Mr.Ajay Sood’s articles appear in industry sections of leading newspapers and in industry e-zines.

His expert views can help us to understand why some Indian organisations end up with the “no talent” people.

An excerpt from an article (Author Mr. Ajay Sood) published in agencyfaqs:-

” Like most industries, ours also is a talent deficient industry. You do get people, but it is always a challenge to get the right person for the right job. Now who’s the right person for the right job? Besides the usual stuff like relevant experience, etc., there’s a checklist I use for figuring that one:

1. Is the person really hungry for the job? How needy is he? Does he live with his parents, because of which he has little need to retain the job? Or is he ‘just-married’, who has to ensure that the home fires continue to burn? Does the candidate’s spouse also work? If the spouse is the wife, then this is a good sign, because, mostly, husbands are unlikely to live off their wives, but if the spouse is the husband, then you need to explore further for other signs, though exceptions, too, have come my way. ”

The article pretty much explains the attitude of the interviewer while recruiting: 

1. Professional expertise is hardly(if ever) gauged

2. Recruitment happens with preconceived notions

3. What is actually gauged doesn’t have much relevance to what the job demands

5. The candidate can easily ‘prepare’ to dupe interviewers with such medieval mindsets

6. The focus seems to be mostly “Hire people who will work for us” and hardly ever ”Hire people who will work with us”.

Eventually the company ends up with “talent deficient” people, and the V.P look’s for someone to blame or goes ahead and publishes a brainless article on hiring the right talent.