Application through an internal jobs portal. This was followed with an assessment call. Assessment involved of 2 parts. 1st part was to create presentation based on analysis of a data-sheet. Second part was to present the analysis to a panel. Once assessment was cleared, there was an online psychometric test followed by debriefing. In the debriefing, the psychiatrist, based on the analysis explained I am all about. The last part is the interview itself, whihc is mostly based on the application I submitted, the assessment and its presentation and the psychometric results with psychiatrists comments. The online application can be better, as it does not provide enough scope to highlight all achievements of the staff. It can help if an option is made available to upload CVs. The assessment questions should be made clear to the candidate, rather than leaving it to the candidate to think of whatever he wants to present. The psychometric test and debrief is not to be used against the staff without giving an opportunity to the staff to explain his stance if some adverse elements are found. Also, thinking that the psychometric is fool-proof is dangerous and can drive good people away. If the candidate and interviewers are from the same department, then there should not be any attempt to corner the candidate by asking questions which the candidate cannot take decisions on.