Recruiting the right people is a tough job, but needs more intuitions and broad based knowledge of basics in different fields of operations . I wish to share my experience with the Indian Railways during selection for promotions. They broadly consider the work history for acumen, achievements ,confidential records (Assessments)for screening . At interview ,consists a panel with experts on the Related field work/ subjects along with Personnel Dept.(HR).They explore the candidate's vibrancy ,caliber and capacity to understand the basics of total operational viability of the tasks involved. and adaptability to changes at work . Today's mode of recruitment is based on critical words matching the job description which may far different for different fields. There is the need of the panel of concerned divisions like Marketing, Manufacturing, Mechanical or Electrical field members of interaction with the position involved. They only can decide the candidate is useful for being over or under qualified .In short the present mode of recruitment is best for robotic functions limited to the command fed to it i If anything arise out of that box or innovative the candidate should be a sure failure and re-trained or discarded .I watch recruiting Personnel complaints on media that there is a scarcity of highly skilled or versatile persons to adapt with the continuously competitive world. The problem is the that as mentioned above they filter with a small sieve by which the bigger and useful ones couldn't get through the system. Hope this will help to understand the complexity of calculation of the roght employee for a position ,specially with ajob of multi task feature.\God bless you all to have the resiliency to make this world more easier and happier at all phases of life including the jobs .Amen.