Bangladesh has launched its first direct-entry recruitment exams for 2,000 Assistant Sub-Inspector (unarmed) posts — but the response has been conspicuously tepid. In district after district, applicant and candidate numbers trail far below vacancies. Current police personnel, overwhelmingly constables, make up the bulk of the examinees.
Analysts say growing debate in recent years over the occupational risks of policing and the force’s social standing has also influenced the career choices of a new generation of job seekers.
Field tests last Saturday in Shariatpur district drew 188 applicants for 16 vacant posts; 159 sat the exam, most of them serving constables. Cumilla saw 1,359 applications, yet only 862 appeared. Officials reported similar patterns in Chattogram, Mymensingh, Sylhet and elsewhere. Across many districts, fresh graduates either never applied or did not take part in the exam, while existing police members dominated the halls.
Police headquarters officials said the direct ASI recruitment is designed to bring more educated and skilled people into crime-fighting, field administration, clerical tasks and investigations. They argue it will make operations more agile and recruitment both faster and more transparent. Until now, direct police entry had three fixed tiers: constable for all candidates, Sub-Inspector for graduates and Assistant Superintendent of Police through the BCS exam. The mid-level ASI (unarmed) post was filled almost exclusively by promoting constables. That decades-old structure has now been altered, opening the rank to general applicants for the first time.
According to the police headquarters notice, applications opened on April 28 and closed on May 27. Selected candidates will earn BDT 10,200 to 24,680 a month at National Pay Scale Grade 14, plus a government training allowance. The 2,000 posts are spread across 64 districts. Dhaka has the largest share with 167 vacancies, followed by Chattogram (106), Cumilla (75), Mymensingh (71) and Sylhet (48). Bandarban, with just five, has the fewest vacancies.
Merit will fill 93 percent of the positions. Quotas cover the remainder: 5 percent for children of freedom fighters, martyred freedom fighters and Biranganas, 1 percent for ethnic minorities, and 1 percent for physically disabled and third-gender individuals.
Occupational hazards and a shortage of basic amenities are deterring a new generation of jobseekers from joining the police, says Dr Tawohidul Haque, an associate professor at the University of Dhaka’s Institute of Social Welfare and Research and a crime analyst.
“The muted response to direct ASI recruitment stems from several factors,” he told Bonik Barta. “A sharp rise in the professional risks facing police and the public perception that has formed around the force both play a significant role. Field-level personnel carry heavier duties and greater risks, yet they bear the brunt of accountability during crises or controversies. That reality is discouraging many young people from entering field-level policing. A large segment of the new generation now entering the job market prioritises independent, professional working environments, dignity and fundamental rights. They want a work culture that properly values freedom of expression, professional growth and personal dignity. To make policing attractive to them again, the force must address its internal problems, improve the working environment and rebuild a positive image.”
The direct-recruitment effort has stirred mixed reactions within the force itself, particularly among field-level members who fear constables’ promotion paths will narrow. One constable, speaking anonymously, told Bonik Barta: “We had a clear route to ASI through performance and seniority. If direct entry begins, that route will shrink. This risks breeding frustration among constables that could, over time, erode field-level professionalism and focus.”
Analysts warn that the new structure demands equal attention to manpower planning, promotional balance and making the job attractive to candidates. The ASI (unarmed) rank is crucial to field-level law enforcement, crime suppression and administration. In daily station work, ASIs receive general diaries (GD), verify complaints, conduct preliminary inquiries, collect evidence, arrest suspects, submit court reports and prepare crime-related paperwork. They sometimes even serve as duty officers, coordinating among personnel and acting as a frontline interface between police and the public. The weak response to a mid-level post in one of the country’s most vital law-enforcement agencies, analysts note, is not merely a recruitment shortfall; it freshly exposes the profession’s current standing and appeal among young people.
AIG (Media) AHM Shahadat Hossain of Police Headquarters acknowledged the muted initial response but attributed it to low awareness of the new system. “This is the first time direct ASI recruitment has been rolled out. Many jobseekers still don’t fully know about it. We expect interest to grow over time,” he told Bonik Barta. A significant number of police personnel, including eligible constables, sat the exam, he added, stressing that constables’ promotion prospects had been preserved.
He added: “Half of the new ASI posts have already been filled through promotions, while the remaining half will be filled by direct recruitment. Going forward, 50 percent of all ASI vacancies will be reserved for direct entry and 50 percent for promoting constables.”