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If the recruitment of candidates is done with honesty, then there will be no surveillance required on their work sincerity or punctuality and relatively less need of product publicity in comparison to its arch rival's brand promotional activity.


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The interviewers recruit the candidate based on how good they are cumulatively for the assigned tasks than how good an interviewee is completely for the advertised jobs.


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Under a scenario of the peak sycophancy level seen across the organisation, if there can be ever a right selection, rejection , recognition or even appreciation to a right talent. If an appraisal holds any meaning in such situation ?


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‘PAY PEANUTS & GET MONKEYS’ is a correct thought all the way, but what they have to say about a lot those who pay cashew nuts to one who acts like nuts and makes others work only like flunkeys.


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The reality of the reality show on TV is that its quality standard is not defined by the performance of the participants but by the presentation of honesty in selection of the people as its judge celebrity.


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Every employer needs definitely hardworking employees but only at his own terms and conditions with respect to the position, designation and remuneration, and hardly ever based on job seeking candidate's creative capacity & capability situation in any organisation.


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Whenever interviewers want to recruit the candidate, they will find the reason for selection of their own; but if not, then no amount of valid reason of the interviewee can convince them.

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