Talha Masood

Unemployment is a crying issue everywhere today. Every second person says there are no jobs in the country. But is there really a shortage of talent among our youth? Or is the problem something else? If we analyze deeply, the real culprit is our *"Interview System."* This system is eating away at our industry, merit, and genuine talent from the inside out like termites. Past Questions or Current Performance? The biggest joke of this system is that candidates are asked questions in interviews that have no remote connection to ground reality or practical work. For instance, someone is suddenly quizzed on history or a textbook theory they read years ago. Think about it: Are you going to have that person solve history exams in the future? Or do you need to see their practical performance and problem-solving skills in the present era? When you are hiring someone to solve live, day-to-day practical problems, judging them on outdated textbook trivia is completely unfair. Nervousness Does Not Mean Incompetence Often, unexpected trick questions cause even great technical experts to go blank. Sitting in a room facing four people and answering random questions versus stepping out into the field to work with your own hands—these are two entirely different capabilities. If a candidate stumbles under interview pressure, it does not mean they lack capability. This system is merely filtering in "rote learners" (ratta-marz) while screening out practically strong individuals. Talkers vs. Doers This termite-ridden system has set another bizarre standard: Speaking Style. Nowadays, a candidate's 'accent' and 'corporate communication' are prioritized over actual talent. If someone speaks fluent English and drops heavy corporate terminology, they are hired on the spot—even if their field knowledge is zero. On the other hand, the person who can grind on the ground for hours to deliver exceptional results—the true 'Doer'—gets rejected just because their speaking style is simple or local. Expertise and communication are two completely different things, and mixing them up is causing companies to shoot themselves in the foot. Conclusion: Time for a Change This is why qualified, hardworking people are falling victim to unemployment and sinking into frustration. Unless we stop evaluating talent through the lens of 'style', this system will keep rotting from within. If you truly want to hire someone, step outside CVs and rote-based questions. Give the candidate a *practical task, check their **current working capability*, and decide whether they can deliver results or not. Real talent isn't about how well you talk; it's about what you can execute! tile of this topic

Philosopher King of past and future Comparison.