POWERGRID Recruitment Through CLAT PG 2026

The advertisement was dated 23 October 2025, but the score required was CLAT PG 2026. The advertisement year, exam-cycle name and joining year should not be treated as interchangeable. The notice expressly rejected CLAT 2025 or earlier scores for this recruitment.

The PwBD vacancy was horizontal, not an eighth vacancy. Visual impairment had priority for the interchangeable vacancy, followed by the other identified suitable subcategories if no suitable VI candidate was available. Other eligible PwBD candidates could apply against identified suitable posts under the stated conditions.

Qualification, Age and Category Conditions

CGPA conversion followed the institute or university formula. PwBD benefit required permanent disability of at least 40% in the relevant category. Where a post was not reserved for a category, applicants had to meet the general eligibility standard rather than assume every concession followed from their category identity.

OBC-NCL candidates needed the prescribed Government of India employment certificate, not merely a college-admission category label. The notice required the applicable income years and an issue date on or after 1 April 2025. SC/ST and PwBD candidates needed the prescribed certificates; PwBD applicants also needed the UDID card/certificate.

Separate Employer Application and Fee

The advertisement named a tentative employer application window of 14 November to 5 December 2025. That historical window is closed. A CLAT registration did not automatically create a POWERGRID application.

The notice required retaining the CLAT admit card for document verification/interview and joining. Applicants working in government or a PSU had the prescribed proper-channel/NOC obligations. A new recruitment notice must specify the score year before a CLAT 2027 candidate can assume their result will be accepted.

Shortlisting and Final Selection

Selection included CLAT PG marks, behavioural assessment, document verification, group discussion, interview and the pre-employment medical examination. Behavioural assessment informed the interview; it was not a fourth percentage added to the 100% selection weights.

If CLAT did not prescribe qualifying marks, the employer used 40% for unreserved vacancies and 30% for reserved vacancies as the minimum CLAT standard for further consideration. The interview separately required 40% or 30% respectively; group discussion had no qualifying threshold.

Meeting a minimum did not guarantee an interview or appointment. Shortlisting used actual CLAT marks and category-wise ratios; final empanelment also required qualifying the interview. These standards are not a universal PSU cutoff or a 2027 forecast.

Training Pay and Service Bond

The advertised approximate CTC was INR 11 lakh during training and INR 22.5 lakh after successful training, with variation by posting and appointment terms. CTC includes benefits and is not monthly take-home pay.

The bond required successful completion of training and the subsequent service period. Do not compare a basic-pay figure with a full CTC figure as if both represent the same annual cash salary.

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1. Application and Documents
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