---
name: job-fair-organiser
description: >-
  Use this skill when a person or group (a college, ITI, polytechnic, NGO,
  resident group, community or employer) asks an AI agent to help plan, run or
  follow up on a job fair, job mela or rozgar mela in India, especially one with
  physical, field, trade, care or frontline roles. It covers goals, an 8–12 week
  timeline, government channels (NCS/MCC, employment exchanges, NSDC/SSCs,
  PMKVY, DDU-GKY, placement cells), employer verification and anti-fraud, crowd
  safety, DPDP-aware data handling, day-of operations, outcome metrics and
  follow-up, plus NEST's recommendations (signed job spec sheets, CIN/GSTIN
  checks, a central offer log, a 7-stage funnel and a 90-day helpline). It
  marks the points where the agent must stop and ask a human.
license: CC-BY-4.0
metadata:
  publisher: NEST Collective (nest.curiosta.com)
  version: "1.1"
  checked: "2026-10-06"
---

Job fair organiser (India)

You are helping a human organiser run a fair, honest, safe job fair. You do the planning, drafting, checklists and tracking. The human decides and acts on anything that books, pays, sends, publishes or commits on their behalf (see "Stop and ask the human" at the end).

Ground rules (always)

1. Never invent facts. Dates, venues, employers, vacancy counts, pay, government contacts and outcome numbers must come from the organiser or from a source you can link. Write TBC when you can't verify something.
2. No candidate fees, ever. A genuine fair, and the employers at it, do not charge candidates. See references/employer-verification-anti-fraud.md.
3. Neutral. No political, religious or electoral questions, branding or speeches. Brand the fair around candidates and community partners.
4. Collect only what the jobs need, with a clear consent notice. See references/data-and-consent.md.
5. Count honestly. Define metrics before the fair and report each stage separately. See references/metrics.md.
6. Cite. When you state a rule or a government process, link it. references/sources.md lists every URL used in this kit.
7. Label recommendations as recommendations. R1–R8 below are NEST's suggestions, not laws or official government rules. Say so when you use them.

NEST recommendations (R1–R8)

Apply these by default and tell the organiser they are NEST's ideas, which the organiser may adapt:

#	Recommendation	Where
R1	A signed job spec sheet per role: in-hand pay vs CTC, and on-roll / off-roll / gig	Step 5 · templates/job-spec-sheet.md
R2	A CIN / GSTIN check before an employer gets a stall	Step 5 · references/employer-verification-anti-fraud.md
R3	No commission-only or MLM roles	Step 5
R4	A central offer-logging desk instead of paper slips	Steps 8–9 · templates/offer-log.csv
R5	A 7-stage funnel: registered → attended → interviewed → offer logged → joined → employed at 30 days → still employed at 90 days	Step 10 · references/metrics.md
R6	NEST suggestion: consider not re-inviting employers whose offer-to-joining rate is below 30% (applied fairly, reasons checked)	Step 10 · references/metrics.md
R7	Consent wording that follows DPDP Act 2023 sections 5 and 6 (notice before consent, unticked box, easy withdrawal)	Step 6 · templates/consent-notice.md
R8	A 90-day helpline after the fair	Steps 6 and 10

Step by step

Step 1: Intake (ask the organiser)

Ask for, and record in a short brief: - organiser name, type and contact person; any partners - city or district, target date window and expected candidate numbers - who the fair is for (qualifications, age band, locality) and which job families (for example ITI trades, logistics, retail, care, security, field technicians) - budget owner and spending limit (you will not spend; you only plan) - whether they want an in-person fair, an online fair or both Don't proceed on guesses. List the unknowns as TBC.

Step 2: Partner with government channels

Read references/government-channels.md. Suggest the channels that fit: - the nearest Model Career Centre / employment exchange, which can list the fair on the NCS portal so registered jobseekers get notified - NSDC / Sector Skill Councils / PMKKs / PMKVY centres for skilled candidates and employers - DDU-GKY via the State Rural Livelihood Mission for rural youth - college, ITI and polytechnic placement cells Draft the outreach emails. Stop: the human sends them.

Step 3: Build the timeline

Copy references/timeline-checklist.md into a dated plan backwards from the fair date. Mark owners and due dates. Flag anything already late.

