68. In a two-tier process, as in the present case, we wish to illustrate how, generally, the exercise of screening/short-listing of candidates (belonging to General/Open, Scheduled Caste or Scheduled Tribe or Other Backward Class, etc., categories) with five times the number of vacancies in each category, who would literally be gaining the ‘pass’ to reach the second tier to participate in the typewriting test on computer can be conducted without complaints of unfairness and nontransparency in the process. Say, 100 vacancies in the General/Open category are notified and a similar number for the reserved categories is also notified. Five times the number of vacancies would mean not more than 500 candidates can be screened/shortlisted for the General/Open category. At the outset, based on the performance of the candidates who take the written test, the recruiting authority has to screen/short-list the candidates to be included in the General/Open category and subsequently for reserved categories. Judicial notice can be taken that this exercise is often facilitated by preparing a broadsheet, also called a short-list, containing names of all the candidates (who acquit themselves successfully in the written test). For the preparation of the shortlist for the General/Open category, candidates are first arranged strictly in descending order of merit and, thereafter, candidates falling short of the cutoff for such category figure in descending order of merit according to their respective reservation category in separate short-lists. If any candidate, say ‘C’, being the member of a Scheduled Caste or Scheduled Tribe or Other Backward Class,
