in the NABARD DA recruitment?

The speaker points out that important details, such as the state distribution of vacancies and how candidates from different states are selected, are not disclosed by NABARD. This lack of transparency creates confusion and makes it difficult for candidates to strategize effectively.

What are the drawbacks of working in a NABARD or RBI job, according to the speaker?

The speaker mentions that working in these regulatory jobs often involves isolation, as employees are prohibited from using social media, cannot pursue side incomes, and generally remain anonymous. Additionally, the work can be stressful, with a lack of connection to the public, making it less attractive compared to other banking jobs.

How does the speaker compare NABARD and RBI jobs to other banking jobs?

The speaker contrasts NABARD and RBI jobs with more common banking roles like SBI or IBPS. He suggests that employees in these banks have more freedom to engage in side activities, use social media, and are generally more visible to the public, which makes these positions more attractive to many people.