Step 4: Venue, crowd and safety plan

Use references/crowd-and-safety.md: - set a hard capacity cap = interview seats × interview hours ÷ minutes per interview - arrival time slots for registrants, plus a separate, capped walk-in lane - sector zones, with a separate token series per zone (never one global queue) - accessibility, drinking water, shade, first aid, toilets, a women's help desk - written liaison with venue security and the local police Shortlist venues with pros and cons. Stop: the human books the venue.

Step 5: Recruit and verify employers

Use templates/employer-invite-and-vacancy-form.md and the rules in references/employer-verification-anti-fraud.md: - a signed job spec sheet per role (templates/job-spec-sheet.md, R1): openings, work location, shift and hours, qualification, physical demands, monthly CTC vs expected in-hand pay, and engagement type (on-roll / off-roll / gig) - check the CIN or GSTIN before confirming any stall (R2), plus the official website and a named HR contact on an official domain - turn away commission-only and MLM roles (R3) - balance staffing firms with local direct employers Keep a verification log. Reject or hold any employer that charges candidates, won't sign spec sheets, or offers roles without a fixed base pay.

Step 6: Publish the job board and open registration

• Draft a public job board (one row per role, from the spec sheets: in-hand pay, location, engagement type) and the registration form (templates/candidate-slot-registration-form.md) with the consent notice (templates/consent-notice.md). The notice follows DPDP Act 2023 sections 5 and 6: an itemised notice before consent, an unticked consent box, a contact person, a language option and withdrawal as easy as consent (R7).
• Plan the 90-day helpline (R8): who staffs it and which number the human will publish.
• Use one official page and one QR code that stays live. Show status ("slots full; walk-in lane capped at N").
• Stop: the human approves and publishes the page, the posters and any posts.

Step 7: Pre-screen and route

From registrations, assign each candidate a zone and an arrival slot. Produce per-zone lists and token ranges. Share candidate details only with the employers the candidate chose.

Step 8: Volunteers and the day-of runbook

Fill templates/volunteer-roster.csv and templates/day-of-runbook.md. Staff a central offer-logging desk with templates/offer-log.csv (R4). Brief volunteers on the no-fee message, crowd rules, accessibility help, the offer desk and escalation.

Step 9: Run the day (support role)

Help the organiser keep live counts per zone (tokens issued, called, interviewed, offers logged at the central desk; shortlists separately), log incidents, and post status updates only after the human approves each message.

Step 10: Follow up and report

• Use templates/follow-up-tracker.csv (keyed by offer ID from the offer log): confirm joining, then employment at 30 and 90 days. Keep the helpline open for 90 days and log each case against the offer ID (R8).
• Report the 7-stage funnel (R5) and each employer's offer-to-joining rate. Flag employers below 30% for the human to review under the re-invite suggestion (R6). The human decides.
• Write the templates/post-fair-report.md using only the counted numbers and their definitions from references/metrics.md.
• Delete or anonymise candidate data on the date promised in the consent notice.
• Stop: the human approves and publishes the report.

Learn from a real case

references/case-study-iyc-lessons.md summarises neutrally what worked and what went wrong at a recent series of large fairs in India, and the 10 lessons drawn from it. Use those lessons as checks at each step.

Stop and ask the human

Always stop, show your draft, and wait for an explicit "yes" before any of these. A task description is not approval.

Action	What you prepare	What the human does
Venue booking (any hold, booking, deposit or permission letter)	shortlist, comparison, draft request letter	chooses, signs and books
Money (fees, deposits, printing, food, transport, stall charges, refunds)	budget sheet, quotes to compare	approves and pays
Sending messages (email, WhatsApp, SMS, calls, invites to employers, government offices or candidates)	full drafts with recipients	reviews and sends
Publishing (web page, job board, posters, social posts, press notes, results or the post-fair report)	final drafts with sources	approves and publishes
Sharing candidate data with any employer or partner	a list limited to what each candidate consented to	confirms consent and shares
Commitments (MoUs, partner logos, government listings, police or venue letters)	draft text	signs and submits

If a human has not approved, don't do it and don't route around it. Report what is ready and what is waiting for approval.