Ashutosh Tiwari's column about jobs and careers 'Tips to reach the top' (Strictly Business, #265) makes some valid points about jobseekers approaching their job search, jobs and careers in a systematic and professional manner. However, employers too need to improve the way they handle the hiring process. It is true that Nepali jobseekers could present their strengths and skills much more convincingly. At the same time, employers also need to be clear about what they are looking for in the candidates. Most wanted ads are extremely generic and don't even have the company

or contact names on them. And the way most interviews go, I am not sure what the primary motive of the interviewers is-hiring the best candidate or simply going through the motions. No matter how much a candidate tries to ignore the deep rooted culture of 'source-force', it is there alive and kicking. There are numerous instances where candidates with very strong r?sum?s are not even invited for an interview. Yes, it is at the discretion of the hiring company but one cannot help but wonder if interview decisions are solely merit-based, especially after noticing the people who eventually get hired for the position.

Bichar Nepali,
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